Increase capacity,
not headcount.

The RPO industry is changing. Fast.

Clients expect faster hiring, lower costs, and better candidate quality, all while navigating talent shortages and increasing competition. But traditional RPO models—manual processes, recruiter-heavy workflows, and outdated tech stacks—aren’t built for speed and scalability.

To stay ahead, RPOs need more than just great recruiters. They need technology that automates the repetitive, enhances candidate experience, and delivers better hiring outcomes—at scale.

The firms that leverage tech strategically will win. The ones that don’t? They’ll struggle to keep up.

Here’s how tech-enabled hiring is helping RPOs attract more clients, deliver faster results, and drive real hiring ROI.

1. Speed Wins: How Tech Cuts Time-to-Hire in Half

Time kills deals—and it kills great hires, too.

The best candidates are off the market in 10 days (LinkedIn). Yet, the average time-to-hire? 44 days (SHRM). That’s a huge gap that costs clients top talent and revenue.

How tech changes the game:

• AI-powered sourcing can scan millions of profiles in minutes, surfacing top candidates 10x faster than manual searches.
• Automated screening tools filter out unqualified applicants instantly, saving up to 30% of recruiters’ time.
• Smart scheduling eliminates the back-and-forth, reducing interview coordination time by up to 50%.

RPOs using automation cut time-to-hire by an average of 40%, according to Aptitude Research. Faster hiring = happier clients and stronger retention.Client outcome: A global RPO firm reduced time-to-fill by 12 days by automating candidate outreach and screening—leading to a 32% increase in client satisfaction.

2. Cut Costs, Not Quality

RPOs live and die by their ability to deliver talent at a lower cost than in-house teams or agencies. But when hiring is manual, slow, and inconsistent, those cost savings disappear.The numbers tell the story:

• The average cost-per-hire is $4,700 (SHRM), but that jumps to $10,000+ for senior roles.
• Companies using AI-driven recruitment tech reduce cost-per-hire by 35% on average (Gartner).
• Automating key hiring processes can cut recruiter workload by 30-50%, allowing teams to scale without adding headcount.

Tech doesn’t replace recruiters—it amplifies them. With better sourcing, faster screening, and automated workflows, RPOs can handle more clients with fewer recruiters—driving higher margins without sacrificing quality.Client outcome: A leading RPO implemented automated candidate outreach, reducing sourcing time by 45% and saving clients $1.2 million annually in hiring costs.

3. Win on Candidate Experience

Bad hiring experiences don’t just cost hires—they cost clients.The reality:

• 60% of candidates drop off due to slow hiring processes (Glassdoor).
• 80% of candidates say a bad experience makes them less likely to accept an offer (Talent Board).
• Companies with strong candidate experiences see 3x more referrals—a huge advantage in competitive markets.

How RPOs can use tech to improve CX:

• AI chatbots engage candidates instantly, answering questions and providing status updates 24/7.
• Automated feedback loops keep candidates in the loop, reducing drop-off rates.
• One-click applications & mobile-friendly experiences make it easier for candidates to apply—boosting conversion rates by up to 40%.

Client outcome: An RPO firm reduced candidate drop-off rates by 27% by integrating AI-powered chat and real-time application updates, resulting in higher acceptance rates and increased client retention.

4. Data-Driven Decisions, Not Gut Feelings

Most RPOs rely on experience, intuition, and outdated spreadsheets to track hiring performance. But gut-based hiring isn’t scalable.What happens when RPOs leverage real-time hiring data?

• They predict hiring bottlenecks before they happen.
• They show clients clear ROI—cost per hire, time to fill, quality of hire.
• They optimize job postings, sourcing strategies, and candidate engagement in real time.

Companies using data-driven hiring decisions improve quality-of-hire by 25% (LinkedIn). That’s real impact clients can see.Client outcome: An enterprise RPO used predictive hiring analytics to reduce early turnover by 19%, proving their long-term value to clients and securing three contract renewals.

5. Tech is the Differentiator—But Only If You Use It Right

The biggest mistake RPOs make? Buying tech but not integrating it properly.The best firms don’t just add tech—they build it into their strategy.How to do it right:

✔ Automate the repeatable, humanize the important. Use AI for sourcing and screening, but keep recruiters focused on high-value relationships.

✔ Make hiring data-driven. Use analytics to optimize processes, improve hiring outcomes, and prove ROI to clients.

✔ Seamlessly integrate tech into existing workflows. Clients don’t want a complicated, disjointed system—they want efficiency that works.

The Future of RPO: Tech-Driven, Client-Focused, and Scalable

Winning new clients isn’t about adding more recruiters—it’s about hiring smarter.

• RPOs using AI and automation cut time-to-hire by 40%.
• Automated hiring processes reduce costs by up to 35%.
• Better candidate experiences lead to 3x more referrals and lower drop-off rates.

Tech-enabled hiring isn’t a competitive edge anymore—it’s the standard.

At Popp, we help RPOs scale smarter by automating workflows, optimizing sourcing, and enhancing candidate experiences—so they can win more clients and deliver better hiring outcomes.

Want to see how it works? Let’s talk.

For years, companies have relied on recruitment agencies to fill roles quickly. But as hiring costs rise and efficiency becomes more critical, the question isn’t just how to hire—it’s who should be doing it.

Many enterprise talent acquisition teams and fast-growing scale-ups are realising that outsourcing recruitment isn’t always the silver bullet it once seemed. While agencies offer expertise and speed in certain scenarios, over-reliance on them can be expensive and transactional, sometimes creating a disconnect between the hiring team and the long-term success of employees.

So, how does agency hiring stack up against in-house recruitment? Let’s break it down.

The Cost Comparison: How Much Are You Really Spending?

Recruitment agency fees are well-known but rarely quantified in full. Let’s put some hard numbers to it.

Agency Hiring Costs

• Recruitment agencies typically charge 15-30% of a candidate’s first-year salary.
• Hiring 50 mid-level employees at $100,000 each? Expect to pay between $750,000 to $1.5 million in fees alone.
• A single senior hire at $200,000 can cost $40,000 to $60,000 in recruiter fees.
• Need 200 hires in a year? Agency costs could exceed $6 million—before salaries, onboarding, or training.
• And what happens when a hire doesn’t work out? Most agencies offer a 60-90 day replacement guarantee, but after that, you’re back to square one—paying full price for a new search.

In-House Hiring Costs

Now, let’s compare that with the in-house approach.

• A fully loaded in-house recruiter (including salary, benefits, and tools) typically costs $120,000 - $150,000 per year.
• A well-run internal TA team can handle 20-30 hires per recruiter annually.
• Hiring 200 employees per year with an internal team would cost around $1.2 million - $1.8 million, including salaries, sourcing tools, and technology.

Bottom line?

Even with a robust in-house TA function, bringing hiring in-house can reduce costs by 30-50% compared to agency-heavy recruitment models.

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The Efficiency Breakdown: Speed, Quality & Retention

Cost aside, the bigger question is efficiency. Can an in-house team really move as fast as an external agency?

Agency Speed & Efficiency

Agencies excel at speed and market reach—especially for hard-to-fill roles.

• If they already have pre-vetted candidates, they can make quick placements.
• But if they don’t? They’re starting from scratch—just like your in-house team.
• The average time to fill a position using an agency is 45-60 days (LinkedIn Talent Solutions).
• Agencies focus on placement, not retention. 46% of new hires leave within 18 months when sourced through agencies (Harvard Business Review).

In-House Hiring Speed & Efficiency

• Companies that invest in employer branding, sourcing, and referrals consistently hire 30% faster than those that rely on agencies.
• In-house recruiters can focus on long-term retention—hiring for culture fit and growth potential, not just for placement.
• Referral hires are the fastest to close, often cutting time-to-fill in half compared to traditional sourcing methods.
• The Society for Human Resource Management (SHRM) reports that employees hired through internal recruitment efforts stay 41% longer than those placed by external recruiters.

When Recruitment Agencies Are a Strategic Advantage

While agencies aren’t always the most cost-effective option, there are specific situations where they add real value:

1. Niche & Executive Hiring

For highly specialised or executive roles, agencies bring deep market knowledge, extensive networks, and access to passive candidates. Internal teams may struggle to source these roles effectively without industry-specific expertise.

2. Rapid Scaling & Hiring Surges

If your company is in hypergrowth mode, agencies can help bridge the gap when in-house teams don’t have the capacity to keep up with demand. This allows internal teams to focus on core roles while agencies handle volume hiring.

3. New Market Expansion

When entering new geographies or industries, agencies provide on-the-ground expertise—helping navigate local talent pools, salary expectations, and hiring regulations.

4. Confidential & Discreet Searches

For sensitive hires—like replacing an underperforming executive—agencies can conduct searches discreetly, preventing internal disruptions.

In these cases, using an agency isn’t just an expense—it’s a strategic investment. The key is using them selectively and intentionally, rather than defaulting to agency hiring across the board.

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The Hidden Costs of Over-Reliance on Agencies

Beyond upfront fees, heavy reliance on agencies comes with hidden costs that can impact long-term hiring success.

1. Brand Dilution

Agencies represent multiple clients at once, often treating candidates as transactions. This means your employer brand is at the mercy of a third party—which can lead to rushed pitches, inconsistent messaging, and poor candidate experiences.

2. Lack of Candidate Ownership

When agencies control the candidate pipeline, your business loses the ability to build long-term relationships. Candidates who aren’t the right fit today might be perfect in six months—but if an agency owns that relationship, they’re being marketed to your competitors instead.

3. Turnover & Rehiring Costs

Because agency hires are often less engaged, turnover rates tend to be higher.

• The Work Institute estimates that replacing an employee costs 33% of their salary.
• If agency hires leave more frequently, companies aren’t just paying for recruitment once—they’re stuck in a cycle of re-hiring, re-training, and re-spending.

The Future of Hiring: Smarter, Not More Expensive

Companies scaling fast can’t afford inefficient, high-cost hiring models. And yet, recruitment spending continues to balloon.

What leading enterprise TA teams and scale-ups are doing instead:

✅ Building strong internal TA teams that scale with hiring needs
✅ Investing in sourcing tools, automation, and employer branding to attract talent organically
✅ Prioritising employee referrals to reduce reliance on external recruiters
✅ Shifting from reactive hiring to proactive talent pipelining

At Popp, we help companies reduce their hiring costs and increase efficiency—without sacrificing the benefits of agency expertise. By automating workflows, optimising sourcing, and strengthening internal hiring teams, we make sure you’re hiring the right people—faster, and for less.

The Final Takeaway

Recruitment agencies will always have their place, but they shouldn’t be your default hiring strategy.

• If you’re hiring at scale, in-house hiring can cut costs by 30-50%.
• Internal teams often fill roles 30% faster than agencies.
• Retention improves by 41% when hiring is done in-house.

That said, for niche, executive, and rapid-scaling hiring needs, agencies provide unmatched expertise—when used strategically.

Looking to optimise your hiring strategy? Let’s talk.

Book a quick demo and see how Popp can help you build a faster, smarter, and more cost-effective hiring process—without sacrificing the value agencies bring when you need them most.

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A smarter way to hire, without breaking the bank.

Hiring is expensive. The average cost per hire is $4,700, according to SHRM, but that’s just the beginning. When you factor in lost productivity, bad hires, and ramp-up time, the real cost can be three to four times an employee’s salary.

For Heads of Talent Acquisition, the challenge is clear: cut hiring costs without cutting corners. You need the best people, but you also need a process that’s lean, efficient, and scalable.

That’s where we come in. At Popp, we help teams hire smarter—without relying on adding headcount. Here’s how you can do the same.

1. Stop Paying for External Recruiters You Don’t Need

Agency fees are one of the biggest hiring expenses. Recruiters typically charge 15-30% of a candidate’s first-year salary, which means hiring a $100,000 employee can cost an extra $15,000 to $30,000 in fees alone.

Sometimes agencies make sense, but for most roles, building a strong, cost-effective hiring process in-house is a better investment.

What to do instead:

• Invest in your own sourcing tools—LinkedIn Recruiter, AI-driven platforms, or a talent pipeline strategy
• Use hiring tech (like Popp) to automate and streamline the process
• Leverage referrals—more on that below

For companies hiring 50 mid-level employees at $100,000 each, reducing agency dependence could save anywhere from $750,000 to $1.5 million annually.

‍2. Lean into Employee Referrals

‍Your best recruiters are your own employees.Referred candidates get hired 55% faster and are 46% more likely to stay for three years or more. That means lower turnover, fewer bad hires, and less money wasted.Instead of spending heavily on job ads, build a structured referral program that works:

• Offer real incentives—bonuses, charitable donations, or meaningful experiences
• Make referring easy—streamlined submission, fast feedback loops
• Recognise great referrers publicly to encourage participation

This approach helps companies cut sourcing time, reduce turnover, and save anywhere from $15,000 to $25,000 per bad hire avoided.

‍3. Fix Your Job Descriptions

‍Many hiring teams waste hours sifting through unqualified candidates—often because the job description was unclear from the start.Most job postings are too vague, too long, or filled with corporate jargon. Instead of attracting the right people, they just attract more people, many of whom aren’t a great fit.What to do instead:

• Write how you talk. Keep it clear and direct.
• Cut unnecessary requirements. Focus on skills over credentials.
• Use inclusive language to widen the talent pool.

Fewer irrelevant applications mean less time wasted and shorter hiring cycles, which directly impacts cost savings.

‍4. Automate the Boring Stuff

‍Recruiters spend about a third of their time on repetitive admin—scheduling, screening, follow-ups. That’s time that could be better spent actually hiring.With Popp, companies can automate where it makes sense, so talent teams can focus on people, not paperwork.Some ways to streamline hiring:

• AI-powered screening tools to surface top candidates
• Automated scheduling to move candidates through the pipeline faster
• Real-time hiring analytics to make better decisions

Companies that automate key hiring tasks often cut time-to-hire in half, filling roles faster, reducing costs, and easing recruiter workload. Reducing manual tasks by even 30% can save about $30,000 per recruiter annually.

‍5. Build an Employer Brand That Attracts the Right People

‍The best way to reduce hiring costs? Create a company people want to work for.Seventy percent of candidates research a company before applying. If they don’t like what they see—unclear values, outdated hiring practices, no transparency—they’ll move on. That means more effort (and money) spent trying to convince them.What to do instead:

• Showcase your company culture through real employee stories, behind-the-scenes content, and transparent job postings
• Make salaries, career growth opportunities, and DEI efforts visible to job seekers
• Engage with candidates where they are—social media, industry events, and direct outreach

Companies with strong employer brands spend less on job ads, have shorter hiring cycles, and retain employees longer, all of which reduce costs in the long run.

‍The Bottom Line

‍Cutting hiring costs isn’t about doing less—it’s about doing it better.

• Move away from expensive external recruiters and build in-house hiring strength
• Use referrals to find and retain great talent
• Write job descriptions that attract the right candidates from the start
• Automate the repetitive tasks so recruiters can focus on hiring
• Build an employer brand that makes people want to apply

At Popp, we help talent teams hire faster, smarter, and without the unnecessary overhead. If you’re rethinking your hiring strategy, let’s talk.Want to see how it works? Book a quick demo—no pressure, just smart hiring.