RPO that hires under your brand.

RPO is a model where an employer transfers all or part of its hiring to an external provider, which then works as an extension of the internal team — usually under the client's own brand. Unlike a recruitment agency paid per placement, an RPO provider owns the recruitment process itself: sourcing, screening, interview coordination, offer management, onboarding and hiring analytics. It is typically priced on a monthly or per-hire basis rather than a percentage of salary.

Embedded RPO places dedicated recruiters inside your team, working on your systems, in your interview process and under your employer brand. Candidates experience it as your in-house talent team. It suits companies with continuous hiring that want in-house culture and control without carrying permanent recruitment headcount.

Hybrid RPO splits the process between your internal team and the provider. A common split is the provider running sourcing and screening at volume while your internal team owns final interviews, offers and closing. It is used where an in-house team exists but lacks capacity at the top of the funnel.

On-demand (or selective) RPO is short-cycle RPO switched on for a defined need — a funding-driven ramp, a new branch or plant opening, a seasonal peak or a single hard-to-fill function. You get RPO process rigour for weeks or months without a long-term contract.

In-house recruitment gives maximum control and the deepest employer-brand knowledge, but capacity is fixed: a sudden ramp means hiring recruiters, which itself takes months. RPO gives elastic capacity, faster mobilisation and hiring analytics from day one, at the cost of onboarding a partner into your process. Most organisations do not choose one — they run a small in-house core and use RPO to absorb volume and specialist demand.

A staffing or recruitment agency is transactional: it is paid per placement and typically works alongside several competing agencies on the same role. RPO is a process partnership: the provider owns the funnel, reports on it, and is measured on quality, cost per hire and time to hire rather than individual placements. Agencies suit occasional or one-off roles; RPO suits sustained, predictable or large-scale hiring.

No. Large enterprises use end-to-end RPO, but on-demand and hybrid models make RPO viable for mid-sized companies and funded startups hiring in bursts. The deciding factor is hiring volume and predictability, not company size.

Yes. Our RPO teams deliver anywhere in India — any city, any state — including multi-location and multi-branch mandates run to a single SLA through one named account director. We are headquartered in Surat, but delivery is not limited by our office location.