Additional recruiting capacity
Support a defined hiring workload while your team retains visibility and decision authority.
RECRUITMENT PROCESS OUTSOURCING (RPO)
Where does your recruiting team need support?
When recruiting demand exceeds available capacity, defined embedded support can help. Decide which work to share, how decisions will be made, and what progress should look like.
Let’s connectWHEN IT MAY HELP
A search built around your situation.
A hiring project
Organize recruiting for an expansion, launch, or other specific group of roles.
Process improvement
Address friction in sourcing, screening, scheduling, feedback, or candidate communication.
THE ENGAGEMENT
What we can work on together.
We agree on scope, responsibilities, timing, and fees before the work begins.
- A scope that identifies roles, workflow stages, and ownership
- A recruiting plan tied to priorities and available capacity
- Agreed access to your ATS and candidate communication practices
- Regular reporting on pipeline activity and stage progression
- A transition plan that retains useful documentation and workflows
QUESTIONS TO START WITH
Start with the workload and the workflow.
Bring what you know. We can clarify the open questions together.
- Which roles and recruiting stages should the partner own?
- What hiring volume is approved, and over what period?
- Where is the current process slowing down?
- Which systems, data, and approvals are necessary to do the work?
- What would a successful handback to your team look like?
FREQUENTLY ASKED QUESTIONS
Before we begin.
What is RPO?
RPO means partnering with an external provider for an agreed portion of recruiting work. In my practice, we discuss a defined embedded or project engagement based on your hiring needs and internal capacity.
How is it different from a single search?
A search concentrates on finding someone for a particular role. Embedded recruiting support works within an agreed hiring workflow, potentially across several roles, with regular coordination and shared process visibility.
Do we need to outsource everything?
No. The scope can focus on particular roles or stages, such as sourcing, screening, or interview coordination. We agree on what remains with your team and where additional support is useful.
Can you work in our ATS?
We can discuss your ATS and workflow, then agree on appropriate access and permissions. Changes to systems or integrations require separate review and authorization.
How is AI used in recruiting support?
Where appropriate, AI can assist research, drafting, and administrative work. Its use should follow your data policies, with human review of outputs and hiring decisions. Sensitive candidate information should only enter approved systems.
What metrics should we track?
Start with approved role volume, qualified pipeline, stage conversion, interview feedback time, and offer acceptance. Definitions, baseline performance, and targets should be agreed so activity counts do not substitute for useful outcomes.
What happens at the end of the engagement?
We agree on a handback plan that covers candidate status, outstanding actions, documentation, system access, and ownership. Your team should have what it needs to continue the work.
COMPLIMENTARY BUYER’S GUIDE
Make a clearer decision about interim talent.
A practical guide to assignment planning, evaluating a partner, stakeholder alignment, and a successful handover. Includes a comparison scorecard and a ready-to-use assignment brief.
Register for the free guideSubmit your details through Let’s connect to unlock the PDF.
ABEL J. DAVILA
Interim Talent
A Practical Buyer’s Guide
12 pages · Planning tools · Partner questions
abeljdavila.comA PRACTICAL NEXT STEP
Tell me what needs to happen.
Share the role or project, your timeline, and the challenge you want to solve.