Recruitment Process Outsourcing. We run your hiring program.
Recruitment Process Outsourcing in 50+ countries. We run the whole program (sourcing, screening, onboarding, performance, and reporting) and report on fill time, cost per hire, and retention every week.
Why hiring leaders pick us for RPO.
Running RPO at scale takes more than recruiters and a job board. It takes a delivery team that lives inside your industry, sourcing infrastructure that flexes from one role to a thousand, and a quality bar high enough that the people we place stay. 25+ years in, 800+ Fortune 1000 companies trust us with their hiring.
RPO, in plain terms.
RPO means we run a defined scope of your recruiting function as an ongoing program. One contract, one set of metrics, one accountable program owner.
Your team owns the strategy and runs the pipeline. A staffing partner sources and places the roles you bring them.
We own the strategy and run the program. Accountability runs through retention and performance, not just offers.
Three ways to run RPO.
Long-term program, time-bounded surge, or both at once. Pick the model that fits the work and we’ll match the team and contract to it.
You hand us the recruiting function. We run it.
A dedicated team embeds with your hiring leaders and runs the full recruitment lifecycle: strategy, sourcing, screening, manager support, onboarding, retention tracking, and program reporting. Built for companies with sustained, high-volume hiring across multiple roles or business units. Same recruiters this quarter, next quarter, and the one after.
Not sure which model fits?Talk to an RPO specialist →
We deliver a defined initiative. You stay in the seat.
A focused engagement with a fixed start, end, and target. We take on the recruiting work for a specific business push (a product launch, a market expansion, a regulatory deadline) and hand the function back when the project closes. Surge capacity without committing to a long-term program.
Not sure which model fits?Talk to an RPO specialist →
The steady state plus the surge.
One team, one contract.
Most large organizations need both. We run an ongoing baseline RPO for your day-to-day hiring and the same team scales up when a project, expansion, or new business unit creates a surge. One engagement that scales with volume, so you’re not re-onboarding a vendor every time the work shifts.
Not sure which model fits?Talk to an RPO specialist →
Same experts from kickoff through quarterly review.
Every RPO program gets a dedicated delivery team: recruiters, a program manager, an executive sponsor. They learn your roles, your hiring managers, and your bar. Then they stay long enough for that knowledge to pay off.
How an RPO program actually runs.
Five stages, one accountable team. Every RPO program runs the same lifecycle — Enterprise, Project-Based, and Hybrid all flow through these steps with the same rigor.
- 1
Strategy & sourcing
Talent strategy, market mapping, and the recruiter network behind every fill.
- 2
Screening & assessment
Industry-specialized vetting, structured interviews, references, and skills checks.
- 3
Selection & onboarding
Offer support, hiring-manager handoff, and ramp tracking through the first 30 days.
- 4
Performance tracking
First-90-days check-ins, retention monitoring, hiring-manager satisfaction surveys.
- 5
Reporting & optimization
Weekly reporting on fill time, cost per hire, and quality of hire.
Recruiters who know your industry.
Our RPO teams are organized by industry. The recruiters know the roles, the regulations, and where the talent actually sits. The program manager knows how hiring works in your sector.
Technology
Cleared cybersecurity, AI/ML, cloud architecture, software engineeringHealthcare
Clinical leadership, healthcare IT, regulatory and complianceFinancial Services
FinTech, capital markets, FINRA-aligned placementsEnergy & Utilities
Grid modernization, renewables, transmission and distributionIndustrial
Engineering, operations, and supply chainGovernment
Federal civilian, defense, and SLED programsTelecom
Network infrastructure, fiber build-out, customer operationsLife Sciences
Pharma, biotech, medical devices, regulatory
A digital-first reset. 700 stores. We owned the tech recruitment process end-to-end.
Our client is the largest department store by retail sales in the U.S., with 700 stores nationwide. They were closing brick-and-mortar locations and standing up a digital-first business at the same time, and they needed engineering, data, product, and security talent at scale — faster than their internal HR team could deliver alone.
Program results
- −30%
- Time to hire vs. 60-day pre-RPO baseline
- 59
- FTE hires
- 30
- Avg. days to fill
- 91%
- 12-month retention
“Insight Global’s team provided valuable insights in the conception and architecture of how we might tackle this large hiring push—and through close partnership, data, and patience, they pivoted, adapted, and worked with us as our business needs changed in this evolving hiring ecosystem.”
We embedded a dedicated RPO team (recruiters, program manager, executive sponsor) and ran the full lifecycle — tech-specific sourcing, structured screening, hiring-manager partnership, onboarding, and weekly performance dashboards. We expanded the candidate pool across new metro markets and remote-first roles. Across 18 months, we filled 250+ tech roles with low attrition, while their HR team owned the day-to-day needs of the talent.
What hiring leaders are reading.
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Read the articleStaffing vs. Talent Solutions: Which is Right for You?
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Read the article5 Recruitment KPIs (and How to Improve Them)
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Read the articleWhat hiring leaders ask us.
Real questions we hear from hiring leaders evaluating RPO. Answered without jargon.
Bring us the program. We’ll bring the team that owns it.
Enterprise, project-based, or hybrid. We’ll match the model to your work and the team to your industry. One scoping call to figure out which one fits.
- Dedicated program team
- Weekly outcome reporting
- Industry-specialized recruiters
- 50+ countries, 30 industries