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SOLUTION

RPO

You keep growing, but recruitment takes more and more attention, capacity and money. We take it over as a permanent part of your organisation, not as an outside agency that sends invoices.

Schedule a call Work out your own numbers

No obligations. We start by seeing whether it is a fit.

TRUSTED BY AMBITIOUS COMPANIES

  • Amac
  • Campina
  • Hotelchamp
  • IKEA
  • Mammoet
  • Munro
  • Unica

THE DEFINITION

What is RPO?

RPO stands for Recruitment Process Outsourcing. You outsource your hiring process, in whole or in part, to a fixed partner who works as part of your own organisation, instead of engaging an agency for every single vacancy.

In practice you get a dedicated recruiter who gets to know your market, your roles and your culture, active sourcing instead of waiting for applications, a pipeline that stays in place between two vacancies, and regular reporting on progress and market feedback. You pay a fixed monthly amount combined with a fee per successful placement, not a separate fee for every vacancy.

The difference with search and selection is the duration, not the quality. Search and selection fills one role and is then done. RPO is there for a continuous hiring need, and that calls for a different model: we become part of your organisation and stay available for the next role.

THE PROBLEM

An in-house recruiter looks cheaper. They rarely are.

The comparison most companies make is a logical one: what does an external agency cost per hire, and what does your own recruiter cost per year? Yet that comparison does not hold. Almost half of the costs are missing.

An in-house recruiter costs more than a salary. You pay employer contributions, tooling and the supervision around it: management, training and coaching. And when they leave, you start over.

On top of that you have a permanent seat on the payroll, little flexibility and a dependency on one person. If they fall ill or leave, everything stops.

What an in-house recruiter really costs per year.

Based on a salary of €3,750 gross per month. In a call we work it out for your situation.

Gross salary, €3,750 per month
€45,000
Employer contributions, 40%
€18,000
Tooling such as LinkedIn Recruiter and an ATS
€7,500
Allocated overhead: management, training, supervision
€7,500
Actual annual investment
€78,000

Work with €4,000 gross per month and the total comes to €82,200.

This is an average. With your number of hires and your salary levels it works out differently.

Calculate what this means for your organisation

THE TWO MODELS

Which of these fits your situation?

We do not work with a standard package. We look at your hiring volume, your growth plans and where you stand today, and pick the model that fits.

Starter.

For 3 to 8 hires per year.

You need recruitment, but not full time. You want flexible capacity without the cost and the management of a permanent employee. Starter gives you that: a dedicated recruiter, active sourcing and a weekly update, for a fixed monthly amount combined with a fee per successful placement.

What you get

  • A dedicated recruiter who gets to know your organisation
  • Active outbound sourcing, not a passive job board approach
  • Weekly reporting on progress and market feedback
  • One point of contact who is always reachable
  • Flexible capacity that moves with whatever comes up
Ask about the Starter approach

Scale.

For 8 to 20 hires per year.

Recruitment has become a structural part of your growth. You want a machine that can handle it. Without the overhead of an in-house team, without a permanent seat on the payroll and without the risk of depending on one person.

From roughly four hires per year we are cheaper than the cheapest of your own routes. At eight hires per year that gap runs to 43% to 48%, and that is with more capacity, more structure and more output. What it does at your numbers is in the cost calculator.

What you get

  • A dedicated recruiter with no more than six live vacancies at a time
  • A full sourcing infrastructure including the outbound engine
  • Weekly KPI reporting on hires, time to hire, pipeline and conversion
  • The positioning of your vacancies in the market. Employer branding falls outside this and is available as a separate option
  • One point of contact who has the full picture and acts before you have to ask
  • Proactive talent introductions: because we know your market, we spot strong candidates before the vacancy is there
Ask about the Scale approach

Torn between the two? Then you start with Starter. If your hiring volume grows, we scale up to Scale without interrupting the process.

THE OTHER ROUTE

RPO not the right fit? Then this suits you better.

If it is one role that needs filling now, search and selection per vacancy is the more logical route: we search, you choose, and then it is done. If you have an ongoing hiring need, RPO is what you are looking for. We would rather say so up front than have you start in the wrong model.

See search and selection

THE HANDOVER

What you hand over. And what stays yours.

Search and selection is there for one role: we fill it and then it is done. RPO is there for an ongoing need, and that calls for a different model. We become part of your organisation, get to know your culture, build a pipeline and stay available for the next role.

You outsource capacity and execution, not control over who gets hired. The final selection, the judgement on culture fit and the offer itself stay with you.

THE OPERATION

More than a recruiter.
A recruitment operation.

With RPO you do not just get someone who fills vacancies. You get a system that is predictable, scalable and measurable. You always know what is happening, who is in the pipeline and what the next step is. No black box, no silences.

How we set it up.

  1. Strategy call.

    We map out your hiring needs, your growth plans and the way you recruit today. We look at what is going wrong now and what a system that works would mean for your organisation.

  2. Setup.

    We build the process. From the sourcing strategy to the communication with hiring managers and the reporting you receive every week. We do this once and properly, so that everything runs smoothly afterwards.

  3. Execution.

    We go into the market. Outbound first, active sourcing, approaching and screening candidates. You hear from us, not the other way around.

  4. Reporting and adjusting.

    Every week an update on pipeline, interviews, conversion and market feedback. We adjust where needed and let you know without you having to ask when something runs differently than expected.

  1. Strategy call.

    We map out your hiring needs, your growth plans and the way you recruit today. We look at what is going wrong now and what a system that works would mean for your organisation.

  2. Setup.

    We build the process. From the sourcing strategy to the communication with hiring managers and the reporting you receive every week. We do this once and properly, so that everything runs smoothly afterwards.

  3. Execution.

    We go into the market. Outbound first, active sourcing, approaching and screening candidates. You hear from us, not the other way around.

  4. Reporting and adjusting.

    Every week an update on pipeline, interviews, conversion and market feedback. We adjust where needed and let you know without you having to ask when something runs differently than expected.

This is what is in place once it runs.

  • A sourcing infrastructure that builds a pipeline instead of reacting ad hoc
  • An outbound engine that approaches candidates actively, outside LinkedIn as well
  • Market insight: before we start, we already know who is available, what roles cost and where the good people are
  • Capacity that grows along as your hiring volume goes up
Schedule a call

WHAT CLIENTS SAY

How clients experience working with us.

Read the RPO collaboration with Hotelchamp Read the RPO collaboration with Bossekop

As a growing company, finding the right people quickly is crucial. Sennasearch really understood our needs and helped us identify strong candidates who could hit the ground running.

Victoria Sweeney Chief Operating Officer · Hotelchamp

The combination of continuous sourcing and job marketing leads to excellent results. On top of that you have a weekly meeting about progress, which makes working together not only very effective but also very pleasant.

Pieter de Vrieze Managing Director · Advion

OUR ASSURANCES

Six months. Here is what you get back.

We ask for a minimum term of six months. After that the collaboration continues automatically, with a notice period of one month. In return you get this: the same people throughout, a fixed rhythm and a fee that only applies when there is a placement.

  • Fixed for the operation. A fee on results.

    You pay a fixed monthly amount for the operation. The fee per placement is added only if someone is actually placed. In a first call we work out what that means for your situation.

  • The same point of contact. Every week.

    Your fixed point of contact stays involved from the first call through to the final placement. Every week we share the insights and the responses from the market. A check-in every week or every two weeks: you choose.

  • Knowing first what the market holds.

    At the start we run a market scan on your vacancy, so that you have a realistic picture of the talent pool before we begin the search. And we remain active in the market, even when nothing is open for the moment.

Why we can promise this.

20+
years of recruitment experience
Active since 2006
not a startup, not an experiment
International sourcing network
for Dutch organisations
Schedule a call

No obligations. We start by seeing whether it is a fit.

Ready to set recruitment up
for the long term?

In a 30-minute call we look at whether RPO fits your organisation, which model gives you the most and what you can realistically expect.

No sales pitch. Straight to the substance.

Fill in your details

Then pick a time that works for you. No obligations, we look at the fit first.

No obligations. We start by seeing whether it is a fit.

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