Hiring Top Talent is Hard.  Pierpoint RPO Makes it Easy.

Recruitment process outsourcing (RPO) gives an external partner responsibility for an agreed portion of your recruitment process. Pierpoint works with your team to define hiring priorities, assign recruiting resources, establish workflows, and agree on performance measures. Support can include sourcing, screening, interview coordination, offer management, and reporting. Engagements can cover a defined hiring project or an ongoing recruitment program.

Recruitment agencies typically focus on filling individual vacancies. An RPO provider manages an agreed recruitment scope for a defined project or ongoing program, with the agreement defining delivery and performance responsibilities. Pierpoint works within your employer brand and collaborates with your internal team on recruiting activities, candidate experience, and reporting. The distinction depends on the responsibilities involved, rather than simply the number of positions being filled.

The right RPO model depends on your hiring requirements, internal capacity, and the responsibilities you want a partner to manage.

• Enterprise RPO: An ongoing program managing recruitment across an agreed scope, such as multiple functions or locations.
• Project RPO: Support for a defined hiring initiative, such as an expansion, new location, or recruitment campaign.
• Hybrid RPO: A partner manages selected roles, locations, or recruiting activities while your internal team manages the rest.

If you primarily need additional recruiters working within a process your team manages, Recruiter on Demand may be appropriate.

RPO pricing depends on hiring volume, role complexity, locations, engagement length, and the included services and technology. Common industry pricing structures include management fees, per-hire fees, project fees, or a mix of these.

Pierpoint develops a proposal around your hiring requirements and agreed scope. When reviewing a proposal, confirm what is included, whether advertising or other third-party expenses are separate, and how changes in hiring demand affect charges. Compare costs against the equivalent internal and external recruiting work.

Request RPO pricing for your hiring needs.

Yes. Pierpoint can work alongside your internal talent acquisition team using your existing ATS and recruiting technology, our proprietary systems, or a combination of both.

During solution design, we establish workflows, system access, integration requirements, reporting, and responsibilities. This helps coordinate recruiting activity and maintain visibility across your team and ours.

Read more about how an RPO partner can support your recruiting technology.

Implementation establishes how the recruiting program will operate. Pierpoint works with your team to review hiring priorities, role requirements, existing processes, technology, and reporting needs.

Together, we define responsibilities, hiring manager communication, candidate handoffs, and performance measures. The implementation schedule reflects the engagement’s scope, locations, and technical requirements. Clear ownership and timely access to systems and stakeholders help recruiting activity begin efficiently.

Yes. Pierpoint can quickly expand or reduce recruiting capacity as hiring demand changes. Adjustments may involve recruiter numbers, specialist expertise, sourcing activity, or the roles and locations receiving support.

We work with your team to understand changes in the hiring forecast and agree on priorities. The engagement should define how to request adjustments, any applicable notice requirements, and how scope or pricing changes are handled.

Explore how RPO scalability supports changing hiring needs.

RPO performance is measured against the hiring goals and service levels agreed for your program. Measures may include time-to-fill, cost-per-hire, candidate submission quality, interview-to-hire ratios, offer acceptance, and retention.

Reviews should examine results by role or location where relevant, identify delays, and establish actions for both teams. Hiring manager feedback and candidate experience provide additional context.

For an example of documented results, read how Pierpoint helped Juniper Networks reduce time-to-fill by 20%.

Yes. Pierpoint supports recruitment across North America, Latin America, Europe, the Middle East, Africa, and Asia Pacific.

A multinational program should combine shared reporting and clear responsibilities with recruiting approaches suited to each market. Program design accounts for the countries, roles, languages, and delivery requirements involved. The agreed scope identifies where support will be provided and how regional teams will coordinate.

Explore Pierpoint’s delivery regions.

Evaluate an RPO provider against the hiring work you need delivered. Ask for:

• Relevant experience with your roles, industries, and locations.
• Client results with clear measurement context.
• A defined delivery team and management structure.
• Clear responsibilities, service levels, and reporting.
• Compatibility with your technology and data requirements.
• Transparent pricing and a process for adjusting scope.
• A practical implementation and transition plan.

Review customer stories and ask prospective providers to explain how comparable experience would apply to your program.

Pierpoint combines flexible recruiting capacity, international delivery, and technology choices to support different hiring requirements. We can manage an agreed recruitment program, support a defined project, or work alongside your existing team. Delivery can use your systems, our proprietary technology, or both, with resources adjusted quickly as priorities change.

Our published client work includes enterprise RPO supporting Intuit’s hiring across the US and Latin America and a hybrid RPO engagement that reduced Juniper Networks’ time-to-fill and recruitment spending.

Discuss your RPO needs with Pierpoint.