Strategic Hiring, Seamless Execution
Recruit Smarter. Scale Faster. Pay Less.
End-to-End RPO hands your entire hiring process to a dedicated team, sourcing, screening, interviews, and offer management, so you’re not stitching together job boards, freelance recruiters, and internal admin time to fill one role. It works like an in-house recruiting department, minus the cost of building one. Unlike a staffing agency that fills individual openings one at a time, End-to-End RPO builds and runs the hiring system behind every role you need to fill, at a flat 4% success-based rate instead of the 20 to 25% agencies typically charge.
Dedicated RPO Recruiters, Not a Shared Pool
Your roles are handled by a recruiting team assigned specifically to your account, not split across a dozen other clients. That means they actually learn your hiring bar, your interview process, and what “yes” looks like for your team, instead of relearning it with every new requisition.
Scalable Recruitment, No Overhead
Hiring 2 roles or 20, the model flexes with you. There’s no bench of recruiters sitting idle when hiring slows, and no scramble to find capacity when it spikes. You get recruiting capacity that matches your actual hiring volume, not a fixed headcount you’re paying for either way.
Hiring Experts Only, No Salespeople
The team working your roles are recruiters, not account managers reading off a script. Every conversation about your hiring needs happens with someone who actually understands sourcing, screening, and what makes a candidate a genuine fit, not just someone trying to keep the account.
HOW END-TO-END RPO WORKS IN PRACTICE
One Team, Accountable for the Whole Hiring Outcome
Most hiring breaks down at the handoffs, sourcing finds someone, but nobody follows up fast enough; screening flags a good fit, but scheduling drags for two weeks; a candidate goes quiet and nobody notices until it’s too late. End-to-End RPO removes those handoffs. One team owns the role from the first search to the signed offer, which means nothing falls through the gap between stages because there isn’t a gap.
This is also what separates End-to-End RPO from hiring point solutions piecemeal, a sourcing tool here, a screening service there. You get one accountable team instead of three vendors pointing at each other when something slips.
Our RPO Process
How Can Our Team Help You to Reach Your Goals
Discovery Call
We learn your hiring goals, current process, and where things are breaking down, so the engagement starts with a clear picture instead of assumptions.
Talent Strategy Setup
We build the sourcing strategy, screening criteria, and workflow specific to your roles, and get your dedicated recruiting team assigned and briefed.
Execution Begins
Sourcing, screening, interview coordination, and candidate communication start running, with your ATS kept current throughout.
Continuous Optimization
We track what’s working, adjust sourcing channels or screening criteria as needed, and keep refining the pipeline as your hiring needs evolve.
TRANSPARENT RPO PRICING
End-to-End RPO Priced at 4%, Not 20-25%
End-to-End RPO is billed on a success-based model: 4% of the placed candidate’s annual salary, charged only when a hire is made. On an $80,000 role, that’s $3,200, compared to $16,000 to $20,000 at a traditional agency charging 20 to 25%. No placement, no fee.
- A dedicated recruiting team, not a shared pool split across other clients
- Full access to enterprise sourcing tools (LinkedIn Recruiter, ZoomInfo, Apollo, Lusha) at no extra cost
- ATS integration, so your hiring data stays accurate and visible throughout
- A free replacement within 3 months if a placed hire doesn't work out, for any reason, no rebate window, no conditions
Need a role filled urgently? In cases where timing is critical, we can offer an expedited option to begin surfacing qualified candidates within 48 to 72 hours for an additional rush fee, scoped based on the role and your specific requirements. This isn’t the default timeline for every engagement, but it’s available when speed matters most.
See the full pricing breakdown for how End-to-End RPO compares to our hourly and retainer services, like LinkedIn Candidate Sourcing, if you only need support with one part of the hiring process rather than the full cycle.
Frequently Asked Questions
What is End-to-End RPO?
End-to-End RPO (recruitment process outsourcing) is a fully managed recruiting service that takes ownership of your entire hiring process, sourcing, screening, interview coordination, and offer management, rather than handling just one piece of it. It works like an in-house recruiting team, but without the cost and time of building one from scratch.
The “end-to-end” part matters. A lot of recruiting support only covers one stage, sourcing candidates, or just screening resumes, which still leaves you managing the handoffs between vendors. End-to-End RPO removes that by putting one accountable team across the whole process.
How is End-to-End RPO different from a staffing agency?
A traditional staffing agency typically fills individual openings one at a time, often working the same role alongside several other agencies competing to place a candidate first. End-to-End RPO is a dedicated partnership: one recruiting team assigned to your account, working every open role with full context on your hiring bar and process, not racing to close a single placement before a competitor does.
The pricing model reflects this difference too. Agencies commonly charge 20 to 25% of a candidate’s salary per placement. RediRecruit’s End-to-End RPO runs at a flat 4%, since the model is built around an ongoing relationship rather than one-off transactions.
Does End-to-End RPO cover onboarding, or just sourcing and interviews?
Our End-to-End RPO team manages the full hiring lifecycle through the offer stage, sourcing, screening, interview coordination, and offer management, and stays involved as new hires transition in, so nothing gets dropped between an accepted offer and someone’s first weeks on the job. If you need deeper onboarding support beyond that (formal HR paperwork, payroll setup, and similar administrative steps), that’s worth discussing directly, since it can vary by client and region.
What happens if a hire doesn't work out?
Every End-to-End RPO placement includes a free replacement within 3 months of the hire’s start date, regardless of the reason the role didn’t work out. There’s no rebate window to worry about and no conditions attached, if the placement doesn’t stick, we source a replacement at no additional cost.
Can End-to-End RPO scale up or down as our hiring needs change?
Yes. The model is built to flex with your actual hiring volume rather than locking you into a fixed setup. If you’re hiring 2 roles this quarter and 15 the next, your recruiting capacity adjusts accordingly, you’re not paying for idle capacity during slow periods or stuck waiting for capacity during a hiring push.
How quickly can End-to-End RPO start delivering candidates?
Timelines depend on the role’s seniority, how specific the requirements are, and the talent market you’re hiring in, so we won’t pretend there’s one universal number. For most roles, sourcing and initial candidate activity begins within the first one to two weeks of the engagement starting. If timing is critical, ask about our expedited option: in select cases, we can begin surfacing qualified candidates within 48 to 72 hours for an additional fee, scoped to your specific role and requirements.