RPO Services

What RPO services actually cover

"RPO" is used loosely. For an in-house HR team it can mean an outsourced provider running the entire hiring function end to end. For a recruitment agency it usually means something narrower and more useful: outsourcing the labour-intensive delivery work so consultants spend their time with clients and candidates rather than on job boards and spreadsheets. Our RPO services sit in that second camp, and they are modular. Agencies take the pieces they need:

• Talent and CV sourcing — longlists and screened shortlists per role, from job boards, LinkedIn and mapped talent pools, in 24–48 hours.
• CV formatting — every submission rebuilt to your branded template overnight, so clients see one professional standard regardless of which consultant sent it.
• Leads research — live hiring signals per target account (reposted roles, funding, leadership changes, PSL reviews) so business development calls have a reason behind them.
• Organisational mapping — who sits where inside a target employer or competitor, for both client development and passive-candidate sourcing.
• Administrative and virtual-assistant support — interview scheduling, compliance chasing, timesheets, CRM hygiene and reporting, handled by a dedicated person or team.

Three ways agencies use RPO

What RPO services cost

Pricing follows the model rather than a rate card, but the shape is consistent. Project work is quoted per role or per deliverable. Function outsourcing is a monthly retainer sized to volume. A dedicated team member is a flat monthly fee that is typically 40–60% below the fully loaded cost of the equivalent local hire once salary, employer taxes, pension, software and desk are counted, and it carries no notice period, holiday cover problem or recruitment fee of its own. We quote after a short call about your desk, because a price without volumes is a guess.

Who RPO suits, and who it doesn't

RPO works for agencies whose growth is limited by delivery capacity rather than by client demand: consultants with more roles than they can source for, temp desks drowning in compliance, or owners still formatting CVs at 9pm. It works less well where the constraint is client relationships, security-cleared or heavily regulated roles that cannot be handled offshore, or briefs so unusual that no one but the consultant can screen them. We say so up front; our article on where offshore recruitment support falls short is the honest version.

How an engagement starts

Every client starts with a call about the desk: sectors, role types, volumes, systems and turnaround expectations. From that we propose a model and a price, run a short paid pilot on live roles so the quality is judged on real work, and only then move to a retainer. Onboarding covers your CRM, your templates, your compliance rules and your brand voice, because everything we deliver is white-label. Candidates and clients only ever see your agency's name.

Why agencies choose Logix RPO

• Recruitment-only. We do not do generic BPO. Every team member has worked recruitment briefs.
• Your hours. Teams aligned to US, UK, Canadian and Gulf working days, so briefs sent at the end of your day have candidates in the pipeline by the morning.
• Your systems. We work inside your ATS and CRM under a data processing agreement, so candidate data stays where your GDPR, UK GDPR or CCPA obligations expect it.
• Scales both ways. Capacity goes up for a campaign and back down after it, which a permanent hire cannot do.

If you are comparing providers, our guides to reducing cost-per-hire with RPO and recruitment outsourcing for UK agencies set out the questions worth asking any RPO company before you sign.