When hiring volume outpaces your team — a funded growth year, a new market, a re-org — Crimson Talent RPO drops a dedicated, managed recruiting operation inside your company. Process, people, and platform, all owned by us and reported like it's our own P&L.
Recruitment Process Outsourcing is a managed service, not a résumé feed. Instead of paying a contingency agency a percentage every time they place someone, you engage Crimson to run all — or a defined slice — of your talent acquisition. We embed a dedicated recruiting pod inside your organization, plug into your ATS and interview loops, and take end-to-end ownership of the funnel: sourcing, screening, scheduling, offer management, and onboarding coordination.
The difference candidates and hiring managers feel is that we operate as your team, under your brand. Applicants apply to your careers page, hear from a recruiter with your email address, and never know a partner is behind the process. Internally, your leadership gets one accountable program lead, weekly reporting against plan, and a cost structure that's predictable rather than transaction-by-transaction.
RPO is the right model when hiring is sustained and strategic — when you're scaling a department, opening an office, integrating an acquisition, or simply tired of stitching together agencies and juggling contractor recruiters. It's less about filling a single hard role and more about building a repeatable, measurable engine that grows and contracts with your plan.
You pay a placement fee (typically 20–30% of salary) only when someone starts. Great for a one-off hard-to-fill role, but costs balloon at volume, quality varies by recruiter, and no one owns your funnel or your data.
A dedicated pod runs your process end to end under your brand, on a predictable subscription. Cost per hire drops as volume rises, every metric lives in one dashboard, and capacity flexes with your hiring plan.
Full control and deep culture knowledge, but headcount is slow to hire, expensive to carry, and painful to unwind when a hiring surge ends. Ramping an internal team for a spike often takes longer than the spike itself.
Every engagement ships with the same foundation — a team, a process, your brand, and the data to prove it's working.
A named pod — sourcers, recruiters, a coordinator, and a program lead — working only on your roles. Not shared, not rotating, not a queue you wait in behind other clients.
Intake calibration, sourcing, screening, interview scheduling, offer negotiation, and onboarding hand-off. We run every stage so your hiring managers only ever meet qualified, interested candidates.
Candidates experience you, not us — your careers page, your email domain, your voice. We operate as an invisible extension of your talent team, protecting the candidate experience you've built.
Powered by our Talent Analytics platform. Real-time dashboards on pipeline health, cost per hire, source of hire, funnel conversion, and time to fill — shared, not siloed.
Flex capacity with your hiring plan. Add recruiters for a funded growth year, dial back when a hiring wave closes — without severance, ramp-down, or the cost of carrying idle headcount.
SOC 2 Type II controls, background-checked recruiters, and an EEO-compliant, auditable process built in from day one. Candidate data is handled under GDPR and CCPA standards, every time.
A structured onboarding gets your pod embedded and delivering fast — then we tune the engine as the data comes in.
We map your hiring plan, priority roles, interview loops, tools, and past bottlenecks. Together we set target metrics — time to fill, cost per hire, offer-accept — and agree on scorecards for every role.
Your dedicated pod integrates with your ATS, email domain, and brand, then runs calibration interviews to lock alignment with hiring managers. By the end of week four we're sourcing live against your roles.
We own the funnel and drive it to hire — sourcing, screening, scheduling, and offer management — reporting weekly against plan. You get one accountable program lead and a shared, always-on dashboard.
We review the data with your leadership, cut the channels that don't convert, double down on the ones that do, and re-forecast capacity so the engine keeps pace with a plan that never stops changing.
Whether you're outsourcing the whole function or backfilling capacity for a quarter, there's a structure — and a price — that fits.
We run your entire talent acquisition function as a managed operation — multiple pods, dedicated leadership, and full accountability for volume across departments and geographies. A true build-vs-buy alternative to standing up a large internal team.
A time-boxed burst of hiring for a specific event — a new office, a product line, a funding-fueled expansion, or an acquisition integration. A defined scope, defined headcount target, and a defined end date, with the pod dissolving cleanly when the project ships.
Embedded recruiters on a monthly subscription to add flex capacity beside your existing team. Scale from one recruiter to several in days, cover parental leave or a spike, and pause without penalty when things quiet down — no long-term commitment.
Fresh off a $60M Series C, leadership committed to 40 hires across engineering, product, and sales in two quarters. Their internal recruiting team of two was already at capacity, three contingency agencies were sending overlapping candidates at 25% fees, and hiring managers were spending a full day a week screening. Cost per hire was climbing and time to fill had drifted past 45 days.
"Crimson gave us a real recruiting function overnight. Our managers got their weeks back, our cost per hire dropped, and we hit the plan a full month early — then scaled the pod down when the wave was done."
RPO means giving a partner deep access to your systems, your candidates, and your process. We hold ourselves to enterprise standards on every engagement — so your legal, security, and HR teams sign off fast.
Explore Security & TrustIndependently audited controls covering security, availability, and confidentiality.
Every recruiter is vetted and screened before ever touching your candidate data.
Structured, scorecard-based hiring with an auditable trail on every requisition.
Candidate PII handled under GDPR and CCPA, with encryption in transit and at rest.
Tell us about your hiring plan — the roles, the volume, the timeline — and we'll design an RPO model that fits your budget and gets a dedicated pod sourcing in weeks.
Talk to our RPO team