Standard recruitment covers a specific role to be filled, while RPO covers the recruitment process as a whole or its selected stages. RPO makes sense when IT recruitment becomes recurring, runs in parallel and starts to overload the HR team – for a single vacancy, standard recruitment usually works better.

In RPO, we support your recruitment process, and the candidate becomes employed by your organization. In Staff Augmentation, we provide a specialist who joins your project but remains employed by GS Services. If you need people on the project right away, Staff Augmentation will be the more suitable model.

Not necessarily. We offer four scopes of cooperation: Full Process RPO, Project RPO, Selective RPO, and On-demand RPO with IT Talent Sourcing. In many organizations the selective model works best, where we support only the stages that put the most strain on the team – sourcing and screening, for example.

We work as an extension of your HR and Talent Acquisition team, not as its replacement – hiring decisions stay on your side. The scope of responsibility, the way we communicate, the reporting rhythm and the candidate assessment criteria are agreed while we design the process, before sourcing begins.

No. We don’t require the use of our ATS. We can run the recruitment process in our own system, use the client’s ATS, or work in a mixed model – depending on the arrangements and preferences of the client.

We adapt the way we run the process to the client’s organization, its tools, and applicable procedures, while ensuring smooth communication and full transparency throughout the process.

We agree on the scope of reporting jointly at the start of the cooperation, taking into account the specifics of the project and the client’s needs. Depending on the scope of the service, we can monitor, among others, the number of candidates in the process, their sourcing channels, conversion between individual recruitment stages, the time required to complete each stage, and the reasons for candidate rejection.

The reports allow us to track progress on an ongoing basis, identify potential delays, and respond appropriately if a change in candidate sourcing strategy or in the requirements for a given profile becomes necessary.

The schedule is agreed while we design the process, after the needs assessment – it depends on the number and type of recruitments, the availability of hiring managers and the scope we take over. We do not quote a single start date upfront, because launching RPO also means agreeing the rules of cooperation, not just starting to source.

We work under agreed rules of access to information, with controlled contact history and managed candidate consents. Confidential processes are run in an arrangement agreed with you, and the rules of communication with candidates, along with how much is disclosed about your organization, are set before the cooperation starts.

Our team specializes in technology recruitment and this is where we can genuinely support your process – from developer roles through QA, DevOps and Cloud to Data and Cybersecurity. If your organization also recruits outside IT, it is worth discussing the scope of cooperation during the first call.