Saudi HR consultancy and recruitment process outsourcing firm offering EVP development, career page design, Saudisation programmes and psychometric assessment.
RPO & Talent Acquisition Outsourcing
Providers who take on some or all of the hiring function, from embedded recruiters to full RPO.
Seattle talent acquisition consulting and training firm running recruiter, hiring manager and interviewer training plus process and candidate experience consulting.
Milan headhunting and RPO firm for middle and senior management roles, with an employer branding offer that turns company culture into candidate-facing stories.
Recruitment process outsourcing firm embedding dedicated recruiting teams inside client companies.
Manchester-headquartered workforce solutions provider offering RPO alongside managed service and contingent staffing.
Nairobi talent firm running executive search and recruitment for impact-driven organisations in Africa, alongside workforce programmes for young jobseekers.
Gurugram recruitment outsourcing firm offering enterprise and project RPO, talent acquisition consulting, employer branding and DEI hiring programmes across India.
Singapore-headquartered HR outsourcing group offering RPO, employer-of-record, BPO and payroll outsourcing across 50+ markets.
Riyadh management consulting and recruitment firm whose human capital practice covers employer branding, employee value proposition and reward design.
HR consultancy offering temporary staffing, recruitment & selection, executive search and outsourcing services.
Total talent solutions provider (now operating as "Wilson") offering RPO, contingent workforce, executive search and talent intelligence across the Americas, EMEA and APAC.
Lagos human capital firm providing recruitment and volume hiring, talent assessment, graduate trainee programmes, staff outsourcing and HR advisory across Africa.
Providers who take on some or all of the hiring function, from embedded recruiters to full RPO. 48 providers.
RPO is bought for capacity and kept for capability, which is a different conversation. Ask what happens to the employer brand while they run your hiring, because a partner working purely to time-to-fill will spend it.