Recruitment Process Outsourcing (RPO)

Relativity Partners Recruitment Process Outsourcing (RPO) is your outsourced recruiting engine. Instead of building a large internal talent function that you may need to unwind once hiring targets have been achieved, you plug in our team for exactly as long as you need it. We take a defined slice of your hiring plan and own it end to end: role intake, scorecards, sourcing, screening, scheduling, and reporting.

You get the capacity and discipline of a built-out TA team while keeping talent acquisition costs manageable and predictable, helping you avoid the severance, overhead, and cultural impact that come with attrition. That is Recruitment Process Outsourcing in practice: a senior RPO provider running fully managed recruiting alongside your business, with Relativity Partners accountable for keeping pipelines full and hires on track.

When RPO makes sense

RPO is a good fit when:

• You have ongoing hiring across multiple departments or locations. Relativity Partners RPO specializes in Sales, Engineering, Customer Support, Product, G&A, Finance, and Marketing.

• You need predictable capacity, not one-off searches.

• Your internal team is at capacity or you do not yet have an internal talent team.

• You are opening a new market, product line, or geography and need to stand up a recruiting engine quickly.

• You want one accountable owner for pipeline, process, and hiring outcomes.

If you are hiring for a single leadership role or a small number of specialist roles, Direct Hire or Executive Search is usually a better fit.

How our RPO model works

We plug in as your fractional recruiting function.

• Dedicated partner
  You work directly with a senior recruiting partner, not a rotating cast of recruiters. Your dedicated partner lives inside your tools and workflows and stays accountable for every search in scope.

• Role intake and scorecards
  We align with hiring managers on the business case, profile, interview loop, and decision criteria before we open a role, so everyone is clear on what “good” looks like.

• Outbound and inbound sourcing
  Your dedicated partner builds targeted pipelines, runs outbound, manages inbound applicants, and handles early screening so your team only spends time with qualified, engaged candidates.

• Process control
  Your dedicated partner schedules interviews, gathers feedback, keeps candidates warm, and keeps hiring managers honest about timelines and next steps.

• Reporting and insight

• Your dedicated partner provides regular reports on pipeline health, conversion at each stage, time in step, and risks so you can see exactly what is happening and where decisions are stuck.

• On your side, we ask for clear ownership, timely feedback, and realistic compensation so we can keep searches moving and protect your brand in the market.

Results and SLAs

Exact numbers depend on market, seniority, and brand, but this is the standard we work toward:

• Time to first qualified candidates: 7–10 business days from kickoff.

• Time to hire for mid-level roles: target of 30–40 days from role intake to accepted offer.

• Weekly pipeline reviews: standing meeting with clear next steps and ownership.

• Offer acceptance: we aim for a high acceptance rate through tight process, honest calibration, and strong candidate communication.

On your side, we expect:

• A clear hiring plan and headcount targets.

• Access to the right stakeholders for intake and feedback.

• Timely interview availability and decisions.

• Alignment on the bar and compensation.

When both sides hold up their end, RPO lets you treat hiring like any other critical business system: planned, measured, and accountable.