5 Types of Recruitment Process Outsourcing: Choosing the RPO That’s Best for You

Recruitment process outsourcing has become an increasingly popular recruitment solution over the past several years. Some of the primary advantages of RPO—flexibility, scalability, and speed—have resonated deeply with organizations as they ramp up their workforces.

Although business and operational demands are beginning to normalize, organizations are currently struggling to find talent. Due to unemployment benefits and pandemic safety concerns, worker shortages have impacted companies nationwide. And as HR and talent acquisition departments are stretched thin, organizations have looked to align with third-party RPO providers to outsource these recruitment responsibilities. As such, the prevalence of RPO programs has exploded in recent months.

How RPO Can Help Businesses Address the Great Rehire of 2021

When examining recruitment process outsourcing, there are five types of RPO that companies should be aware of. Our Broadleaf team is here to provide a brief summary of each to help you determine which model is best suited for your organization.

1. On-demand RPO

Scalability is the name of the game when it comes to RPO. If your organization experiences seasonal hiring spikes—such as around the holidays or during the summer—an on-demand RPO program can strategically support these recruiting needs with ease. This model can provide you with a dedicated recruiting resource when you need an extra set of hands to seamlessly integrate with your team.

2. Project-based RPO

Does your organization carry a dedicated TA team but is seeking outside recruitment support to help augment specific roles? Look no further than project-based RPO. Whether your company is undergoing a change in strategy, launching a new product or service, or expanding in size, it helps to have more workers on hand. With project-based RPO, you’ll gain access to a team of recruiters that can help you scale your workforce the right way to address these alterations to your business.

3. Hybrid RPO

Looking to outsource a portion of your talent needs while still maintaining control of some of your open positions? Take a closer look at the hybrid RPO model. By deploying this structure, you can leverage support from RPO recruiting teams that are set up to work hand-in-hand with your existing TA or HR department. Your RPO provider will gain access to a customized email address, making it appear to candidates like they are part of your organization. Your organization can easily outsource specific markets and/or departments to be delivered under a predetermined set of SLAs that match the metrics of your existing team. The nimble structure of the hybrid RPO model can bring new innovations to enhance your recruiting approach.

4. Enterprise RPO

Enterprise RPO—otherwise known as full talent lifecycle RPO—enables organizations to outsource all aspects of their recruiting solution. From initial candidate sourcing and screening efforts to conducting interviews and navigating the hiring process, your RPO provider will be there to provide support and expertise every step of the way. This full-service RPO solution can enhance operational efficiencies, generate cost savings, and ensure greater compliance—all while improving candidate quality. If your organization needs to elevate its recruiting results, deploying an enterprise RPO model may be the answer.

5. Total Talent (RPO + MSP)

An emerging solution within the workforce management space, a total talent program involves the integration of both RPO and MSP. This holistic approach to talent enables organizations to make strategic business decisions, regardless of resource type. Not only will your outsourced RPO firm handle all aspects of your permanent recruiting, but working with an MSP provider can also take the management of contingent labor off your hands. Through the blending of multiple types of talent into one ambit, you will reap the benefits of a diversified—yet cohesive—workforce.


If your organization is considering outsourcing some—or all—of its recruitment responsibilities, the deployment of a dedicated RPO program presents a practical step for your business. Whether you are looking for seasonal support with an on-demand solution or seeking full-service expertise through an enterprise program, there are dozens of RPO configurations that can be tailored to align with your needs. I hope this blog helped you find the one that best suits your organization.

Interested in separating fact from fiction about recruitment process outsourcing? Check out this article on the biggest RPO myths here.  

Want to learn more about Broadleaf’s FlexRPO solution? Contact us today.

This blog was written by Judy Walcott, Broadleaf’s Senior Director of Client Delivery.