The first and only company working with Public School Districts in the recruitment and retention of educators.

Outsource Recruiting


What is Recruitiment Process Outsourcing

Recruitment Process Outsourcing (RPO) is a form of business process outsourching (BPO) where an employer transfers all or part of its recruitment processes to an external service provider.  An RPO provider can provide its own or may assume the company's staff, technlogy, methodologies and reporting.  In all cases, RPO differs greatly from providers such as staffing companies and contingent/retained search providers in that it assumes ownership of the design and management of the recuritment process and the responsibility of the results.  

What an RPO is NOT

  • Contingent Search

  • Retained Search

  • Contract Recruiters

  • Staff Augmentation

  • Candidate Research


4 Reasons To Consider Recuritment Process Outsourcing

1) Who you hire is KEY

We know that hiring is essential to an organization's success.  RPO's sole purpose is to enhance and strenghten the effectiveness of that process in order to improve the quality of a hire.

2)  HR is already stretched pretty thin

Resources are scarce.  It's hard for most internal functions to have the required depth and breath of resources available to support the organization

3)  RPO can function as a natural extension of your team

Your RPO partner operates as an extension of your organization's resources, expanding your technical capabilities and team capacity.  

4)  RPO is beginning to become more mainstream

Recruitment process outsourcing is beginning to grow more rapidly as more organizations begin to adopt RPO as a talen acquistion strategy.  Looking at RPO on an adoption curve, it is likely that RPO has crossed the adoption chasm into early majority in the marketplace.  

Before you consider and RPO here's what you need to know

There are three basic types of RPO engagement.  Recruitiment process outsourcing offers different engagement models; RPO is not a one-size-fits-all.  There are thre main PRO engagement types; on-demand, function-based and full RPO.  


An Overview
An Example

A contract-based engagement with a qualified provider with knowledge of the organization, what they are looking for, what they have to offer in a value proposition and the results of providing them with the best quality talent for their unique needs. The contract specifies a defined number of positions within a defined period of time.


If hiring needs suddenly rises, you can pick up the phone and have the RPO’S recruiters on the job as if they were simply an extension of the school’s own team


The RPO provider takes a piece of the company’s recruiting needs entirely off the company’s plate. (e.g. Leadership Team, Building Leaders)

The organization’s internal resources are meeting the organization’s recruiting needs, but have one specific division that requires more aggressive and complicated hiring.

Full RPO

When the RPO vendor provides an organization’s entire internal recruiting function including access to the provider’s full breadth of the resources.

Every piece of the organization’s recruiting process, such as sourcing, marketing, interviewing, reference checks, etc. is included in the RPO contract


Why Are Schools' Afraid To Try RPO?

1) Lack of Understanding

As recruitment process outsourcing was gaining popularity, many staffing agencies started usng the label of RPO whilst continuing to offer essentially the same services they provided as contingent search firms, while others claiming to be RPO were nothing more than providers of contract recruiters.  This caused noise in the marketplace and confusion on the customer side

2) Losing Control

Antoher reason hiring managers and executives are hesitant to adopt RPO is a fear of losing control.  

"I'm not going to let anyone take control of my recruiting function.  Recruiting is way to important."

In fact, with RPO, HR has more control, more flexibility, and more resources at their disposal.  




The first and only company working with Public School Districts in the recruitment and retention of educators.