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Recruiting capacity that runs to your bar.

When hiring volume spikes faster than your team can scale, the usual fix is more agencies and more noise. An embedded RPO team works the other way. We sit inside your process, hire to your scorecard, report into your leaders, and bring the same market intelligence behind 4,000+ placements. One bar, applied across a distributed org — the roles at headquarters and the offshore teams behind them. The capacity is ours. The bar stays yours.

Start a Mandate See our impact
Two recruiting-operations colleagues reviewing notes together at a warm desk
Embedded · Your stack
Offer-acceptance rate
82%
The Problem

More agencies rarely fixes a capacity problem.

When the plan calls for 80 hires in two quarters and your TA team is built for 25, the reflex is to brief four agencies and hope volume covers the gap. What you get back is duplicate profiles, a quality bar that drifts agency to agency, and a hiring manager experience that erodes the brand you're trying to grow.

The deeper cost is invisible. Nobody owns the funnel end to end, so nobody can tell you why offers are declining, where the pipeline leaks, or what the market will actually bear on comp. You're buying activity and hoping it adds up to outcomes.

Embedded recruiting closes that gap a different way. One team, accountable for the whole process, working your roles to one calibrated bar, with the data to tell you what's true about the market and what's just slow.

A body shop is paid by the placement, so placements are what it chases. An embedded team is measured on your hiring plan, so the plan is what it works to.
How embedded RPO actually works
Our Approach

One team. Your process. Our intelligence.

We embed recruiters who hire to your standard, then wrap them in the market data most in-house teams never get to see. The model flexes with the plan, up when you scale, down when you don't.

01 · Embed
Recruiters inside your process
Our team works in your systems, your scorecards, and your hiring rhythm, so candidates and managers experience your brand, not a vendor. We calibrate to your bar before we open a single role.
02 · Inform
The intelligence layer, included
Every role runs on the same data we use for senior search: who's available in your city and sector, what the comp band needs to be to win, and where the funnel is leaking. The intelligence is part of the service, not an upsell.
03 · Flex
Capacity that tracks the plan
Scale the team to the hiring forecast and dial it back when volume drops, without carrying fixed headcount through a quiet quarter. You pay for the capacity you're using, governed by SLAs we agree up front.
A Typical Engagement

How an RPO partnership stands up.

Four phases. Most engagements move from signed scope to a team hiring against live roles inside 4 to 6 weeks, then settle into a steady delivery rhythm.

Phase 01
Weeks 1–2
Scope & calibrate
We map the hiring plan, agree the roles and the bar, and set the SLAs and reporting cadence. You sign off on what good looks like before anyone starts sourcing.
Phase 02
Weeks 3–6
Stand up the team
Recruiters embed in your systems, we wire up the intelligence layer, and the first roles go live. Early hires confirm the calibration is right before we scale volume.
Phase 03
Ongoing
Deliver & report
The team hires to plan against agreed SLAs, with weekly funnel reporting and a monthly read on the market: comp movement, availability, and what's slowing offers down.
Phase 04
Quarterly
Flex & tune
We re-forecast with you each quarter, scale the team to match, and tune the process against the data. The model tracks your plan rather than a fixed contract.
What This Changes

The numbers that move.

Aggregates across managed RPO engagements, 2024–2025. Not promises, what tends to happen when one team owns the funnel to a calibrated bar.

82%
Offer-acceptance rate across mandates
Offer-acceptance rate
65%
Of mandates shortlisted within two weeks
Shortlist within two weeks
4,000+
Placements delivered across the firm
Placements since 2006
Client Outcome

When 14 vendors became one.

See all case studies
Two colleagues reviewing reports together at a desk
Case Study · BFSI · NCR
Mandate
RPO consolidation · 14 vendors to one

"The savings were the easy part to model. What sold it internally was that hiring never skipped a beat while we did it."

HR
Head of HR Operations
European insurance major · NCR
−38%
Cost-per-hire, yr 1
14 → 1
Vendors to RPO
0
Pipeline downtime
Read the full case study
Other Services

If this is part of a bigger build.

RPO is sharper when the bar is set by data and the senior layer is solid. Most engagements sit alongside one of these.

Frequently Asked

Questions we get asked.

If you don't see what you're looking for, the form below is the fastest route. Most enquiries get a response within one working day.

How is RPO different from just using agencies?
An agency is paid per placement and works your role alongside everyone else's, so you get profiles but no ownership of the funnel. An RPO team is embedded and accountable for your whole hiring plan: one bar, one process, one source of reporting. You're buying an outcome against the plan rather than activity against a fee.
Do your recruiters work as us or as Recruise?
As you. The team works inside your systems, uses your scorecards, and represents your brand to candidates and hiring managers. We calibrate to your standard before any role goes live, so the experience is consistent with the rest of your function.
What's the minimum commitment and how is it priced?
RPO is priced against the hiring plan, usually as a managed monthly fee tied to team size and SLAs rather than a percentage per hire. We scope once we understand the volume, the roles, and the difficulty, and we agree the flex terms up front so capacity can move with your forecast.
Can you scale the team down if our hiring slows?
Yes. The model is built to flex. We re-forecast with you each quarter and adjust team size to match, so you're not carrying fixed recruiting headcount through a quiet period. The flex terms are agreed at scoping, not improvised later.
What does the intelligence layer actually include?
The same market data we use for senior search: availability of the talent you need by city and sector, the comp band required to win, and a read on where your funnel is leaking. It comes as part of the engagement, in your weekly funnel reporting and a monthly market view, so decisions sit on evidence rather than guesswork.
What roles and seniority does RPO cover?
RPO suits volume and recurring hiring across the IC and manager band, plus specialist roles where you have steady demand. For single senior leaders, our Executive Search practice runs a retained, off-market process instead. Many clients run both: search for the leadership layer, RPO for the build beneath it.
Start a Conversation

Tell us about the plan you have to hire to.

Give us the volume, the roles, and the timeline. We'll come back with a read on whether embedded capacity is the right model, even if we don't end up running it.

Tell us about the hiring plan.
We'll only use this to come back to you. Privacy · DPDP
Thanks, we'll come back within one working day with a read on the model, regardless of fit.

Let's build what's next.