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Fill recurring roles 67% faster and cut attraction spend by 40%
Embedded Team
Brand Alignment
Market Intelligence
Sourcing Support
Access to Talent Pools
Local Expertise
What is included
We partnered with Sudarshan Chemical Industries to scale their specialized teams across 85+ markets, spanning EMEA, the Americas, and APAC.
Serendi helped us secure top talent while eliminating the burden of high agency costs. Their flexible, success-based model means we only pay for real results, making hiring both predictable and stress-free.
Stefan Hamacher
Global Head of Talent Acquisition at Sudarshan
We helped SITA, an aviation IT company, build numerous IT teams worldwide during a 2-year-long and ongoing partnership.
Serendi’s team feels like our own, going beyond transactions with high standards, asking the right questions, and using market data and candidate insights to build our company together.
Malgorzata Mikolajczyk
Head of Talent Acquisition at SITA
We helped Luxembourg National Data Service build its IT department from scratch in 12 months with full alignment across 5 European talent markets.
We worked in an agile manner and nicely adapted depending on the situation and changes. This is how the team dedicated to LNDS went above and beyond for us.
Matthieu Paret
Head Of People at LNDS
End-to-end RPO
Keep strategic roles in-house, outsource the rest
On-Demand RPO
Scalable hiring capacity whenever needed
Hybrid RPO
Ongoing, co-sourced recruitment for selected areas
Project RPO
Rapid workforce build for product launches
Explore Related Solutions
Designed for Your Control, Quality, and Brand Consistency
We ensure you retain full oversight while we execute, guaranteeing every interaction reflects your standards.
You Control the Message
Approve outreach tone, messaging, and strategy before any candidate contact.
Total
Transparency
We operate within your existing ATS or provide shared tracking tools for real-time visibility into the entire pipeline.
A Seamless Candidate Experience
Every touchpoint is respectful, on-brand, and feels entirely native to your company - protecting and strengthening your employer reputation.
Designed for Your Control, Quality, and Brand Consistency
We ensure you retain full oversight while we execute, guaranteeing every interaction reflects your standards.
You Control the Message
Approve outreach tone, messaging, and strategy before any candidate contact.
Total Transparency
We operate within your existing ATS or provide shared tracking tools for real-time visibility into the entire pipeline.
A Seamless Candidate Experience
Every touchpoint is respectful, on-brand, and feels entirely native to your company - protecting and strengthening your employer reputation.
Who is it for
Ideal for companies where:
Like a precision-engineered talent supply chain, we maintain GDPR-compliant pipelines of engaged, pre-vetted professionals - ready to accelerate your growth.
What You Can Expect
Pre-Integrated & Ready to Go
We handle all technical and branding setup in advance. When you give the green light, our recruiters log in and start immediately.
Expert Recruiters in Days, Not Months
Activate your team and see your first shortlist of qualified candidates within days, not weeks.
A Fair, Aligned Investment
A small subscription retains your capacity; the bulk of the fee is tied to successful placements.
Seamless, Brand-Consistent Execution
Our embedded recruiters operate entirely under your brand, using your systems, ensuring candidates only ever experience your company.
Strategic Focus Regained
Your internal team stays focused on business-as-usual and long-term strategy, avoiding overload and distraction.
It’s recruitment as a service: predictable, scalable, and entirely in your control.
How Your On-Demand RPO Ensures You're Always Prepared:
Reserve & Pre-Integrate: Secure your recruitment capacity in advance. We complete all technical setup, branding alignment, and role briefings during the onboarding period, so your team is ready to go live in days, not months.
Activate Instantly: When your project kicks off or a leave of absence begins, simply activate your recruiters with us. Your pre-briefed recruiters immediately begin sourcing and engaging candidates.
Pause Efficiently: Once the hiring surge is over, pause your On-Demand talent team. Your capacity remains on standby, preserving all setups and knowledge for the next time you need to activate.
An On-Demand RPO is your strategic talent insurance. It's a model where you pre-reserve and pre-integrate a dedicated bench of recruitment experts, paying a small recurring fee to ensure they are fully prepared to deploy the moment your anticipated hiring need arrives.
Instead of scrambling to find help mid-way, you subscribe to a state of constant readiness, enabling you to activate pre-vetted recruiters instantly and hit the ground running.
The Serendi RPO Journey
We transform the complex into the simple. Our proven, five-phase framework is designed for speed, quality, and seamless integration.
Discover & Plan
We define needs and create a tailored recruitment strategy
Source & Engage
We source and engage candidates using our local market expertise
Select & Assess
We screen rigorously to ensure perfect skill and culture fit
Hire & Onboard
We handle offer management to ensure a great experience
Optimize & Report
We measure KPIs and improve process on the go
The Serendi RPO Journey
Your Blueprint for Hiring Success
We transform the complex into the simple. Our proven, five-phase framework is designed for speed, quality, and seamless integration.
Phase 1: Strategic Discovery
We define your goals to build a winning hiring plan.
Phase 3: Targeted Talent Campaigns
We engage pre-vetted candidates using our local market expertise.
Phase 2: Data-Driven Intelligence
We arm you with market insights for smart, competitive workforce planning.
Phase 4: Rigorous Validation
We ensure every candidate is a perfect skill and culture match.
Phase 5: Flawless Execution
We handle offers and onboarding to guarantee a great candidate experience and higher retention.
Case Snapshot: IT Scale-Up
A global aerotech company partnered with Serendi to overcome critical hiring challenges: hard-to-fill roles, fragmented hiring processes across departments and rapid global expansion.
Roles Filled
1000+
Number of countries
25 / 4 continents
Timeline
3 years
Avg. Days to Present
13
Avg. Days to Fill
32
Avg. Cost of Hire
EUR 4000
Our AI-powered talent sourcing experts deliver ready-to-interview candidates fast - with the seamless feel of your own team.
When the right talent isn’t in your pipeline, business feels the pressure: growth slows, projects stall, and team morale declines. Every day a role remains open, it costs you momentum, revenue, and opportunity.
Serendi’s Talent Sourcing service acts as your seamless, embedded talent acquisition partner across Europe and beyond. Combining AI-driven technology with local market expertise, we proactively identify, engage, and pre-qualify top talent - delivering a curated shortlist of ready-to-interview candidates directly to you.
Now you can focus on what matters most: selecting the best fit, not searching for them.
FAQ
Talent pipelining is a proactive recruiting service that builds and nurtures qualified talent pools for recurring roles. It aligns demand forecasting with continuous sourcing and candidate engagement, so you reduce time-to-hire, stabilize cost-per-hire, and fill vacancies faster than reactive hiring. Ideal for growth, multi-site, and hard-to-fill positions.
Organizations with recurring vacancies, seasonal peaks, or hard-to-fill roles benefit most. Manufacturing, engineering, life sciences, shared services, and other positions recurring ≥ 4 times per year with similar skill sets see the biggest gains. Pipelining reduces disruption to hiring managers, protects productivity, and creates a GDPR-compliant database of engaged candidates you own, not a third party.
Typical inclusions, demand mapping, talent research, proactive sourcing, outreach and nurture sequences, employer-brand content, screened talent pools, GDPR-compliant data management, hiring-manager syncs, and monthly reporting with SLA targets. Higher tiers add more roles, dedicated sourcers, campaign volume, market insights, and rapid shortlist delivery.
It ends "start-stop" recruiting. Key problems solved: long vacancy cycles, high cost-per-hire, repetitive advertising, inconsistent candidate quality, hiring-manager downtime, and weak succession for critical roles. Pipelining delivers always-on engagement, faster shortlists, and predictable hiring for growth or backfill without emergency spending.
Track time-to-hire, cost-per-hire, source mix shift from agencies/ads to pipeline, qualified-interview ratio, offer-accept rate, candidate NPS, and hiring-manager satisfaction. Add vacancy-cost avoided (€ per day × days saved) and pipeline engagement (open/click/reply) to quantify savings and forecast capacity for upcoming demand.
Pipelining scales targeted EVP messaging and community outreach to underrepresented groups. Always-on engagement improves candidate experience, builds diverse talent pools, and raises brand visibility in niche markets. Reporting surfaces audience mix, funnel drop-offs, and inclusion metrics, guiding content, channels, and sourcing tactics to meet DEI goals.
Pipelining is proactive pool building for recurring roles, maintained when no requisition exists, delivering rapid shortlists on demand, while talent sourcing is continuous requisition execution, supplying screened candidates for active and near-term roles. Pipelining optimizes time-to-hire and cost across quarters; sourcing sustains weekly slate volume for open requisitions.
Pricing combines a low monthly subscription, funding continuous sourcing and engagement to ensure pool freshness, and a small success fee per hire. There is no additional attraction spend or hidden costs. Subscriptions can be paused with a 30-day notice for up to two months per year, during which your pool data remains available on return.
Talent Pipelining Solution
We proactively build and nurture talent communities for your recurring roles - transforming rushed backfill scrambles into seamless placements. When positions open, deploy pre-qualified candidates from your dedicated talent reservoir in 72 hours or less.
Map Demand
Analyse historic vacancies and forecast future needs
Build & Nurture Pool
Source, screen, and engage candidates continuously
Deliver Shortlist
Present hire‑ready talent within 48 hours of requisition
Step
1. Demand Mapping
2. Continuous Sourcing & Nurture
3. On‑Demand Shortlists
Activity
Confirm target roles, volumes, locations, salary bands.
Dedicated sourcer engages talent, updates status monthly, runs nurture emails.
When a vacancy opens, we deliver a shortlist within two business days.
Result
Aligned forecast of annual hiring demand.
Live pool of pre‑qualified, engaged candidates.
67 % faster time‑to‑hire; reduced agency spend.
Optimize & Report
Gain full visibility with weekly pipeline reports. We continuously refine our approach based on market feedback to ensure optimal results.
5
Deliver & Recommend
You receive a curated shortlist of pre-qualified candidates, complete with structured profiles and insights from pre-screening - all actionable for your next steps.
4
Screen & Qualify
Every candidate is assessed for skills, motivation, salary expectations, and location - ensuring only the most suitable profiles move forward.
3
Search & Engage
Using AI-based sourcing, global networks, and direct headhunting, we identify and personally engage passive and active candidates worldwide.
2
Define & Align
We start with a deep dive into your requirements: role scope, must-haves vs. nice-to-haves, and perfecting your employer pitch.
1
How Talent Sourcing Works
Our process is built for speed, transparency, and results. Here’s how we deliver qualified talent to your inbox:
Why Your Talent Pipeline Is Falling Short
Today’s recruitment teams are stretched thinner than ever. Common challenges include:
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Roles staying open for months, especially for competitive or niche positions, delaying projects and growth.
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Internal recruitment teams overwhelmed by high requisition volumes, leading to slower hiring.
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Agency fees eating into budgets without guaranteeing better candidates or cultural fit.
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Hidden talent markets remaining untapped due to lack of time, tools, or market-specific reach.
If this sounds familiar, it’s time for a smarter approach to sourcing.
Stalled recruitment stalls growth.
These issues cost time, money, and momentum - and they can’t be fixed by job ads alone.
When hiring lags, it doesn’t just delay hires - it delays product launches, market entry, and revenue. These issues cost more than time and money; they cost momentum. And traditional methods - like posting job ads and hoping - won’t fix it.