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What is On-Demand RPO: Full Guide, Use Cases, and When It's the Best Recruitment Solution
- Maja Kostadinovic
- 7 hours ago
- 11 min read
Depending on the survey, the majority of companies (anywhere from 60% to 90) state they experience difficulties with talent acquisition.
Organizations are competing for the same skills while navigating ongoing political uncertainty, shifting regulations, and economic pressure.
Hiring plans change overnight, budgets tighten, priorities shift, and suddenly recruitment becomes a series of “what if” scenarios rather than a clear roadmap.
Traditional recruitment models struggle to keep up with this level of volatility.
Businesses need a flexible solution that supports growth hiring without locking in permanent costs.
A recruitment solution that flexes with demand.
That solution is On-Demand RPO.
If you're already familiar with the concept and looking for a provider, you can go straight to our service page through the link above.
Do you want to learn more before deciding? Continue reading this article.
What is On-Demand RPO
On-Demand Recruitment Process Outsourcing is a flexible recruitment outsourcing model that allows organizations to scale hiring support up or down without committing to a long-term RPO program.
It works like a volume control for recruitment: when hiring demand increases or internal teams are under pressure, temporary recruitment support can be turned up quickly, and when demand eases, it can be turned back down just as smoothly.
How is On-Demand RPO different than Project RPO, or Hybrid RPO?
At a high level, all RPO models aim to improve hiring outcomes. The difference lies in how flexible they are, how long they run, and how tightly they’re tied to specific hiring goals.
Below is a simple breakdown.
◉ On-Demand RPO vs Project RPO
On-demand RPO focuses on flexibility, allowing recruitment support to be activated and adjusted as business needs change. Project RPO, on the other hand, is centered around a clearly defined hiring initiative with agreed timelines and outcomes. Both models deliver structure and expertise, but the right choice depends on whether hiring demand is variable or planned in advance.
◉ On-Demand RPO vs Hybrid RPO
Hybrid RPO enables businesses to add capacity or specialist expertise across specific recruitment activities (sourcing, screening, interviewing, etc.), locations (Europe, DACH, USA, Asia, etc.), or departments (production, IT, etc.).
Model | On-Demand RPO | Project RPO | Hybrid RPO |
Best for | Unpredictable, variable demand | Defined hiring initiative | Specific stages, regions, or departments |
Contract length | Flexible, no commitment | Fixed | Ongoing, modular |
Scalability | Up or down at any time | Set scope | Partial, by function |
Read more about RPO Models.
When is On-Demand RPO the Best Solution?
This is a simple example of a real-world application of the RPO models listed above:
A company waiting to confirm whether a new contract will require a 30% or 100% workforce increase can’t afford to delay hiring. On-demand RPO allows recruitment to begin early and scale as business clarity improves.
On the other hand, if they have stable contracts and predictable growth, they may instead benefit from a hybrid RPO, outsourcing specific recruitment stages, regions, departments, etc.
If that same organization plans to launch a new product, open a factory, or enter a new region, a Project RPO provides focused, time-bound recruitment support.
Of course, today’s business scenarios are rarely this straightforward. Hiring demand can change quickly, priorities shift, and internal capabilities vary. That’s why Serendi offers a high level of RPO customization, tailoring delivery models, scope, and team structure to each client’s unique needs rather than forcing a one-size-fits-all approach.
What On-Demand RPO Looks Like in Practice
On-demand recruiting services offer a clear, phased approach for speed and flexibility. From rapid intake to scalable execution, each step is focused on delivering hiring impact quickly while adapting to changing demand.
Step 1: Intake & Scope Definition (1–3 days)
The engagement starts with a rapid alignment on hiring needs. This includes role types, expected volumes, locations, urgency, etc. Early market mapping is also critical - it helps validate role assumptions, availability, and competitiveness of the offer from the very start. Success metrics and reporting cadence are also agreed at this stage.
(Alignment doesn’t stop at intake; scope and priorities often evolve, so continuous re-alignment is a core part of successful delivery).
Step 2: Integration & Setup (2–5 days)
On-demand recruiters are embedded into the client’s environment. This includes ATS access (if agreed), email setup, alignment with hiring managers, process mapping, and employer brand calibration. The goal is minimal ramp-up and a seamless candidate experience from day one.
Step 3: Talent Mapping & Pipeline Build (5–10 days)
Specialist talent sourcers begin market mapping and outreach, focusing on both active and passive talent. Shortlists and early pipelines are built quickly, often within the first week, depending on role complexity and market conditions.
Step 4: Active Hiring & Funnel Management (Ongoing)
Recruitment execution runs at pace. This includes recruitment marketing, candidate outreach, screening, interview coordination, and offer management (or any agreed combination). Capacity can be scaled up or down weekly as hiring demand changes, ensuring speed without over-resourcing.
Step 5: Reporting & Optimization (Weekly)
Weekly dashboards and check-ins provide visibility into time-to-fill, pipeline health, diversity metrics, and cost-per-hire. Based on the data, sourcing strategies, recruiter capacity, or recruitment process steps are adjusted in real time. Reporting is most valuable when used as a decision tool - highlighting misalignment in role design, expectations, or process, not just tracking performance.
Step 6: Scale Down, Pause, or Extend (As needed)
Once hiring demand stabilizes or reduces, on-demand recruitment support can be scaled back, paused, or extended, all without long-term commitment. This ensures cost control while maintaining hiring continuity.
Important note: When we have your recruiters pre-integrated, they can be activated within one to three days. Because your recruitment team is already pre-briefed and embedded in your systems, we can often have them start sourcing candidates within 48 hours of your request.
Benefits of On-Demand RPO
On-demand recruitment services deliver measurable impact across speed, cost, and quality. Let’s take a closer look at the specific benefits in practice and how they translate into better hiring outcomes.
1. Flexible, Scalable Hiring: 40% Faster - And You Control It
On-demand RPO allows organizations to scale recruitment capacity up or down in real time as hiring needs change. With the rapid deployment of experienced recruiters, businesses can reduce time-to-hire by up to 40% and respond quickly to new contracts, growth initiatives, or sudden demand shifts without sacrificing quality.
Full reporting across recruitment KPIs and metrics such as time-to-fill, pipeline health, diversity, and cost-per-hire provides transparency and enables continuous optimization. Speed and cost gains are most sustainable when quality metrics are treated as leading indicators, not reviewed only after hiring decisions are made.
2. Lower, More Predictable Recruitment Costs (30–50%)
You only pay for recruitment support when it’s needed, significantly reducing cost-per-hire and avoiding over-investment in permanent TA headcount during periods of uncertainty. On-demand RPO typically delivers 30–50% lower recruitment costs compared to traditional models.
Read more about the ROI of RPO.
3. Specialist Talent Expertise: Globally and Locally
Organizations gain immediate access to specialist recruiters and niche sourcers with deep market knowledge, without the cost or delay of hiring permanent talent acquisition staff.
With delivery across Europe, North America, and APAC, and a strong understanding of local job markets and cultures, Serendi supports hiring anywhere. Example: For one client, we have engaged candidates in 95 countries and 13 languages through our global office network and associate companies.
4. Better-Fit Candidates, 4 Times Lower Hiring Risk*
Across the market, 1 in 5 employees fail probation. With Serendi, that risk drops to 1 in 20.
Serendi delivers a 96% probation pass rate, compared to an average of around 80% across all recruitment models, significantly reducing the risk and cost of a bad hire.
*Calculation based on a conservative 20% new employee probation failure rate, while other studies suggest nearly 1 in 3 of new hires don’t pass the probation period.
5. Integrated Delivery, Brand-Positive Candidate Experience & Data Visibility
On-demand RPO teams integrate directly into your systems, recruitment processes, and employer brand, delivering a consistent, internal-quality candidate experience.
60% of Serendi recruiters hold psychology degrees, with 15% specializing in behavioral disciplines, enabling deliberately designed candidate journeys.
This matters: 75% of candidates assess company culture through the hiring process, and two-thirds of candidates accept offers because of a positive experience.
Ready to hire 40% faster, cut recruitment costs by up to 50%, and reduce bad-hire risk to 1 in 20?
Interested in finding out more about the benefits of RPO?
Find out in our article: Why Outsource Recruiting? What Are the Benefits of Recruitment Process Outsourcing?
Is On-Demand RPO the Same as a Recruiter On Demand?
Short answer: It depends.
The difference often comes down to how providers define and package their services and recruitment solutions. Some companies use the term "recruiter on demand" or "rent-a-recruiter," while actually delivering a full, flexible RPO solution, complete with processes, technology, and governance. Others use it to describe something much closer to freelance recruitment support.
Those two approaches are not the same.
The line between “recruiter on demand” and “RPO on demand” can blur. The label itself is not the true differentiator. The real difference comes from the level of structure, recruitment scalability, and accountability behind the service. On-Demand RPO is not just flexible resourcing, but a governed recruitment capability with accountability, metrics, and integration - which is what differentiates it from classic “recruiter on demand” models.
◆ On-Demand RPO vs Recruitment Agency
While both address hiring needs, their financial models and operating structures are fundamentally different.
Recruitment agencies work on a transactional, success-based model. You typically pay 20–30% of the hired candidate’s salary, and only once a placement is made. Agencies own the candidate relationship. So, if you don’t hire them, they’re immediately marketed to your competitors.
Another key difference is accountability over time. Embedded on-demand RPO teams remain accountable through role changes, shifting priorities, delayed decisions, and after the hire is made.
Because agencies lack deep integration with your culture, workflows, and role-specific nuances, they often prioritize volume over fit. This results in large candidate shortlists, many of which are misaligned, increasing the risk of probation failures.
But why is cultural fit so important?
Cultural fit directly impacts retention. For instance, in Australia, 13% of employees resign within six months, mainly because the role or company didn’t match what was promised (40%).
Contingency agencies charge higher fees because every successful hire must subsidize dozens of unsuccessful searches. The cost of missed placements is built into each fee.
The On-Demand RPO Model is partnership-based.
You pay for the scalable recruitment process and the capacity. Because there are no massive commission fees, the total cost of hire is typically 30–50% lower.
Pricing is lower, scalable, and actually decreases with increasing role seniority. In many cases, senior-level RPO fees can be as low as 5% of annual salary.
Most importantly, you own the data, talent pipelines, talent communities, and relationships built during the project.
Ownership of data and pipelines turns recruitment activity into a strategic input for workforce planning and future hiring decisions.
RPO on Demand: Case Studies
Let's take a look at how on-demand RPO helped businesses:
1. Leadership Hiring for Global Sports Projects in Switzerland and Internationally
An international sports body delivers major global events on a cyclical schedule, making permanent recruitment capacity inefficient outside peak periods. To remain agile, the organization needed on-demand recruiting services, scaling hiring support only when demand surged - without inflating internal TA or disrupting HR operations.
Because event cycles affect the entire sector, NGOs, national sports bodies, and multinationals were all hiring at the same time, intensifying competition for specialist leadership talent.
Serendi embedded quickly, working closely with hiring leaders to position roles around impact and global influence, supported by cross-border sourcing to widen the talent pool.
Outcome:
Key leadership roles were filled quickly, enabling high-profile international projects to move forward with confidence - without long-term recruitment overhead.
2. Recruiting on Demand in the Petrochemical Industry, Europe
A Middle East–based petrochemical organization was expanding into Europe through a phased growth strategy, creating fluctuating hiring demand across markets. A permanent expansion of internal TA was not cost-efficient.
Serendi deployed a hybrid RPO approach, using project RPO for defined expansion phases and a recruitment-on-demand model to support ad-hoc hiring needs as priorities evolved.
An RPO-led campaign targeted specialist transformation talent with ERP, data analytics, and cross-border experience, building candidate pipelines across multiple European markets to address local skill shortages.
Outcome:
Within months, the organization staffed its transformation initiatives, reduced reliance on external consultants, and built internal capability to hire on demand, without long-term recruitment overhead.
3. On-Demand RPO for Scaling a Central European Hub
A global professional services firm was scaling its Central European hub, hiring dozens of roles over short, uneven waves, from Analysts to Managers. Demand fluctuated based on client wins and internal timelines, making permanent TA expansion impractical.
At the same time, multinationals and shared service centers were competing for the same multilingual talent, while agency-led hiring proved slow, costly, and inconsistent.
Serendi deployed an on-demand RPO team, scaling recruitment support as demand fluctuated. Proactive pipelines of multilingual graduates and mid-level professionals were built using structured assessments, while roles were positioned around career growth and cross-border opportunities to stand out in a crowded market.
Outcome:
Time-to-fill dropped by over 30%, hiring quality stabilized, and early attrition declined, allowing the hub to scale efficiently without increasing permanent TA headcount.
4. From End-to-End to RPO On-Demand: Powering European Expansion
One of Serendi’s longest-standing clients evolved from an end-to-end RPO model into an On-Demand RPO as hiring needs shifted. When the global automotive supplier moved production from Asia to Switzerland, Poland, Germany, Hungary, and Serbia, recruitment stalled due to long vacancies, varied compliance requirements, and a lack of coordination.
Serendi delivered a dual-track model that combined local recruiters with centralized talent sourcing. Employer branding, candidate experience, and referrals were strengthened to access passive talent.
Outcome
The client achieved 45% lower costs, 30% faster time-to-hire, and built a cohesive finance team. Following the successful end-to-end RPO engagement, we easily transitioned recruitment on demand to support fluctuating hiring volumes and scaling needs.
The On-Demand RPO Checklist: Choosing the Right Provider and Prepping Your Internal Data
Choosing an On-Demand RPO Service provider is different from hiring a headhunter or a recruitment agency.
To get the most out of this agile recruitment model, here is how to evaluate a partner and what you need to have ready before the "plug-and-play" begins.
Phase 1: How to Choose the Best Provider
When auditing potential partners, look past the sales deck and focus on these four areas:
Regional & Cultural Expertise: If you are hiring in Europe, a US-based giant might struggle with French labor laws or German candidate expectations. Ensure they have native-level language capabilities and local market "feet on the street."
Tech Stack Compatibility: Does the provider bring their own AI sourcing tools and data dashboards, or do they expect to use your existing (and perhaps limited) tools? A good provider should enhance your tech, not just use it.
Scalability Terms: Check the fine print. How quickly can they add a recruiter to your project and provide talent on demand? Can you pause the service with 30 days' notice? If the contract is too rigid, it isn't truly recruitment on-demand.
The "Lead" Recruiter: Ask who will be managing your account. In a boutique RPO like Serendi, you will have direct access to a senior lead, not just a junior coordinator.
Phase 2: How to Prepare for Cooperation
An RPO is only as fast as the information you give them. To launch in weeks rather than months, prepare the following:
1. Audit Your ATS and Data
The RPO team needs a "clean" environment.
Ensure your Applicant Tracking System (ATS) is ready for external users.
Gather historical data: What is your current time-to-hire? Where did your last 10 successful hires come from?
2. Define Your "Ideal Candidate Profile" (ICP)
Don't just hand over a job description. Provide:
The "Must-haves" vs. "Nice-to-haves."
Cultural nuances (e.g., "We need someone comfortable with flat hierarchies").
Competitor lists.
3. Align Internal Stakeholders
The biggest bottleneck in RPO is often the internal Hiring Manager who doesn't show up for interviews.
Secure "buy-in" from department heads.
Standardize the interview process so the RPO team can move candidates through the funnel without friction.
Find out more about how RPO Solves the Hiring Manager Accountability Gap.
4. Brand Assets
Since the RPO service provider will be acting as you, they need your "voice."
Provide employer branding materials, slide decks, and employee value proposition (EVP) talking points.
Set up a company email alias (e.g., talent@yourcompany.com) for the RPO team.
On-Demand RPO: Recruitment Expertise on Your Terms
Recruitment is not "one size fits all."
Navigating France's labor laws, Germany's notice periods, and candidate expectations in Switzerland, India, or the Americas requires local nuance.
Serendi’s On-Demand RPO provides local expertise with the scalability of a global firm. We offer:
Multilingual Sourcing: Native-level outreach in major European (and global) languages.
Compliance First: GDPR-compliant processes and a deep understanding of local work councils.
Modular Scaling: Dial up the team in Q2, dial it down in Q3. No penalties, just partnership.
Ready to implement a more agile hiring model?
If you are tired of the transactional agency model and need a strategic partner to help you scale, explore Serendi’s On-Demand RPO Services or contact our experts for a TA Audit.
About the author
As a Delivery Manager at Serendi, Maja is dedicated to providing tailored talent acquisition solutions that exceed client expectations. She combines operational expertise with a personal touch to ensure seamless recruitment processes and positive experiences for clients and candidates.
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