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End-to-End Recruitment Process Outsourcing (RPO) embeds a fully dedicated talent acquisition function within your organization.
What You can expect
We act as your talent engine, blending deep European expertise with a human touch to deliver faster, smarter, and more scalable hiring.
Fully Dedicated Team
Strategic talent partners embedded into your workflow, not just a transactional service.
End-to-End Process
All stages of the hiring process, from workforce planning, sourcing, interviewing, to onboarding.
AI-Powered Sourcing
Artificial intelligence tools to identify, engage, and qualify potential candidates for your open roles.
Adaptable Scope
Easily adjust scope, recruiter capacity, and hiring volume as your business shifts.
Data-Driven Insights
Real-time market intelligence and performance metrics to refine your hiring.
Performance-Based Pricing
Pay only for successful outcomes, aligning costs directly with your results.
Solutions d'acquisition pour l’Europe
Scalability & Flexibility
Scale your talent acquisition capacity up or down - without the delays of hiring or the cost of layoffs.
Integrated Technology
Get a state-of-the-art tech stack without the procurement, licensing, or implementation burden.
Access to Specialized Expertise
Immediately tap into a full team of recruiters, sourcers, and market specialists across roles, regions, and technologies.
Performance-based Cost Structure
Replace the high, fixed costs of internal recruiters, technology, and sourcing by variable, success-based fees.
Quality of Hire & Employer Brand
Leverage proven methodologies to consistently attract higher-quality candidates and improve your employer brand.
Mitigated Risk & Continous Innovation
Offload compliance, data security, and market volatility risks to your partner. Your recruitment stays ahead of the curve.
40%
Reduced Hiring Costs
You significantly lower your spend on agencies, job ads, and internal recruitment overhead.
30%
Faster Time-to-Hire
You fill open roles weeks sooner, keeping your business on track.
92%
Hiring Manager Satisfaction
The vast majority of your internal managers are happy with the speed and quality of your recruitment.
4x
More Candidates
You gain access to a dramatically larger pipeline of qualified talent through AI-powered sourcing.
Results You WILL SEE
Our End-to-End RPO partnership is engineered for measurable, sustained improvement across your most critical hiring metrics.
* Measured across Serendi’s End-to-End RPO programs over the last 2 years.
Are these situations familiar to you?
Hiring is too slow and costly.
A faster, leaner process that cuts time-to-hire by 30% and cost-per-hire by 40%+.
My internal HR team is overwhelmed.
Free your HR team from administrative recruitment tasks so they can focus on strategic HR topics.
Poor candidate quality
AI-driven sourcing & vetting for superior candidate matches.
Limited budgets
End-to-End RPO solves the critical challenge of achieving hiring quality with limited budgets by replacing high fixed costs with predictable variable costs.
Challenges with cross-border recruitments
Seamless hiring across Europe, minus the complexity.
Solution:
Hiring Roadblock:
Candidate Pipeline (Health)
Evergreen, owned by client
Non-existent / Hidden
Reactive/Sourced fresh
Knowledge transfer
Playbooks + recruiter upskilling
None
Internal only
Processes maturity
Documented, data-driven, audited
Transactional
Often ad-hoc
Brand alignment
Seamless, recruiters use client email & EVP
Low, agency-branded
Varies by manager
Time-to-hire
37 days
42 days
63 days
Cost-per-hire
€4,500
€9,000
€6,675*
KPI / Advantage
End-to-End RPO
Contingency Agencies
Traditional In-House
Data represents three-year averages from Serendi projects and industry benchmarks across various industries and regions.
* Calculated using the TCO framework, considering only direct (visible) costs.
FAQ
RPO is like building an in-house recruitment team, while agencies are more like takeout services. Agencies fill individual roles reactively, charging 20-25% per hire, whereas RPO embeds a dedicated recruitment function inside your business to manage the entire hiring process for a predictable fee tied to speed, cost, and quality metrics.
Absolutely not. In fact, you’ll gain more control and visibility. You maintain full strategic oversight, approve every shortlist and offer, and own all candidate data. We handle the operational heavy lifting, providing you with real-time dashboards and KPI reports. It’s the control of an in-house team without the administrative burden.
You do. Always. Our role is to ensure your hiring managers have a pipeline of perfectly qualified, pre-vetted candidates and the data-driven insights to choose confidently. We provide the process, people, and expertise, but the final say on every hire is always yours.
We provide a single partner with full accountability for the entire recruitment lifecycle. This includes:
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Strategy: Workforce planning, recruitment marketing, and diversity goal setting.
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Execution: Active candidate sourcing, comprehensive screening, interviewing, and assessment coordination.
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Completion: Offer management, negotiation, and onboarding support.
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Analysis: Real-time reporting on cost-per-hire, time-to-fill, quality, and overall pipeline health. Nothing is left to chance.
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In practice, these terms are often used interchangeably to describe a full-lifecycle outsourcing model. A subtle distinction is that Enterprise RPO can imply a global, multi-region scope across an entire organization, while End-to-End RPO emphasizes the completeness of the service (from planning to onboarding) and can be perfectly sized for a specific division, region, or project.
We can launch a pilot program within days, not months. Our priority is to demonstrate value and build trust quickly, starting with your most critical hiring needs.
Yes, seamlessly, and in both directions. This is a core advantage of our model. We can rapidly scale resources monthly to support a sudden growth spurt or a new market entry, and just as efficiently scale down during quieter periods. This ensures maximum efficiency with no wasted resources or cost.
