Thinking of partnering with a project RPO provider? Smart move. Whether you’re increasing headcount for a product launch, opening a new location, or tackling a seasonal surge, project RPO gives you flexible, expert support without the long-term strings. But how do you get started?
Let’s walk through the five steps to get your project RPO initiative up and running – both smoothly and successfully.
Start with clarity. How many roles do you need to fill? What skills are critical? What’s the timeline? Pull any talent data you have – attrition rates, time-to-fill metrics, upcoming retirements, or internal mobility trends. This isn’t just about giving your outsourcing provider a list. It’s about painting a full picture of your hiring landscape so they can tailor the right solution.
Bonus tip: Look beyond headcount. Think in terms of what work needs to get done, and where flexible talent might deliver better outcomes.
Not all RPO partners are created equal. You want someone who not only understands your industry, but also brings the proven expertise, analytics, and agility to deliver.
Ask the tough questions:
Look for a provider who speaks your language and offers more than buzzwords.
Now’s the time to look at more than capabilities – look at compatibility. Will they mesh with your hiring managers? Can they represent your employer brand with confidence and consistency? Are they proactive communicators
Trust is essential. This is a high-impact partnership, even if it’s for a defined period. Choose someone you’d work with again.
During a pilot project or initiative, proper change management is essential. While you’re evaluating partners, make sure your internal stakeholders are on board. That means aligning HR, TA, and business leaders around the project scope, goals, and timelines. Prep hiring managers on what to expect and how the new process will work.
Resistance often stems from surprise. Communicate early and often so your internal team is ready to collaborate, not compete.
It’s launch time. Your project RPO provider rolls out the plan and starts delivering talent. Set regular reviews to evaluate:
At the end of the project, conduct a debrief with your partner. What worked? Where did you face roadblocks? What lessons can inform your next hiring project?
Project RPO isn’t just about speed. It’s about smart execution, transparency, and creating a repeatable model for future success. With the right steps and the right partner, you’ll be set up to deliver compelling results that help future-proof your workforce.