Role search
Get a RPO Recruiter who can own applicant tracking system workflow. Also called RPO recruiter, Recruitment Process Outsourcing Recruiter
No postings. No stacks of resumes. No chasing. You choose from a short list of people who have done this before.
No upfront fee. You pay only if you engage someone we present.
Interim Headhunters: Hiring managers need a recruiter who can work inside their process without turning every vacancy into a separate agency search.
This is what we do all day: place interim executives, interim managers and contract professionals.
Need someone now? Call 305-306-4829.
- No upfront fee
- 2 to 3 vetted consultants per assignment
- Matched to your industry
- You choose
- Interim plus permanent search
- RPO Recruiter
- RPO recruiter
- Recruitment Process Outsourcing Recruiter
The judgment call
What this hire really comes down to
The fundamental requirement for an RPO recruiter is the capacity to integrate immediately into your existing applicant tracking system workflow. Unlike general recruiters who may require time to adapt to corporate processes, an RPO specialist treats your hiring technology as their primary workspace. They must convert your existing requisitions into active candidate engagement without requiring significant onboarding time or process instruction.
Your judgment rests on the candidate's ability to maintain pace with volume requirements while preserving data integrity within your tracking system. A successful hire demonstrates how they manage the administrative load of interview scheduling and feedback collection so you do not have to perform these tasks. You need someone who distinguishes between managing a queue and proactively moving candidates toward an offer, ensuring your hiring managers remain supported through every stage of the cycle.
What should the brief settle before we search?
Hiring managers need a recruiter who can work inside their process without turning every vacancy into a separate agency search. An RPO recruiter should understand the client's ATS stages, approvals and candidate communications. Ask how they handle a role whose requirements change after interviews begin. Check what the recruiter owns versus the RPO account lead or employer. Agree data access and the employer message used in outreach. Clear ownership prevents candidates receiving contradictory instructions from several recruiting teams.
What we check
What we check before you see anyone
- We verify technical proficiency in your specific applicant tracking system. If you use a particular enterprise platform, we require proof of previous experience operating within those specific requisition and workflow modules. We test their ability to configure status transitions and extract reporting metrics to ensure you receive accurate updates on your pipeline health.
- We validate their history of translating complex hiring manager requirements into functional candidate profiles. We look for evidence of how they have previously handled discrepancies between the roles specified and the talent available in the market. We require examples of them pushing back on hiring managers with data rather than opinions to refine search parameters.
- We audit their sourcing methodology by requiring proof of work beyond common job boards. We examine the specific Boolean strings, networking tactics, and candidate research tools they use for passive recruitment. We need to see that they do not wait for applicants to apply but instead initiate outbound contact to generate interest for your specific openings.
- We confirm their adherence to internal documentation standards and reporting cadence. We evaluate their history of maintaining candidate logs and compliance records, as you need a partner who protects your firm from errors. We check that they understand how to report pipeline status and time-to-fill metrics to stakeholders without needing manual oversight.
Sourcing
Where we find them
We search for professionals who have functioned in embedded models or external recruitment process outsourcing firms. These individuals are comfortable working inside a client account where they act as the face of the company despite being a temporary resource. They possess the ability to adopt your branding and internal communication styles quickly, which is critical for maintaining consistency in the eyes of candidates.
We also recruit from agencies where high-volume outreach is the standard practice. These professionals are accustomed to the pressure of performance metrics and the necessity of constant communication. They move to contract roles because they prefer the focus of executing a defined recruiting strategy over the business development responsibilities required in permanent agency roles.
Where searches go wrong
Mistakes we see
- Candidates often overestimate their ability to handle complex enterprise applicant tracking systems. They may have used similar software but lack the nuance for managing your specific requisition and permission structures, leading to significant delays in data management.
- Recruiters frequently focus on volume at the expense of quality. They may flood your hiring managers with unqualified resumes to satisfy activity metrics, forcing your team to spend excessive time screening and rejecting unsuitable applicants.
- There is a tendency for contractors to operate in isolation, failing to communicate with your internal hiring managers. We look for those who realize their role requires frequent feedback sessions to clarify requirements and adjust sourcing tactics in real-time.
The search
How the RPO Recruiter search runs
- We start by assessing your technical stack and defining the exact requisition volume you expect the hire to manage. We screen candidates against their experience with your specific applicant tracking system and their past success in similar high-volume environments.
- We conduct a technical audit where we ask candidates to walk us through their process for a typical requisition, starting from the intake meeting to the final offer. We look for their ability to articulate how they manage stakeholder expectations and handle rejection.
- We present the final candidates for your review, providing a summary of their system proficiency and their approach to the specific roles you need to fill. This ensures you only interview individuals who can start contributing immediately upon arrival.
Questions
Can the RPO recruiter work remotely using our systems?
Yes. As long as your systems allow remote access, they can manage the workflow from any location.
How quickly can an RPO recruiter begin?
Once we identify a candidate with the correct system expertise, they can begin after a standard background check. We prioritize candidates who can integrate into your environment on day one.
What should we discuss before requesting RPO Recruiter candidates?
An RPO recruiter should understand the client's ATS stages, approvals and candidate communications. Ask how they handle a role whose requirements change after interviews begin.
Does this hire require management?
They require oversight of their metrics and hiring manager feedback. They manage the technical process, but you set the priorities for which requisitions take precedence.
Do I pay extra if they need training on our systems?
No upfront fee. You pay only if you hire. We screen for existing system expertise to ensure they do not require training.
What replacement terms apply?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
How are recruiting fees agreed?
No upfront fee. You pay only if you engage someone we present. We scope the assignment before quoting; the fee page explains our model.
How soon can we see options?
Availability depends on the assignment and the people who fit it. We qualify interest and commitments rather than promising a shortlist date before the search is scoped.
What if the scope grows?
Discuss new responsibilities before adding them to the engagement. Agree the priorities and record any change to the brief and terms.
Can we extend an engagement?
Discuss what remains unfinished and whether the same responsibility is still needed. Extensions depend on the person's commitments and the agreed engagement terms.
Can the appointment become permanent?
A permanent move can be discussed if both sides want it. Review the future role and the applicable agreement instead of assuming that temporary coverage automatically converts.
How is a confidential search handled?
Tell us what can be disclosed and whom we must not contact. We agree those boundaries before approaching people; do not send sensitive records with an initial brief.
What are the replacement terms?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What do you not do?
We do not sell job-board reposting as a search or bill hourly for recruiting work. We do not take a retainer unless expressly agreed, and an introduction does not authorize an engagement.
Tell us the seat
No upfront fee. You pay only if you hire. Share the title, the situation and the timing. A person reads it.
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The Six-Step Search
What do you get at each step of the search?
We agree what the person must own before contacting anyone. You see how the search is scoped and which backgrounds we pursue. We speak with candidates about the work before presenting them. The Six-Step Search gives you useful written notes and support through interviews, rather than a pile of applications.
- 01
Scope call
We talk through the seat, the business and what has to change.
You get: A one-page role brief you approve before we search.
- 02
Market map
We work out where people who have done this job actually sit.
You get: A short note on the pool and how we plan to reach it.
- 03
Direct outreach
We approach people who are not looking at job boards.
You get: Progress updates so you are never chasing us.
- 04
Screening
We interview every candidate on the work, not the resume.
You get: Written notes on fit, availability and terms for each person.
- 05
Shortlist and interviews
You meet a short list. We handle the scheduling.
You get: Several vetted options and a debrief after each interview.
- 06
Offer and start
You choose. We help settle terms and the start date.
You get: Confirmed terms, a start date and check-ins after day one.
Tell us who you need.
No upfront fee. You pay only if you engage someone we present.
Send us the seat. We will take it from there.
No upfront fee. You pay only if you engage someone we present.