Embedded recruiters
Named consultants working in your systems, your tone of voice, and your interview process.
Services
Your hiring function, run by people who do it all day
For organisations hiring at volume, agency fees per hire stop making sense. RPO puts a dedicated team inside your process, working under your employer brand, at predictable cost.
What an RPO engagement includes
Scoped to the part of the funnel you need — end-to-end, or a single stage.
Employer brand
Candidates experience your brand throughout. We are invisible to the outside world.
Process and reporting
Funnel metrics, time-to-hire, and source effectiveness reported monthly against agreed targets.
Predictable cost
A fixed monthly fee rather than a percentage per hire, which is what makes volume hiring viable.
How we work
The same process on every assignment
You always know what stage the search is at and what happens next, whichever service you engage us for.
01
Brief
We agree the must-haves, the realistic market rate, and what success looks like at twelve months.
02
Calibrate
A first small batch of profiles confirms we have read the brief the way you meant it.
03
Search
Direct approach into passive talent, not just the people already answering adverts.
04
Screen
Competency and motivation screening against the brief, with written notes on every candidate.
Roles we place
A sample of the disciplines this service covers. If yours is not listed, it usually sits next to one that is.
Technology & Digital
Software Engineer
Data Engineer
DevOps Engineer
Security Analyst
Product Manager
Healthcare & Life Sciences
Registered Nurse
Theatre Practitioner
Clinical Research Associate
Regulatory Affairs
Finance & Professional Services
Financial Accountant
Risk & Compliance
In-house Counsel
Finance Director
Engineering & Supply Chain
Maintenance Engineer
Production Manager
Supply Chain Planner
Warehouse Operative
Related success stories
Assignments we have delivered for clients with similar requirements.
Scaling an engineering team from 12 to 40
Twenty-eight engineering hires in nine months after eighteen months of stalled recruitment, with retention holding at 96%.
- Backend Engineer
- Frontend Engineer
- Platform Engineer
- Engineering Manager
Closing a clinical rota gap in three weeks
Filling a persistent nursing shortfall across four sites, cutting agency spend by a third while improving shift fill.
- Registered Nurse
- Theatre Practitioner
- Healthcare Assistant
- Ward Manager
What our clients say
Long-term relationships built on shortlists worth interviewing.
Frequently asked questions
Still have questions?
Talk to a consultantAt what hiring volume does RPO make sense?
Usually somewhere north of fifteen to twenty hires a year, or any point where a percentage-per-hire model has become the largest line in your talent budget. We will model both against your actual plan and tell you if RPO does not pay.
Do our candidates know they are talking to an agency?
No. Embedded recruiters work under your employer brand, using your email domain and your process. To a candidate, they are part of your team.
Can we start with just one part of the process?
Yes, and most engagements do. Sourcing-only and screening-only models are common starting points, and they scale up if they work.
Hiring at volume and feeling the fee model?
Send us your hiring plan and we will model RPO against your current cost per hire.