RPO: a dedicated recruitment team working as part of yours
You recruit a lot, quickly, and your HR teams are enough more? The RPO (externalized recruitment) provides you with a dedicated team of recruiters, efficient processes and tools, integrated into your organization.
Recruit more, faster and better with the RPO of Cadran Talents. Our dedicated team supports all or part of your recruitment process, under your brand and within your organization, to give you the capacity you lack, without sacrificing quality.
The RPO (Recruitment Process Outsourcing, or outsourced recruitment) consists of entrusting your recruitment to a dedicated team of recruiters, who work with your managers, tools and codes. In contrast to a post-office mandate, the RPO manages a stream of recruitments over time: sourcing, pre-selection, interviews, coordination, follow-up of candidates and reporting. Need to recruit fifty technicians for site opening? To structure a recruitment function in six countries? We take care of it, with a single interlocutor.
You don't know if the OPR fits your situation? Let's talk about your recruitment issues and find the right formula together.
What is the RPO?
Outsourced recruitment is a long-term partnership, in which a team of Cadran Talents recruiters is dedicated to your company, for a defined period, from a few months to several years. Depending on the scope chosen, this team manages sourcing, pre-selection, interviews, coordination with managers, hiring proposals and follow-up until integration, using your tools or ours.
Unlike a succession of ad hoc mandates, the RPO brings continuity: recruiters know your jobs, your managers and your culture, and they improve with time. You get a homogeneous process, controlled deadlines and consistent candidate experience, like your employer brand. The team can work in your premises, remotely or in combination, depending on what works best for you.
At Cadran Talents, we take care of everything: team dimensioning, implementation of processes and tools, day-to-day management, reporting and continuous improvement. Whether you rewrite on a site or in several countries, we make the process simple, without any extra effort on your part. Our RPO teams are active in France and in more than 25 countries, with recruiters who speak the language of the candidates.
Why choose the RPO?
Immediate recruitment capacity
The first advantage of the RPO is capacity. When your HR teams are saturated, the positions are accumulating and managers are simmering, a dedicated team absorbs the flow in the first few weeks. You don't recruit recruiters, you don't train them, you don't replace them if you leave: we take care of them. Your in-house teams are back for more time for what counts, integration and development of employees.
A process that improves over time
Some progress only comes with time. Which sourcing channels really work for your trades? Where do the candidates pick up in your process? Which managers need help conducting their interviews? The OPR answers these questions by measuring each step, week after week, and adjusting the device. You get a dynamic view of your recruitment that no one mission can offer, and indicators that reveal what you did not see.
Complexity supported
Let us be honest: recruiting in volume in several countries can quickly turn into a puzzle. Coordinating local providers, managing time zones, ensuring the same quality everywhere, is exhausting and time-consuming. That's exactly why we exist: take care of the complexity so that you don't have to do it. With Cadran Talents, you have a unique contact person for your RPO in all your countries, constant quality and clear communication at every stage. No additional tools or systems to manage on your side.
A controlled and predictable cost
Multiplying mandates to success with several firms is expensive and makes the budget unpredictable. The RPO operates with a monthly fee or a predefined cost per recruitment, often far less than the cumulation of conventional fees, which makes it accessible even to organizations with a constrained budget. Your dedicated recruiters become an extension of your team, with the flexibility of a device that is adjusted upwards or downwards depending on the activity. An excellent compromise for the vast majority of recurring needs.
Tools and data for piloting
The OPR is not limited to recruiters. We provide multi-channel sourcing tools, application tracking, pre-selection testing, video interviews, and real-time shared dashboards. This tooled approach gives you an accurate reading of your recruitment: delays, costs, transformation rates, satisfaction of managers and candidates, and helps you understand where to take priority action.
Flexibility of a device to your measure
Because your activity varies, the RPO adapts. A seasonal campaign, a site opening, a peak of activity or, conversely, a slowdown: the team climbs or descends in power in a few weeks, without heavy procedure. This flexibility allows you to recruit at the right pace, not too soon or too late, and keep your costs under control. You choose the perimeter: sourcing alone, preselection, complete process or temporary reinforcement of your existing team.
Ready to give your recruitment the capacity it lacks? Let's work together on an RPO device that meets your challenges.
How we proceed: the establishment of an RPO
1. Diagnosis and framing
We begin by understanding your goals. How many recruits, on what occupations, in what timeframe? Where are the difficulties today? On this basis, we design a tailor-made device: perimeter, team size, tools, indicators and calendar. We can start with a pilot phase of a few weeks to adjust the approach before full deployment.
2. The constitution of the dedicated team
Finding the right recruiters is crucial. We are a team that precisely meets your needs: specialists in technical trades, trade, technology or support functions, in France or in the countries concerned. Our network and rigorous selection guarantee you experienced recruiters, committed and dedicated to your account, not shared between ten customers.
3. Quality management and monitoring
Unlike automated platforms, Cadran Talents provides human leadership throughout the contract. An account manager follows the team's activity, leads weekly points with your managers, ensures the quality of pre-selections and candidate experience. We measure time, transformation rates, and satisfaction, and adjust the device to the water. This presence ensures constant quality recruitment over time.
4. Daily recruitment
The dedicated team conducts multi-channel sourcing, telephone or video preselection, qualification interviews and coordination of interviews with your managers. It responds to each candidate, keeps deadlines and documents each step in the tracking system. She can work in your premises or remotely, depending on what is best for your organization. We use tools designed for recruitment, not DIY spreadsheets, so that nothing is lost.
5. Reporting and continuous improvement
Every month, we analyze the results to identify what works and what hinders: sourcing channels, steps in the process, attractiveness of offers, responsiveness of managers. We do not only give you figures: we provide concrete recommendations, on the organization, the employer brand or the salary scale, so that your recruitment becomes more effective month after month.
For who? When to set up an RPO?
The OPR is the right solution when you need to:
Absorbing a volume of recruitmentseveral dozen posts per year on the same perimeter, which your teams can no longer deal with alone
Open a site or launch an activity: recruit a full team in a few months, with a tight schedule and a variety of jobs
Structure your recruitment function: putting in place processes, tools and indicators that are missing today
Manage seasonality or peak activity: temporarily strengthen your team without hiring recruiters that you will not keep
Improving Candidate Experience: answer each application, keep the deadlines and treat your employer brand at each contact
Control your recruitment costs: replace a successful accumulation of fees with a predictable budget
Recruiting in several countries: deploy a homogeneous process and consolidated reporting, with local recruiters
Completing your other solutions: combine the RPO with the hunting of heads for rare posts, or onboarding to secure arrivals
Are you thinking about the best organization for your next recruitment project? Our team can help you determine if the OPR is the right answer.
RPO or other recruitment solutions?
RPO or headhunting
While the headhunting Targets nominally few rare profiles for a specific position, the RPO deals with a stream of recruitments over time, with a dedicated team and an industrialized process. The headhunt is ideal for a leader or an unobtainable expert; the RPO for dozens of recurring positions. Both complement each other very well: many of our clients entrust the volume to the RPO and key positions to hunting.
OPR or reference check
The reference check checks for a given candidate the reality of his/her career and the quality of his/her past collaborations. The OPR covers the whole process, from research to integration. In an RPO system, we systematically integrate a track check for sensitive posts, and we can deepen with a reference checks complete for finalists of positions at stake.
RPO or onboarding and integration
Recruiting is only half the job: new recruits still have to stay. A programme onboarding and integration Structured, with a follow-up of the first hundred days, greatly reduces early departures. The RPO takes charge of recruitment until signature; the onboarding secures the following. Associated with them, they form a comprehensive system, particularly effective for site openings and volume campaigns, including with a constrained budget.
What makes the difference Cadran Talents
International coverage, a human approach
Where many RPO solutions rely on automation, we believe that recruiting remains a matter of people. Our recruiters call candidates, listen to them, answer them, and work hand in hand with your managers. We combine the effectiveness of the tools with the quality of relationship that only a committed team can offer. It's all the more valuable when you recruit in several countries, with different cultures and expectations.
A single interlocutor, regardless of country
Are you recruiting simultaneously in France, Spain and Germany? You should not have to manage three claimants and three ways of doing things. With Cadran Talents, you have an account manager, a method and a constant quality in all your countries: we operate in more than 25 countries. We manage the complexity of the international as you focus on your teams.
A quality you can rely on
We are demanding on quality. Our rigorous selection of recruiters guarantees you a competent and committed team. Our daily driving maintains the deadlines and attention to each candidate: we follow the indicators every week, moderate the points with your managers and quickly correct what needs to be corrected. Our analysis goes beyond the numbers to understand what makes your recruitments succeed or fail. You can move forward in confidence.
A simple process, without jargon
Recruitment should not be complicated. We translate your stakes into a clear device, communicate in plain language throughout the contract and provide you with really useful dashboards. No jargon, no unnecessary complexity, just effective outsourced recruitment, which delivers concrete results.
Experience the difference Cadran Talents. Receive an RPO proposal tailored to your situation, without commitment and without complexity.
Frequently asked questions
What is the RPO and how does it differ from a classic firm?
The RPO (Recruitment Process Outsourcing, or Outsourced Recruitment) consists of entrusting all or part of your recruitment process to a dedicated team, which works under your brand and within your organization. In contrast to a post-office mandate, the RPO manages a stream of recruitments over time: sourcing, pre-selection, interviews, coordination, follow-up of candidates and reporting. You gain in capacity, consistency and visibility on your costs.
How long does an RPO contract last?
The duration depends on your need. A project RPO, for a site opening or a seasonal campaign, usually lasts from three to six months. A long-term OPR, which takes care of a recurring part of your recruitment, is included over twelve months or more, renewable. Together we define a starting point and adjust as your activity evolves.
What is the difference between RPO and acting or recruiting firm?
The difference lies in integration and commitment. The interim provides a temporary resource, the traditional firm treats one position at a time with a successful fee. The RPO installs a dedicated team that works with your tools, brand and managers, on a defined job volume, with shared performance indicators. This is the right solution when recruitment becomes a structural rather than a punctual issue.
From how many recruits is the OPR relevant?
Generally from about 20 recruitments per year on the same perimeter, or as soon as a project concentrates more than 10 recruitments over a few months. Below, direct approach or shift-to-head hunting is often more appropriate. If you recruit in more than one country or occupation, we will size the team accordingly: from a part-time recruiter to a full cell of several people. We help you choose the most appropriate formula, including when your budget is forced.
What types of positions can an RPO cover?
All profiles that recruit in volume or recurrently: technicians, qualified operators, sales, customer advisors, developers, support profiles, community managers. Our dedicated recruiters are specialized by trade family and work with your managers to refine the criteria. For very rare management positions or profiles, we also activate our headshunt or executive search.
Does the OPR work in several countries and languages?
Yes, it is one of the forces of Cadran Talents. We set up multi-country RPO teams, with recruiters who speak the language of the candidates and know the local usages, under a unique leadership. Whether you are in two or ten countries, you benefit from a homogeneous process, consolidated reporting and a single contact, without tedious coordination of local providers.
How do you maintain quality when volumes increase?
By the process and by the people. Each position has a validated criteria sheet with the manager, a structured pre-selection interview and weekly indicators: recruitment time, conversion rates, satisfaction of managers and candidates. Our recruiters are dedicated to your account, not shared between ten customers. And we know the candidate's experience: response to each application, deadlines, honest returns.
In which cases is the OPR not the right solution?
The RPO is not suitable if you have only one position to fill (prefer the direct approach), if the profile you are looking for is a rare leader or expert (this is the field of headhunting and executive search), or if your need is an immediate replacement on a management position (think about interim management). On the other hand, in order to structure a recruitment function, absorb growth or carry out a major campaign, the RPO is incomparablely effective.
What tools do you use for the RPO?
We work with your application tracking system if it exists, or we set up ours. Our recruiters use multi-channel sourcing tools, video interview solutions, pre-selection tests and real-time shared dashboards. We select the tools based on your organization and your candidates, so that the technology simplifies the process rather than complicates it, regardless of your sector.
Other questions about the OPR? Our team is here to respond.
Ready to outsource your recruitment?
The OPR provides you with a recruitment capacity that neither a one-time firm nor a saturated internal team can offer. Whether you open a site, absorb rapid growth or structure your recruitment function, a dedicated team, efficient processes and tools allow you to recruit at the right pace, with the quality your managers expect.
An RPO on a site or in six countries? Let's talk about it. Our team will design a device that exactly meets your need, without the complexity and stress of having to manage everything yourself.
A team • A process • An interlocutor
