Volume / RPO
WeHireIn's Recruitment Process Outsourcing (RPO) model delivers high-volume hiring at consistent quality, with full transparency into the pipeline. From 100 to 1,000+ hires annually, we act as your embedded talent acquisition team.
How It Compares
RPO vs. Agency vs. In-House
| Dimension | Staffing Agency | In-House Team | WeHireIn RPO |
|---|---|---|---|
| Cost per hire | High — per-hire fee, every time | Hidden — recruiter salary + tools + overhead | Lowest — ~30% below agency model at volume |
| Accountability | Fragmented across multiple vendors | Internal, but stretched thin at volume | Single partner, SLA-backed with penalty clauses |
| Pipeline visibility | Limited — resumes arrive, little process insight | Full, if ATS is well-maintained | Full — live dashboard, daily updates |
| Scalability | Slow — re-briefing each new vendor | Capped by headcount you can hire fast enough | Built to flex up/down within a week's notice |
| Time-to-fill | Inconsistent across vendors | Often the bottleneck at volume | SLA-tracked, typically 72-hour shortlist turnaround |
What We Deliver
Services Included
- Embedded RPO teams within your HR function
- End-to-end hiring process ownership
- Sourcing, screening, assessment, and offer management
- Custom ATS setup and pipeline dashboards
- SLA-backed delivery with penalty clauses
- Diversity hiring mandates and reporting
Common Questions
FAQs
What's the minimum volume for an RPO engagement to make sense?
We typically recommend RPO once annual hiring crosses 80-100 roles a year — below that, our Scale & Growth solution is usually a better fit.
Do you use our ATS or yours?
Either — we integrate with your existing ATS where possible, or stand up our own pipeline tooling if you don't have one in place.
What happens if you miss an SLA?
SLA terms (including any penalty clauses) are agreed upfront and reported transparently every month — we don't wait for you to notice a miss.
Industries Served
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