Recruitment Process Outsourcing (RPO) for Dutch Companies
If you're filling one role, you don't need RPOyou need Recruitment/Placement. RPO is for when hiring itself has become a problem: you're opening multiple roles at once, your internal team can't keep up with the pipeline, or you're scaling fast enough that ad-hoc hiring isn't cutting it anymore.
What RPO Actually Means
Recruitment process outsourcing means we don't just find you one personwe run the hiring process for you, on an ongoing basis, for as long as you need it.
Think of it less as "fill this vacancy" and more as "handle this part of our operation." We plug into how you hiresourcing, screening, interview coordination, sometimes offer managementand run it at whatever volume you need.
With a single placement, you tell us what you need once, we deliver a shortlist, the engagement ends. RPO doesn't work that way. It's a standing arrangement: we act as an extension of your hiring function, working from your requirements on a continuous basis as new roles open up.
Recurring vs One-Off Hiring
That might mean five hires this quarter and two next quarter. It might mean staffing an entire new department. Either way, you're not restarting the conversation every timewe already know your hiring bar, your process, and what "a good fit" looks like for your company.
How It Works
We scope your hiring needs together
Not just one rolethe pattern. How many hires, over what period, across which functions. [Minimum engagement volume/duration to be confirmed with client before publishing.]
We build the process around your standards
Screening criteria, interview stages, what "yes" looks like for each roleset once, applied consistently across every hire that comes through.
We run sourcing and screening continuously
Not a single shortlistan ongoing pipeline. Candidates get sourced, screened, and queued as roles open, so you're not starting from zero each time.
You interview and make hiring decisions
Same as Placementwe hand you qualified candidates, you make the call on who joins.
We adjust as your needs shift
Hiring pace changes. Roles get added or paused. RPO flexes with that instead of requiring a new engagement every time your plan changes.
What We Handle vs. What Stays With You
We Handle
- Ongoing sourcing and screening across multiple roles
- Interview coordination and pipeline management
- Depending on scope, parts of the offer process if you want that handed off
You Handle
- Final hiring decisions
- Employment contracts and onboarding
- How each new hire fits into your team once they're in
RPO takes more of the process off your plate than a single placement doesthat's the point of it. But the actual employment relationship still sits with you, same as Recruitment/Placement. RPO isn't Payrolling; we're not the employer here either way.
RPO vs. Recruitment/Placement: Which Fits You
If you're filling one seat, RPO is overkillyou'd be paying for infrastructure built around volume you don't have.
RPO (Recruitment Process Outsourcing)
RPO earns its cost when hiring becomes a repeated, sustained needseveral roles at once, a new team getting built out, or hiring pace that's outstripping what your internal team can manage alone. The honest way to decide: if you can picture needing this again in three months for a different role, RPO probably fits.
Recruitment / Placement Alternative
Placement handles a single hire cleanly, without setting up an ongoing process for something that isn't recurring. If this is a one-off gap to fill, go with Recruitment/Placement instead and revisit RPO if hiring volume picks up.
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Frequently Asked Questions
What's the difference between RPO and Recruitment/Placement?
Placement is a one-time search for one role. RPO is an ongoing hiring process we run for you across multiple roles or a sustained period.
Is there a minimum number of hires or length of engagement for RPO?
[To be confirmed with clientflagging rather than inventing a threshold.]
Can RPO cover just one department, not the whole company?
YesRPO scope is usually set around a function or team, not necessarily every hire across the business. Scope gets defined during the initial conversation.
Do you become involved in making the final hiring decision?
Nosame as with any placement, the final call on who joins your team stays with you. We manage the pipeline and process, not the decision.
How is RPO priced compared to a single placement?
[Pricing modelretainer, per-hire, or hybridto be confirmed before this goes live.]
Ready to scale your hiring process?
RPO scoping needs a real conversationrole volume, timeline, current hiring pain pointsso a form alone won't capture what's needed.