Finance, HR & G&A department
Recruitment process outsourcing, run as a department
Hiring slows down in the gaps: roles open for weeks before anyone sources, candidates wait days for interview times, and good people accept other offers. Nexoryl runs your recruiting as a managed department, sourcing, screening, scheduling and coordinating offers remotely in your applicant tracking system, for people you hire directly.
The first button opens an email to info@nexoryl.com.
You bring
- Roles, budgets and hiring managers
- Your applicant tracking system
- Interview process and scorecards
Nexoryl runs
- Sourcing
- Screening
- Scheduling
- Candidate communication
- Offer coordination
You get
- Shortlists that match the brief
- Faster time to hire
- Candidates kept informed throughout
- Operating model
- A managed recruiting function with role briefs, a hiring funnel per role and weekly pipeline reports.
- Delivery model
- Remote. Sourcing on job boards and LinkedIn, screening calls and interviews by video, records in your applicant tracking system.
- Usual starting scope
- A defined set of open roles, then ongoing hiring for one team or function.
- Typical roles
- A talent acquisition lead, recruiters or sourcers, and a recruiting coordinator.
- Runs inside
- Greenhouse, Lever, Workable, Teamtailor or your applicant tracking system, plus LinkedIn Recruiter.
- Engagement
- A hiring plan review, then a monthly retainer or a defined hiring project.
Overview
What is recruitment process outsourcing (RPO)?
Recruitment process outsourcing (RPO) means an external team runs some or all of your hiring process, such as sourcing, screening, scheduling and offer coordination, for people you employ directly.
It's different from a staffing agency. An agency supplies candidates for a fee per hire or employs temporary workers. An RPO team works as your recruiting function, using your brand, your process and your applicant tracking system.
Nexoryl model
What does Nexoryl's Talent Acquisition / RPO department do?
It runs your hiring process: writing role briefs with hiring managers, sourcing and screening candidates, scheduling interviews, keeping candidates informed, coordinating offers and reporting on every role's pipeline.
You make every hiring decision and employ every hire. Nexoryl doesn't supply or employ staff and never charges candidates. Once someone accepts, onboarding passes to HR & People Operations.
- Responsible for
- Role briefs, job adverts, sourcing, screening, interview scheduling, candidate communication, offer coordination, applicant tracking system administration and hiring reports.
- Not included
- Hiring decisions, employing or supplying staff, in-person interviews or assessment centres, and employment law advice.
- Connects to
- HR & People Operations, Marketing, IT Service Desk and Data & Analytics.
The hiring funnel
How a role moves from brief to accepted offer.
Six stages, tracked in your applicant tracking system for every role.
- 01
Brief
Role, must-haves, salary range and interview process agreed with the hiring manager.
- 02
Source
Adverts posted and candidates found on job boards and LinkedIn.
- 03
Screen
Applications reviewed and screening calls held against the brief.
- 04
Interview
Interviews scheduled by video and scorecards collected.
- 05
Offer
Offer prepared for your approval, then coordinated with the candidate.
- 06
Hand over
Accepted offer passed to HR for contracts and onboarding.
Where hiring stalls
Four reasons good candidates are lost.
Most lost candidates aren't rejected. They're lost to slow processes.
Roles open with no sourcing
- Shows up as
- Jobs are posted and nothing else happens.
- We look at
- How candidates are currently found for each role.
- What changes
- Active sourcing on the channels that reach your candidates.
Scheduling delays
- Shows up as
- Candidates wait days for interview times.
- We look at
- Interview steps, panels and calendar availability.
- What changes
- Interviews booked within agreed times, with panels lined up in advance.
Candidates left in the dark
- Shows up as
- Applicants hear nothing and drop out or complain publicly.
- We look at
- Candidate communication at each stage.
- What changes
- Updates at every stage, including rejections.
No hiring data
- Shows up as
- Nobody knows time to hire or where candidates drop out.
- We look at
- Applicant tracking system data and reporting.
- What changes
- Weekly pipeline reports and monthly funnel analysis.
What the department covers
Recruitment process outsourcing services.
Everything between an approved role and an accepted offer.
Role briefs and adverts
A clear brief and an advert people respond to.
- Hiring manager intake calls
- Role briefs and scorecards
- Job advert writing
- Job board posting
Sourcing
Candidates found actively, rather than waited for.
- LinkedIn and job board sourcing
- Talent pool searches
- Outreach messaging
- Referral programme administration
Screening
Shortlists that match the brief.
- Application review
- Screening calls by video or phone
- Skills test administration
- Shortlist summaries
Interview coordination
Interviews booked quickly.
- Interview scheduling
- Panel coordination
- Scorecard collection
- Candidate reminders
Offers and candidate care
Candidates informed from first contact to offer.
- Stage-by-stage updates
- Offer preparation for approval
- Offer conversations
- Rejection messages
Recruiting operations
A hiring process you can measure.
- Applicant tracking system setup and upkeep
- Pipeline reports
- Funnel and source analysis
- Hiring process documentation
How remote delivery works
How an RPO engagement runs.
Briefs and the interview process are agreed before sourcing starts, so nobody's time is wasted.
Step 1: Plan
Open roles, priorities, budgets and hiring managers confirmed.
Step 2: Brief
Role briefs, scorecards and interview steps agreed per role.
Step 3: Source and screen
Candidates sourced, screened and shortlisted against the brief.
Step 4: Interview and offer
Interviews scheduled, feedback collected and offers coordinated.
Step 5: Report and improve
Weekly pipeline reports and a monthly review of the funnel.
Hiring decisions are always made by your managers. Candidates are never charged, and Nexoryl doesn't employ or supply the people it recruits.
Scope and boundaries
What's included, and what stays with you.
Nexoryl runs the process. You choose and employ the people.
Included
- Role briefs, adverts and scorecards
- Sourcing on job boards and LinkedIn
- Screening calls and shortlists
- Interview scheduling and coordination
- Offer coordination and candidate communication
- Applicant tracking system upkeep and reporting
Not included
- Hiring decisions
- Employing, supplying or placing staff
- In-person interviews or assessment centres
- Employment law or immigration advice
- Charging candidates any fee
What you provide
- Approved roles with salary ranges
- Hiring managers available for briefs and interviews
- Access to your applicant tracking system
- Your offer approval process
Tools and platforms
Where the work happens.
In your applicant tracking system, so every candidate record stays yours.
- Applicant tracking
- GreenhouseLeverWorkableTeamtailorAshby
- Sourcing
- LinkedIn RecruiterJob boardsTalent pools
- Scheduling and interviews
- CalendlyGoogle MeetMicrosoft TeamsZoom
- Assessment
- Your skills testsOnline assessment tools
Named as examples of tools we work in. They don't imply a partnership or certification.
Measurement
How a recruiting department is measured.
Speed and quality of hiring, reported weekly per role.
Speed
- Time to fill
- Time to first shortlist
- Interview scheduling time
Quality
- Shortlist-to-interview ratio
- Offer acceptance rate
- Hiring manager satisfaction
Candidate experience
- Response time to candidates
- Candidates updated at every stage
- Candidate feedback
Funnel
- Applicants by source
- Drop-off by stage
- Roles open longer than target
These are measurement categories, not promised figures.
Who does the work
The people running your hiring.
Sized to the number of open roles and how specialised they are.
Talent Acquisition Lead
Owns the hiring plan, briefs and weekly pipeline reports.
Recruiters and Sourcers
Find, screen and shortlist candidates for each role.
Recruiting Coordinator
Schedules interviews, collects feedback and keeps candidates informed.
A good fit when
- You hire regularly and roles stay open too long
- Hiring managers spend hours scheduling and screening
- Candidates complain about slow or silent processes
- You don't know where candidates drop out
Probably not the right fit when
- You need temporary or contract staff supplied
- You need in-person assessment centres run
- You hire one person a year
Ways to start
Three ways to begin.
A defined set of roles is the easiest way to see how the team works.
Hiring plan review
Open roles, process and applicant tracking system reviewed, with a plan.
Hiring project
A defined set of roles recruited end to end.
Managed recruiting department
Ongoing recruiting on a monthly retainer.
Fees depend on role volume, seniority and scope, and are agreed after the review. Candidates are never charged.
Questions
Questions about recruitment process outsourcing.
If your question isn't here, email us. Most answers depend on the roles you hire.
What is RPO?
Recruitment process outsourcing: an external team runs some or all of your hiring process for people you employ directly, working in your brand and your applicant tracking system.
Is RPO the same as a recruitment agency?
No. An agency supplies candidates for a fee per hire or employs temporary staff. An RPO team works as your recruiting function, and you employ every hire directly.
Do you supply or employ staff?
No. Nexoryl recruits people for you to hire and employ directly. It doesn't supply, employ or place staff.
Do candidates pay anything?
Never. Candidates are not charged at any stage.
Can recruiting be done remotely?
Yes. Sourcing, screening calls, video interviews, scheduling and records in your applicant tracking system all happen online.
Who makes the hiring decision?
Your hiring managers. The department provides shortlists, coordinates interviews and collects feedback; decisions stay with you.
Which applicant tracking systems do you use?
Greenhouse, Lever, Workable, Teamtailor and Ashby, among others.
What do you need from us to start?
Approved roles with salary ranges, hiring managers available for briefs and interviews, access to your applicant tracking system, and your offer approval process.
Next step
Hire faster without losing good candidates.
Tell us which roles are open and where hiring slows down. We'll review the process and propose how to run it.