Volume hiring and RPO
Filling twenty seats at once is a different engineering problem from filling one. It calls for process, batching and on-the-ground execution — not simply more consultants.
Two ways to engage
Volume hiring project
A single batch with a defined headcount target and completion date.
- New plants, line expansions or seasonal intakes
- One standardised brief, screening bar and interview script
- Assessment days and on-site logistics
- Weekly reporting on progress, fill rate and drop-off reasons
RPO — recruitment process outsourcing
A longer engagement taking over all or part of your hiring process, working as your external recruitment team.
- From requisition and CV screening through to interview scheduling
- Working under your employer brand and inside your ATS
- Regular hiring metrics and process improvement recommendations
- Resourcing flexes with volume and duration
Volume hiring is won on show-up rate, not interview count
Volume hiring reports often look busy — how many invited, how many interviewed — but only two numbers decide the outcome: how many actually started, and how many are still there after three months.
No-shows, accepted offers that never begin, hires who leave in week one — where those losses happen and why has to be tracked before anything can be fixed. Our reporting is built around starts and retention, not activity volume.
The metrics we track
- Invitation-to-interview attendance rate
- Offer-to-start conversion
- Retention at 30 and 90 days
- Cost and quality by sourcing channel
- Drop-off reasons — pay, shift, commute, competing offers