— Recruitment Process Outsourcing
We run hiring,
you run the business
Recruitment process outsourcing means handing us the entire function — not just a search, not just a role, but the whole process. We own sourcing, screening, candidate management, interview coordination, and offer negotiation. Your team shows up to interviews and makes decisions. Everything else is ours.
Pricing
Custom, quoted based
on your hiring volume
Commitment
3-month minimum,
then rolling
Team
One recruiter or a full dedicated
team depending on volume
Best for
Companies with ongoing,
high-volume IT hiring needs
— What RPO means
What RPO means for your business
When Talentuch runs RPO for a client, we become their recruitment function. We sit inside their hiring process, align with their hiring managers, own the pipeline, and report on it the same way an internal team would. The difference is that we bring nine years of IT recruitment infrastructure, a candidate database built across dozens of markets, and a team of technical recruiters who specialize by domain.
For companies that need to hire continuously and at scale, building that in-house costs more and takes longer than outsourcing it to a team that already has it built.
— Who this model is built for
Who this model is built for
01
You're scaling fast and internal recruitment can't keep up
Growth creates a hiring backlog faster than most companies expect. An internal HR team that was managing five hires a quarter suddenly needs to manage twenty. Recruiting takes over their entire calendar. RPO absorbs that volume without the delay of hiring and onboarding internal recruiters, who themselves take 60–90 days to become productive.
02
You're entering a new market or building a new team from scratch
Expanding into Canada, building out a new engineering function, or standing up a support team in a new region, all of these require hiring infrastructure that doesn't exist yet. We provide it from day one. We know the talent markets, the salary expectations, the notice period norms, and the candidate pools across Toronto, Vancouver, Calgary, Montreal, and beyond.
03
Recruitment is a permanent operational need
Some companies hire in bursts. Others hire constantly. If recruitment sits on your operations calendar every single quarter: developers, DevOps engineers, QA, product managers, ERP specialists, RPO is the model that fits. It is designed for permanence, not for a six-month hiring push.
04
You want one number to call for all things recruitment
Coordinating between multiple staffing agencies, an internal HR team, and a hiring manager's calendar is expensive and slow. RPO consolidates it. One team, one process, one point of accountability for every open role across every function.
— Our case studies
Our case studies
Ciellos — BC Developer
Portugal / Albania / Macedonia
Business Central
Ciellos needed a senior BC Developer with upgrading experience across three European locations, a limited talent pool by any measure. Talentuch already had a pre-built database of BC Developers in those regions. One candidate was submitted and was a 100% match. The role was filled without sourcing from scratch.
Ciellos — Long-term partnership
USA / Canada / Europe / Latin America
D365 AX/FO, D365 NAV/BC, D365 CRM/CE
Ciellos, a Microsoft Gold Partner, needed ongoing recruitment support for Developers, Consultants, Application Specialists, and DevOps as the company expanded into new markets. Talentuch placed 120+ IT professionals across the US, Canada, Colombia, Brazil, Portugal, Albania, Macedonia, and Ukraine — supporting the opening of new offices and entities in Europe.
— What we own
What IT RPO takes off your plate
Under RPO, Talentuch owns the full recruiting process from open role to accepted offer.
Workforce planning support
We work with your leadership team to map upcoming hiring needs, build role profiles before positions are formally opened, and maintain a pipeline of warm candidates for roles that recur. You spend less time being reactive and more time prepared.
Job brief and role definition
We run structured intake sessions with every hiring manager. We push back on requirements that will make a search impossible. We translate business needs into candidate profiles that reflect what the market actually looks like.
Sourcing and headhunting
Active sourcing across our internal database, direct competitor mapping, and targeted outreach to passive candidates. For IT roles in Canada: software developers, DevOps engineers, SAP consultants, Microsoft Dynamics specialists, passive candidates are the primary talent pool. We go to them.
Technical recruiter screening
Every candidate goes through a structured 30–45 minute interview with a recruiter who specializes in their domain. You see screened profiles, not raw applications. No filtering on your end.
Interview coordination
Scheduling, logistics, candidate communication between stages, and feedback collection handled. Your hiring managers walk into interviews, not into calendars.
Candidate pipeline management
We maintain visibility across every active role at every stage. Nothing falls through. No candidate goes two weeks without contact. No hiring manager has to chase us for an update.
Offer negotiation and close
We handle compensation discussions from both sides, manage counter-offer situations, and stay in contact with candidates through notice periods. The placement ends when the person is in the role, not when the offer letter is signed.
Reporting and analytics
Time-to-fill per role, pipeline conversion rates, offer acceptance rates, source effectiveness, delivered on whatever cadence your leadership team needs.
— The team behind your hiring
The team behind your hiring
RPO engagements are staffed based on your hiring volume. A company filling five to ten roles per quarter gets a dedicated account manager and one specialist recruiter. A company running a full-scale hiring program gets a team, with each recruiter allocated to specific role types or functions.
Every recruiter on the engagement specializes in technical recruitment. Nobody on a Talentuch RPO team is a generalist filling IT roles one week and marketing roles the next. Your software developer searches are run by a recruiter who has placed software developers across Canada for years. Your ERP searches are run by a recruiter who knows the difference between a D365 BC consultant and a D365 F&O consultant before the intake call begins.
That specialization is what separates our RPO from a managed service where any available recruiter picks up any available role.
IT professionals placed for Ciellos alone
120+
Years of IT recruitment infrastructure
9+
Countries we source from
60+
Clutch rating from 29 verified reviews
— How it compares
How RPO compares to your other options
vs. Building an internal recruiting team
Hiring three experienced IT recruiters in Canada costs $210,000–$270,000 per year in salary alone, before tools, benefits, management overhead, and the 60–90 day ramp time per hire. RPO gives you a functional team from week one. If volume drops, you are not carrying fixed headcount through a slow period.
vs. Using multiple staffing agencies
Multiple agencies create competing pipelines, inconsistent screening standards, and a coordination burden that lands on your internal team. RPO consolidates everything under one process with one accountability structure. The quality bar is consistent across every role because the same team applies it.
vs. Subscription or managed team recruiter
The subscription model and managed team recruiter are built for defined vacancy sets, a known number of roles, a known hiring pace. RPO is built for scale and complexity. If you are running 10+ concurrent searches across multiple functions, or if your hiring volume is unpredictable enough that a fixed plan does not fit, RPO is the model that handles it.
— The first three months
What the first three months look like
The 3-month minimum exists because RPO takes time to deliver its full value. The first month is onboarding, we learn your business, your team structure, your technical environment, and your hiring history. The second month is execution, searches are running, pipelines are filling, the first placements are closing. By the third month, the process is calibrated to your standards and the output reflects it.
Companies that exit after three months usually do so because their hiring wave has passed. Most clients who run RPO for a full quarter extend.
01
Setup and first searches
Intake sessions with all hiring managers. Role prioritization. Sourcing strategy per function. First candidate profiles delivered within 5–7 days of each search opening.
02
Full pipeline running
All active roles in motion. Interview cycles running. First offers extended. Weekly reporting cadence established. Feedback loops tightening shortlist quality.
03
Calibrated and efficient
The team knows your standards. Searches move faster. Hiring managers spend less time briefing and more time deciding. The model is working the way it is supposed to.
Hear from our clients
— FAQ
Common questions
Custom, based on your hiring volume, number of active roles, and the complexity of the positions. We quote after an initial conversation where we understand what you are actually hiring for. There is no standard rate card, the engagement is built around your situation.
Three months, as RPO does not deliver its full value in a single month. The onboarding, calibration, and pipeline-building that happen in the first 60 days are what make month three and beyond efficient. After the initial term, the engagement rolls month-to-month.
It depends on your volume. Smaller programs — five to ten roles per quarter — typically run with one dedicated recruiter and an account manager. Larger programs are staffed with a full team, with each recruiter allocated to specific role types. We confirm the team structure during scoping.
No. RPO is designed for companies that want to run without building an internal recruiting function. We interface directly with hiring managers. If you do have an internal HR team, we integrate with them — they own onboarding, compliance, and employment terms while we own the recruiting pipeline.
After the initial three-month term, the engagement is month-to-month. If volume drops, we right-size the team. If hiring pauses entirely, you can pause the engagement. You are not locked into a fixed cost through a period when you are not hiring.
Our core expertise is IT and technical recruitment: software developers, DevOps engineers, QA, ERP specialists, product and leadership roles, and technical sales. If you have adjacent roles that sit close to those domains, we can discuss coverage. For pure non-technical functions, we are not the right partner.
You receive weekly pipeline reports covering every active role: candidate status, stage, next steps, and any risks flagged. We also run regular syncs with your hiring managers and leadership depending on the cadence you need. Recruitment stops being a black box.