Service
Recruitment Process Outsourcing (RPO) in India
- Engagement model
- Fixed monthly fee
- Minimum term
- Typically 6 months
- Go-live
- 2–3 weeks
- Reporting
- Monthly against SLA
What rpo means at NM
RPO means NM operates as your recruitment team. Our recruiters work inside your process, use your employer brand, attend your stand-ups and report into your leadership, while remaining our employees, our cost and our problem to resource.
Engagements range from a single embedded recruiter supporting a scaling team, through to an end-to-end function covering sourcing, screening, coordination, offer management and reporting across every open role.
The commercial logic is straightforward: at sustained hiring volume, a monthly RPO fee is materially cheaper than contingent fees on every hire, and it builds process, data and a talent pipeline you keep.
What usually goes wrong, and how we handle it
Contingent fees are unpredictable and rising
RPO converts a variable per-hire cost into a fixed monthly cost that falls per hire as volume grows.
Hiring managers are doing the recruiting
Embedded recruiters take back sourcing, screening and coordination so your managers only spend time on interviews that matter.
There is no process or data
We implement structured intake, consistent screening, a working ATS discipline and reporting on time-to-hire, source and conversion.
Candidate experience is damaging the brand
Consistent communication, honest timelines and closure for every candidate, including the ones you do not hire.
Typical mandates
Indicative, not exhaustive, if your role is adjacent to these, it is very likely in scope.
- End-to-end RPO across all functions
- Function-specific RPO (technology, sales, operations)
- Project RPO for a defined hiring surge
- Sourcing-only support for an existing TA team
- Recruitment coordination and interview scheduling
- Employer brand and careers-page support
How the engagement runs
- 01
Discovery & baseline
Audit current hiring volume, cost per hire, time to hire and process gaps to set a measurable starting point.
- 02
Model design
Agree scope, team size, SLAs, tooling and reporting cadence. Fixed monthly commercials are set here.
- 03
Embed
Named recruiters onboard into your systems, brand and rituals, typically live within two to three weeks.
- 04
Operate
Day-to-day sourcing, screening, coordination, offer management and pipeline building.
- 05
Report & tune
Monthly reporting on time-to-hire, conversion, source effectiveness and cost per hire, with agreed corrective actions.
- 06
Transition
If you build an internal team, we hand over process, data and pipeline in a structured transition.
Where candidates come from
- Direct sourcing under your employer brand
- Talent pipelines maintained between requisitions
- Referral programme design and administration
- Job board and community management
- ATS hygiene and candidate database rebuild
What is different here
Named, consistent recruiters
The same people every month. They learn your business rather than restarting each quarter.
You keep the assets
Process documentation, ATS data and pipeline stay yours if the engagement ends.
Reported against outcomes
Time-to-hire, conversion and cost per hire, not CVs submitted.
Scales both directions
Add capacity for a surge, reduce it when hiring slows, without redundancy exposure.
RPO across sectors
Information Technology
Engineering, data, cloud and product talent for software businesses.
STStartups & Technology Companies
Founding teams, first leadership hires and post-funding scale-ups.
ECE-commerce & D2C
Growth, performance, category and operations talent for online brands.
BFBFSI
Banking, financial services, insurance and fintech hiring.
What employers say
Replace with a verbatim client quote. The most useful ones name the difficulty of the brief, the timeline NM worked to, and what the appointed person has since delivered.
Client name
Designation, Company
Replace with a quote from an HR or talent leader. Quotes that describe the working relationship, responsiveness, shortlist quality, honesty about the market, carry more weight than general praise.
Client name
Head of Human Resources, Company
Replace with a quote from a founder or CXO about a leadership appointment. Ask for permission to name the role that was filled, specificity is what makes a testimonial persuasive.
Client name
Founder & CEO, Company
Placeholder quotes. Replace with verbatim, attributable testimonials in src/data/testimonials.ts before launch, never publish an invented quote.
RPO Services, frequently asked
In agency recruitment you pay a fee per placement and the agency works from outside your process. In RPO, recruiters are embedded in your team, use your employer brand and run your hiring process for a fixed monthly fee, regardless of how many roles they fill.
RPO engagements are usually structured over a minimum of six months, because the model only pays back once the recruiters have learned your business and built pipeline. Shorter project RPO is available for defined hiring surges.
Dedicated recruiters work only on your account. Shared or fractional models are available for lower volumes and are priced accordingly. We will be explicit about which model you are buying.
Everything built during the engagement, ATS records, process documentation, pipeline and reporting, belongs to you and is handed over in a structured transition.
Related services
- Staffing Services
Contract, temporary and payrolled talent, compliantly managed.
- Turnkey Recruitment
Whole teams, new sites and new functions, built end to end.
- HR Advisory
Practical HR structure for businesses growing past informality.
Start hiring
Ready to brief us on rpo?
Tell us the role, the constraint and the budget. We will tell you honestly whether it is fillable, and how long it will take.