The Client Context
We had worked with this engineering company for years, helping them fill hard-to-find technical and engineering roles. Their hiring needs were becoming more frequent and more complex as they continued to scale. The traditional per-hire model was no longer the best fit—costs were adding up, and the pace of hiring needed to increase.
The client trusted us, valued our quality, and wanted a scalable way to access our network and recruiting capability on an ongoing basis.
The Challenge
The client needed a recruitment model that could scale with their business while keeping costs under control. They wanted to reduce overall spend without losing access to our deep network of niche engineering talent or the consistent quality we had delivered over the years.
Hiring demand fluctuated, making traditional per-hire recruiting inefficient and unpredictable. Building an internal recruitment team wasn’t the right fit—they didn’t want the overhead, ramp-up time, or investment in tools and technology.
In short, they wanted to formalize what already worked: our speed, reach, and reliability, but in a structure that gave them stability and better economics.
The Solution
We transitioned the partnership into a tailored RPO model designed to balance cost efficiency with high performance.
1. A flexible monthly hours model
Instead of paying per hire, the client moved to a monthly block of recruitment hours. This gave them predictable budgeting, access to consistent support, and the ability to flex up or down based on hiring volume—all with a team dedicated exclusively to their roles.
2. Dedicated recruiters supported by our full infrastructure
The model embedded one of our recruiters directly into their hiring process while giving them access to everything behind the scenes: our niche engineering talent pipelines, sourcing technology, systems, tools, and structured reporting. The client gained the power of a full recruitment function without needing to build one internally.
3. Designed for performance, not just time spent
We built incentives around what mattered most: speed, quality, and candidate experience. Time-to-fill improved, shortlists became stronger, and offer acceptance rates increased—all supported by a model that rewarded tangible outcomes, not hours logged.
The Results
Recruitment costs dropped significantly compared to traditional per-hire fees, and hiring became more predictable and structured. Time-to-fill improved thanks to dedicated focus and our established talent networks, while quality remained consistently high.
Leaders benefited from clearer reporting and better visibility into pipeline health, and the company avoided the expense and complexity of building an internal recruitment team.
More than a decade later, the partnership remains strong—proof that the model delivered the right blend of stability, speed, and reach to support ongoing growth.
