Elevate your hiring with our award-winning Recruitment Process Outsourcing solutions and make your recruitment work. Whether you need short-term, scalable support or more of a strategic partnership, we have the recruitment solution for you.
Recruitment Process Outsourcing (RPO) is a strategic approach to a talent acquisition where an organisation engages a specialist partner to own all or part of its recruitment activity. The partner acts as an extension of the in-house team, taking on candidate attraction, sourcing, screening, assessment and onboarding under the organisation’s brand and governance.
RPO comes in different shapes for different needs. End-to-End RPO owns the whole permanent hiring process. Project RPO mobilises a dedicated team for a defined hiring window. MSP (Managed Service Provider) manages contingent and contractor supply.
With almost thirty years’ experience, Omni works flexibly to support your business, from managing your recruitment needs entirely, to deploying recruitment solutions that complement your internal hiring function. We can help you manage short-term hiring peaks, spiking recruitment costs or source candidates for those hard-to-fill roles.
Measuring recruitment ROI turns hiring from a cost centre into a strategic advantage. By calculating your recruitment costs, you can make informed decisions, optimise strategies, and drive better value. Start by using Omni’s Recruitment Cost Calculator to understand your cost base and the impact of attrition on your organisation.
RPO recruitment is designed to address a variety of unique organisational pressures, ensuring that there is an adaptable and tailored RPO model available to effectively support your specific business needs and strategic hiring requirements. RPO services are for you if:
You own the hiring strategy across the business and you’re being asked to deliver it with less. End-to-End RPO is usually the natural fit, giving you a strategic partner that owns the permanent hiring process while you stay in control of policy, governance and outcomes.
Your team is good and stretched. Hiring peaks, niche skills or specialist roles land on you while business-as-usual carries on. On-Demand RPO usually fits best. Surge recruiter capacity that integrates with your team and exits cleanly when the work is done.
You’re carrying recruitment spend across multiple suppliers, frameworks and commercial models, with audit and value-for-money obligations attached. MSP usually fits best for contingent and contractor spend, with RPO covering the permanent side.
You have a project, programme or transformation with a defined hiring volume and an unforgiving deadline. Project RPO usually fits best, giving you a dedicated team for the engagement window with a clean exit at the end.
Wherever your starting position, the section below helps you identify the right RPO model for your need.
Four RPO models, each built for different shape of hiring need. The right one depends on whether you need full ownership, surge support, a dedicated project team or contingent workforce governance. The table below helps you identify the fit. The service blocks underneath cover each in more detail.
| End-to-End RPO | On-Demand RPO | Project RPO | MSP | |
|---|---|---|---|---|
| Best for | Strategic partnership across permanent hiring | Surge support for the in-house TA team | Defined hiring programmes with a deadline | Contingent and contractor workforce management |
| Hiring type | Permanent | Permanent | Permanent | Contingent or temporary |
| Engagement length | Multi-year managed service | Flexible, sized to peak periods | Defined project window | Multi-year managed framework |
| Internal team capacity | Limited or being rebuilt | Good but stretched | Good but project hire exceeds it | Spread across multiple suppliers |
| Cost model | Managed-service fee or per hire | Recruiter capacity over period | Project scope and timeline | Management fee, supplier-side or client-side |
End-to-End RPO presents a strategic solution tailored to the changing demands of talent acquisition within your organisation. This full-service model, helps alleviate the burdens associated with attracting, screening, and onboarding candidates, fostering a streamlined, tech-enabled, and cost-effective recruitment service.
Learn moreProject RPO offers flexibility and allows you to engage RPO services when you need scale and your internal team is already stretched such as a new service or structural change. Omni takes responsibility of the recruitment cycle for in-scope roles, allowing your internal team to carry on with BAU. It's all about agility and responsiveness, ensuring that your organisation can adapt swiftly to changing talent needs without taking an eye off day-to-day responsibilities.
Learn MoreOn-Demand RPO Recruitment is the most flexible way in which we can complement your internal TA activities. It may be that you need access to a specialist Recruitment Partner to provide short-term hiring support for niche roles where you lack the expertise internally, or you need a team of people who can manage parts of the recruitment process to avoid delays such as candidate screening or onboarding. Even best laid plans will see you face curve balls and need to plug gaps, which is where Omni comes in, offering scale and speed that solves problems when needed.
Learn MoreAt Omni, we understand that talent is the cornerstone of success. Our MSP solutions streamline your contingent workforce management addressing cost pressures, time constraints, and compliance challenges.
Learn More
Gain access to flexible TA resource, to enable your organisation to swiftly scale to support fast growth or accommodate short-term hiring spikes. Sized to your hiring demand, not to your headcount budget.
Our outsourced recruitment solutions leverage innovative sourcing channels and expertise to give you access to the best talent ahead of your competition, and significantly reduce cost and time to hire. Ofcom reduced time-to-hire by 44% through our End-to-End RPO partnership.
Our award-winning expertise in inclusive recruitment enables you to access and nurture the most diverse talent. Inclusive selection built into the process, not added afterwards as a separate workstream.
Enhanced candidate and hiring manager experience through improved recruitment efficiency and intuitive recruitment AI and technology. Always with humans in the loop on the decisions that matter.
Our Recruitment Partners work behind your brand as a true extension of your own TA team and business. Candidates experience your employer brand, not ours.
Our Recruitment Partners have rich industry experience and are highly credible with hiring managers and candidates alike. Matched to your sector, role profile and engagement type.
We are there for as long as you need us and can scale up or down as your requirements change. No long-term lock in if the engagement is short-term.
We reduce times to hire for organisations by an average of 30%.
95%+ of candidates’ and hiring managers rate Omni’s service as Good or Excellent.
We’re multi award-winning including CIPD’s Best UK HR/L&D and OD consultancy 2023.
Recruitment Process Outsourcing (RPO) can be a game-changer, offering trend-driven insights, but many organisations face persistent challenges that hinder success. If your organisation experiences the following pain points, Omni can help optimise your resourcing strategy and drive growth.
AI is reshaping how recruitment runs. The advantage comes from applying it with control, consistency and the right human balance. Omni’s stance across every RPO engagement is unambiguous. AI and human, never just AI, with some parts of the process kept human-only by design.
We use AI to widen and speed up candidate search, surface patterns in cost and conversion data and take administrative weight off our Recruitment Partners. We do not use AI for candidate screening, selection or assessment. Those decisions stay with our Recruitment Partners. The benefit to you is twofold. Faster, more targeted sourcing where AI genuinely helps. Defensible appointments where bias risk concentrates.
Data is handled within our ISO 27001-aligned security framework across the full RPO category. For the full position, see our article on how candidate use of AI is changing hiring and our AI in Recruitment 2026 Candidate Experience Report.
RPO, or Recruitment Process Outsourcing, is a strategic approach to talent acquisition where organisations outsource some or all of their recruitment processes to an external provider.
In traditional hiring, organisations typically manage recruitment processes in-house, from sourcing candidates to onboarding. This often requires significant time, resources, and expertise from internal HR teams or hiring managers. However, traditional hiring methods can sometimes struggle to keep pace with changing talent demands, especially in industries facing skill shortages or rapid growth.
RPO offers a holistic and strategic approach to talent acquisition. RPO providers like Omni act as an extension of an organisations brand, assuming responsibility for recruitment activities such as candidate attraction, sourcing, screening, assessment, and even onboarding. By outsourcing these functions to specialised experts, organisations can benefit from industry knowledge, resources, and technology to give access to the best talent at pace.
One of the key differences between RPO and traditional hiring lies in the level of specialisation and scalability offered by recruitment RPO providers. RPO partners often have dedicated teams of recruiters who specialise in specific industries or skill sets, allowing them to access niche talent pools and identify high-quality candidates more efficiently. Additionally, RPO solutions are highly scalable, meaning they can quickly adapt to fluctuating hiring needs, whether it’s scaling up recruitment efforts during peak periods or adjusting to changing market conditions.
Recruitment Process Outsourcing (RPO) can significantly enhance your Talent Acquisition strategy by providing specialised expertise, scalability, and strategic partnership. Here’s how:
Specialised Expertise: RPO providers have dedicated teams of recruiters who specialise in various industries, roles, and skill sets. These experts possess in-depth knowledge of the labour market, industry trends, and sourcing techniques, allowing them to identify and attract high-quality candidates efficiently. By leveraging their specialised expertise, RPO partners, like Omni, can access niche talent pools and ensure high-quality people for your organisation.
Scalability: One of the key advantages of recruitment RPO is its scalability. RPO providers can quickly scale recruitment efforts up or down based on your organisation’s hiring needs. Whether you’re experiencing rapid growth, seasonal fluctuations, or project-based hiring spikes, RPO can adapt to accommodate your changing requirements. This flexibility ensures that you have the right resources in place to meet demand without overburdening your internal HR team or sacrificing recruitment quality.
Cost-Effectiveness: RPO recruitment can offer cost savings when compared to traditional hiring methods. While there may be an initial investment in outsourcing recruitment to an RPO partner, the long-term benefits often outweigh the costs. RPO can help reduce time-to-fill, cost-per-hire, and turnover rates, resulting in overall cost savings for your organisation.
Strategic Partnership: RPO goes beyond transactional recruiting by forging a strategic partnership between the RPO partner, like Omni, and your organisation. At Omni, we become an extension of your employer brand and we work closely to understand business objectives, culture, and talent requirements. This collaborative approach allows RPOs to tailor recruitment strategies that align with your organisation’s goals. By working as an extension of your HR team, RPO providers can provide valuable insights, leading practices, and innovative solutions to help achieve talent acquisition objectives.
Recruitment Process Outsourcing (RPO) is a strategic approach to talent acquisition where organisations outsource some or all of their recruitment processes to an external provider, like Omni. The partner is known as the RPO provider and assumes responsibility for various aspects of the recruitment process, including candidate attraction, candidate sourcing, screening, assessments, interview coordination and onboarding.
Recruitment RPO is about leveraging specialised expertise, technology, and resources to streamline the recruitment process and improve hiring outcomes. Rather than relying solely on internal HR teams or traditional recruitment agencies, organisations partner with RPO providers to access a broader range of talent to enhance efficiency and drive better results.
The specific services offered by RPO providers can vary depending on the needs and preferences of the organisation. That’s the beauty of RPO. Some organisations may opt for end-to-end RPO, where the RPO provider manages the entire recruitment process from start to finish. Others may choose to outsource specific elements of the recruitment process, such as candidate sourcing or interview scheduling, while retaining other aspects.
There are several key advantages:
Access to Specialised Expertise: RPO providers have dedicated teams of recruiters who specialise in various industries, roles, and skill sets. This expertise allows them to identify and attract high-calibre talent more efficiently than internal HR teams or traditional recruitment agencies.
Scalability: RPO recruitment solutions are highly scalable, meaning they can quickly adapt to fluctuating hiring needs. Whether your organisation is experiencing rapid growth, seasonal fluctuations, or project-based hiring spikes, RPO can flexibly adjust to accommodate your changing requirements.
Cost Savings: RPO can offer cost savings compared to traditional hiring methods. By outsourcing recruitment processes to an external provider, organisations can reduce time-to-fill, cost-per-hire, and turnover rates, resulting in overall cost savings for the business.
Strategic Partnership: RPO recruitment goes beyond transactional recruiting by fostering a strategic partnership between the RPO provider and the organisation. At Omni, we work closely with our organisations to understand their organisation’s objectives, culture, and talent requirements, allowing us to tailor recruitment strategies that align with the organisation’s goals and values.
If you’re considering RPO for your organisation, read our guide to engaging an RPO company to help you get started.
Recruitment Process Outsourcing (RPO) is a strategic partnership where Omni acts as an extension of your Recruitment or TA team, representing your brand to attract and retain talent. From startups to large enterprises, our bespoke RPO services cater to organisations of all sizes and industries.
Start with the shape of your hiring needs. Permanent hiring across the business usually points to End-to-End RPO. Surge hiring on top of in-house TA usually points to On-Demand RPO. A defined project with a hard deadline usually points to Project RPO. Contingent and contractor spend usually points to MSP. The comparison table on this page is the quickest way to identify your fit, but our team is happy to talk through the decision with you in detail.
Omni offers four core RPO solutions. End-to-End RPO owns the full permanent hiring process as a managed engagement. On-Demand RPO embeds recruiter capacity that flexes with your peaks and troughs. Project RPO mobilises a dedicated team for a defined hiring window. MSP manages your contingent and contractor workforce supply. Public Sector Recruitment overlays framework-compliant delivery on whichever model fits the engagement.
We use AI widen and speed up candidate search and to take administrative weight off our Recruitment Partners, with ISO 27001-aligned data security throughout. We do not use AI for candidate screening, selection or assessment. Those decisions stay with our Recruitment Partners. Our stance is AI and human, never just AI.
Recruitment agencies typically operate transactionally, sourcing candidates for specific roles in exchange for a percentage fee at placement. RPO is a strategic, embedded partnership that takes ownership of all or part of your recruitment process across multiple roles, often under your brand and within your governance. RPO delivers reduced cost per hire, consistent process and one accountable provider across the engagement, where agency relationships often fragment cost, quality and accountability across multiple suppliers.
