Elena Volk is a speaker, entrepreneur, blogger, and author of business articles. She has over 8 years of experience running businesses, including an IT recruitment agency and an online school for IT recruiters. Elena also helps others start working for themselves through mentorship.
Scaling is always a challenge. My team at EvoTalents, an IT recruiting agency, knows this firsthand. We have repeatedly seen companies struggle: there are many open positions, candidates are available, but the hiring process drags on, and the right specialists are still not part of the team. Add to this shifting business priorities, market specifics, and limited time, and it becomes clear why traditional methods do not always work.
In such moments, we recommend RPO, a solution that allows businesses to quickly integrate professional recruiters into their teams, reduce workload, and ensure a steady flow of candidates.
What is RPO and why does it work?
RPO, or Recruitment Process Outsourcing, is a model in which external recruiters become an integral part of a company’s team. They work under the company’s brand, align with internal processes, and handle all stages of recruitment, from gathering requirements to making offers to candidates.
Key features of RPO:
Deep integration with the company: Recruiters work within the company’s internal systems, communicate directly with hiring managers, and understand the corporate culture.
An effective solution for mass hiring: Particularly useful when hiring 10 or more professionals for the same role simultaneously, such as quickly sourcing multiple front-end developers.
Our experience: How it works in practice
Recently, we worked with an IT company that planned to scale from 300 to 500 employees within a year. They needed a reliable process to hire specialists quickly without compromising quality. We suggested RPO.
What we did:
Became part of their team, worked within their internal systems, and interacted directly with hiring managers.
Filled more than 50 senior-level positions in five months, all requiring relocation to Cyprus, Portugal, and Bulgaria.
Assisted with relocation by developing a guide that helped candidates make informed decisions about moving.
Identified the best talent-source countries, where specialists were most willing to relocate.
This process did not just work. It delivered tangible results and saved the client time and resources. On average, our clients reduce hiring costs by 40 percent when choosing RPO.
When is RPO the right solution?
Mass hiring: When you need to fill many vacancies for the same role in a short time.
Saving hiring managers’ time: When it is crucial to delegate the hiring process to experts and focus on business growth.
Flexibility and scalability: The model allows for quick adaptation of hiring strategies to meet changing company needs.
Transparent process: All communications, candidate databases, and interactions remain with the client, ensuring full control over the hiring process.
Conclusion
If your hiring process takes longer than expected and vacancies remain open for months, it is time to explore new approaches. RPO is an effective strategy for scaling your team without unnecessary costs and delays.
At EvoTalents, we specialize in IT recruitment and have extensive expertise in RPO. Want to learn more? Book a consultation call on our website.
Read more from Elena Volk
Elena Volk, Founder & CEO of EvoTalents Recruiting Agency
Elena Volk founded the IT recruitment agency EvoTalents and the online school for IT recruiters, EvoTalents.School.
8 years ago, she made one of the most challenging but best decisions of her life — to leave her job, move to London, and start working for herself, first as a freelancer and later as an entrepreneur.
Over these years, she built a team and established an agency that is now among the top IT recruitment agencies in Ukraine.
