OpenSource

Recruitment Process Outsourcing

Embedded Recruitment (RPO)

When you’re hiring at volume, a transactional agency model breaks down. Our embedded model puts a dedicated OpenSource recruiter inside your team, owning your pipeline end-to-end, representing your brand, and hiring at scale for a predictable monthly fee.

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What embedded recruitment (rpo) is, and when to use it

Embedded recruitment, sometimes called RPO, is the right model when hiring becomes a core activity rather than an occasional need. Instead of firing CVs at you, a dedicated OpenSource recruiter works inside your team, owning the whole process from sourcing to offer. You get the focus and brand consistency of an in-house hire without the fixed cost or the ramp-up time.

It suits scale-ups running several roles at once, teams opening a new market, and founders who want hiring handled properly without losing control of the bar. Because we still technically screen every candidate ourselves, the quality does not drop as the volume rises. When your hiring plan changes, we flex capacity up or down rather than leaving you carrying a fixed headcount.

Who Embedded Recruitment (RPO) is best for

  • Scale-ups hiring 5+ technical roles at once
  • Teams without in-house technical recruiters (yet)
  • Companies entering a new market, London, Berlin, Amsterdam or New York
  • Founders who want hiring off their plate without losing quality control

How Embedded Recruitment (RPO) works

  1. Embed. A dedicated recruiter joins your stand-ups, tools and Slack and learns your product, team and bar.
  2. Build. We design the funnel, sourcing, screening, scorecards and interview loops, and run it as if in-house.
  3. Screen. Every candidate is technically screened by us before your team spends a minute interviewing.
  4. Scale. We flex capacity up or down as your hiring plan changes, with weekly reporting on the metrics that matter.

FAQ

Embedded Recruitment (RPO), answered

What is embedded recruitment?

Embedded recruitment, sometimes called RPO, puts a dedicated recruiter inside your team to own hiring end-to-end for a fixed monthly fee, rather than a transactional agency sending CVs from the outside. You get the focus and brand consistency of an in-house hire without the fixed headcount cost or the ramp-up time.

When should a tech company use embedded recruitment instead of an agency?

Embedded works best when hiring is a core, ongoing activity: several roles at once, entering a new market, or scaling a team quickly. For one-off or occasional hires, contingent recruitment is usually the better fit. We will recommend the right model honestly for your stage.

How is embedded recruitment priced?

It is a predictable monthly fee for a dedicated recruiter, not a percentage per hire. That makes budgeting straightforward when you are hiring at volume, and we flex the capacity up or down as your plan changes.

Do embedded recruiters still screen candidates technically?

Yes. Whatever the model, every candidate is technically screened by us, people who have done the work, before your team spends time interviewing. Volume never comes at the cost of quality.

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Ready to build your team?

Tell us what you’re hiring for and we’ll come back with a plan, and usually a technically screened shortlist faster than you’d expect.

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