Recruitment - RPO

Recruitment Process Outsourcing (RPO) in India

Embedded recruiter pods, talent operations and managed hiring programmes that scale with your roadmap - end-to-end or project-based.

40-60%

Cost-per-hire reduction

Pipeline velocity

End-to-end

Or project-based

30 days

Pod stand-up

RPO works when it is run like a product team - not a vendor desk. We embed senior recruiters, talent ops, sourcers and coordinators into your hiring workflow, run weekly metrics rituals and own the outcome - cost, quality and time-to-hire.

When RPO beats in-house TA or contingency staffing

When hiring volume is high, skills are scarce, or you need to scale and de-scale quickly, in-house TA teams struggle and contingency staffing gets expensive. RPO gives you embedded recruiters who behave like your team but flex with demand.

Compared to large RPO players - Korn Ferry RPO, Allegis Global Solutions, Cielo, Randstad Sourceright, Quess Allsec - NeoIntelli runs leaner pods with stronger digital tooling and faster stand-up. Our 30-day onboarding gets you producing hires in week 5, not month 3.

Deliverables

What an RPO pod delivers

Embedded recruiter pod

Senior recruiters, sourcers, coordinators and a pod lead - sized to your req volume and skill mix.

ATS & tech stack integration

We work in your ATS (Greenhouse, Lever, Workday, SmartRecruiters, in-house) so all data stays with you.

Sourcing operations

Outbound research, AI-screened pipelines, candidate experience scripts and offer-management playbooks.

Hiring manager enablement

Intake templates, scorecards, interviewer training and feedback rituals to drive consistent decisions.

Employer branding support

Careers page copy, Glassdoor and LinkedIn presence, campaign launch and content calendar.

Weekly metrics rituals

Time-to-fill, pipeline coverage, source-of-hire, offer-to-join, cost-per-hire - reviewed in a weekly business review.

How we stand up an RPO engagement

Discovery

Hiring plan, current state, ATS, tech stack, success metrics and pod sizing locked in 2 weeks.

Design

Pod composition, operating model, SLAs, weekly rituals, comp benchmarks and KPI dashboard agreed.

Onboard

Recruiters trained on your stack and roles, hiring managers re-briefed, tooling and access provisioned.

Run

Pod produces hires from week 5. Weekly business review, monthly steering committee, quarterly capability deep-dive.

Scale or transfer

Flex pod up or down with demand. Optional knowledge transfer to your in-house team at the end of the engagement.

RPO traps to avoid

Pricing on hires, not capability

Per-hire pricing incentivises easy hires and starves hard-to-fill roles. We price on capability + a fair success component.

Outsourcing without hiring-manager rituals

RPO without hiring-manager intake, scorecard and feedback rituals just outsources the problem. We re-build the workflow.

Black-box reporting

If you cannot see the pipeline, you cannot run the business. We give you live dashboards, not monthly slides.

No ramp-down plan

Volume-RPO contracts lock you into 3-year commitments. Our engagements have quarterly flex on pod size.

Outcomes you can expect

40-60% reduction in cost-per-hire vs blended contingency model

3x faster pipeline velocity through embedded outbound sourcing

Time-to-fill reduction of 30-50% across roles

Offer-to-join ratio above 90% via structured closing

Hiring manager NPS above 60 within 90 days of pod live

Quarterly flex on pod size to match hiring plan changes

RPO engagement models

Flexible commercial models matched to your scale and timeline.

End-to-end RPO - full ownership of permanent hiring across functions and locations

Selective RPO - own a specific function (engineering, AI, sales) or skill family

Project RPO - 3 to 12 month surge hiring for product launches, GCC ramp-up or M&A integration

GCC RPO - dedicated pod for India GCC build-out, including leadership and tech hires

Hybrid (RPO + perm) - blend embedded pod with retained search for senior roles

Talent ops only - back-office recruiting operations without sourcing ownership

Industries where we run RPO

BFSI Healthcare Technology Manufacturing Retail Private Equity

Frequently asked questions

How are you different from Allegis, Cielo, Randstad Sourceright or Korn Ferry RPO?

Same operating model, but leaner pods, faster stand-up (30 days vs 90), quarterly flex commitments and stronger AI/tech tooling - especially for India-based engineering, AI and product hiring.

Do you work in our ATS?

Yes. We work in your ATS - Greenhouse, Lever, Workday, SmartRecruiters, Ashby, iCIMS, in-house tools - so all candidate data stays with you.

What is the minimum engagement?

6 months for selective or project RPO, 12 months for end-to-end RPO, with quarterly pod-size flex.

How quickly can a pod start producing hires?

Onboarding in 30 days. First placements typically in week 5 to 6 of pod going live.

What is the pricing model?

Monthly capability fee for the pod (recruiters, sourcers, coordinators, pod lead) + a smaller success component per hire. Transparent line-item billing.

Can the engagement scale up or down?

Yes - pod size is reviewed quarterly and adjusted to your hiring plan with a 30-day notice.

Do you handle leadership hiring inside RPO?

Strong individual contributor and people-manager hires - yes. CXO and board-level searches we run through our retained executive search practice as a separate workstream.