Hiring model and governance
- Map the current process and bottlenecks
- Agree ownership between HR, hiring managers and HRBS
- Set service levels and a reporting framework
HR consultants and RPO partner
RPO services in India: recruitment process outsourcing
Outsource part or all of your hiring with a partner that designs the process before running it. HRBS sets the hiring model, service levels and reporting, then runs recruitment with a team aligned to your brand and hiring managers.
- HR consultants first
- Full or partial RPO
- Agreed metrics and weekly reporting
- Data kept in our IT environment
Is it the right fit?
Is RPO the right hiring model for your business in India?
RPO pays off when hiring is repeated, measurable and shared between HR and hiring managers. As HR consultants, we test your volumes, roles and process first, and tell you if staffing, search or an internal hire fits better.
For single roles, see IT staffing or executive search. For the full talent plan, see Global Talent Acquisition.
RPO is a strong fit when…
- You hire repeatedly across roles, teams or locations
- Your internal team is stretched and time-to-hire is slipping
- You want one accountable partner and one set of hiring metrics
- You are scaling a new site, business or team in phases
- You also need hiring-related HR operations support
Look at other routes when…
- Hiring volumes are very low or one-off
- Hiring managers will not commit to timely feedback
- The employer brand or offer is not yet competitive
- You need a single senior hire (see executive search)
Our role
HR consultants who run recruitment: how HRBS delivers RPO in India
HRBS is an HR consultancy that runs recruitment. We design the hiring model first, then operate it with clear service levels and reporting.
Recruitment operations
- Intake, sourcing, screening and scheduling
- Hiring-manager partnership and feedback loops
- Offer management and joining follow-up
Measure and refine
- Weekly funnel and time-to-hire reports
- Source-quality and drop-out review
- Quarterly review of the model with leaders
How we work: HRBS acts for the hiring organisation. The RPO model, service levels, fee terms and replacement terms are agreed in writing before work begins. Where your volumes or process do not justify RPO, we say so. Candidate and client information is treated as confidential.
Scope
What RPO with HRBS includes
Scroll to move through the RPO model. Each card shows what the component covers and what HRBS does. Scope is agreed in writing for each client.
Process and volume review
Understand how you hire today and what volumes to plan for.
- Hiring plan and role families
- Current time-to-hire, sources and drop-outs
- Hiring-manager and HR responsibilities
HRBS does: Review and report on where RPO adds value, and where it does not.
Model and service levels
Choose the scope: full, partial or project RPO.
- Scope by role family or location
- Service levels and escalation
- Governance and review cadence
HRBS does: Draft the model and agree it with HR and business leaders.
Hiring-manager intake
Start every requisition with a clear brief.
- Role brief and scorecard
- Pay band and approvals
- Timeline and interview panel
HRBS does: Run structured intake sessions and record the brief.
Sourcing
Reach the right candidates through the right channels.
- Job posts, databases and networks
- Referral programme support
- Campus and local channels where relevant
HRBS does: Plan and run sourcing with source tracking.
Screening and scheduling
Move candidates smoothly and fairly.
- Consistent screening
- Interview scheduling and reminders
- Candidate communication
HRBS does: Operate the screening and scheduling process.
Assessment and feedback
Help managers decide quickly and fairly.
- Structured interview guides
- Feedback within agreed timelines
- Shortlist summaries
HRBS does: Coordinate feedback and keep decisions moving.
Offer to joining
Reduce drop-outs between offer and joining.
- Offer approvals and letters
- Candidate engagement till joining
- Joining documents and onboarding handover
HRBS does: Manage offers and joining follow-up.
MIS and HR operations support
See hiring performance in one place.
- Weekly funnel, time-to-hire and source reports
- Drop-out and offer-acceptance trends
- Hiring-related HR operations support where agreed
HRBS does: Report weekly and review the model with leaders each quarter.
Confidentiality and data
Candidate data, confidentiality and AI use in recruitment outsourcing
Running recruitment means handling a large amount of personal data. This is how HRBS handles it.
How your hiring is protected
- Written confidentiality terms agreed for every engagement
- Need-to-know access and named contacts
- Clear rules for use of your brand name in outreach
Where information lives
- Candidate and client data is handled within HRBS's own IT environment
- Access limited to the team on your account
- Retention and deletion as agreed with you, aligned with the DPDP Act
How AI is used
- Where AI tools assist, we use standard AI models inside HRBS's IT environment only
- AI supports research and drafting; people make hiring judgements
- Candidate and client data is not shared outside that environment for AI use
This is a description of our working practice, not legal advice. HRBS is an HR consultancy, not a law firm; legal opinions are provided by qualified counsel.
Why HRBS
Why choose HRBS for RPO services in India
We are HR consultants first. That is why our RPO starts with process design and ends with measurable hiring outcomes as well as volume.
01
HR consultants first, with 25+ years of combined team experience
We started as an HR consultancy: policy, process, compliance and people practices. Search and staffing mandates are shaped by that practice, not run as CV forwarding.
02
Diagnosis before search
We test the role for fit with your strategy, structure and pay before approaching a single candidate, so the brief is one the market can actually fill.
03
Confidential by design
Named contacts only, need-to-know access and written confidentiality terms for every mandate.
04
Data stays inside our environment
Candidate and client data is handled within HRBS's own IT environment. Where AI tools assist, we use standard AI models inside that environment only.
05
Honest about limits
We tell you when a role is unrealistic, when a search should wait, or when an internal move is the better answer. We do not promise timelines or outcomes we cannot control.
06
Advice that continues after the offer
Onboarding, a structured check-in and HR advisory support help a senior hire settle, because a leadership hire is only a success once it holds.
What you get
RPO deliverables, engagement model and what you decide
What HRBS delivers, how an RPO is structured, and where your decisions sit.
What HRBS hands over
- Process and volume review
- RPO model, service levels and governance
- Intake templates and interview guides
- Weekly hiring MIS
- Quarterly review pack
- Process improvement recommendations
How it is structured
- Full, partial or project RPO, agreed in writing
- Fee terms and replacement terms set out before work begins
- A named account lead and a weekly reporting rhythm
What stays with you
- Hiring plan, budget and pay bands
- Final selection and offer approval
- Employer brand and offer content
- Legal terms of employment, with your own counsel
For MSME clients
RPO support for MSMEs and growing businesses in India
Growing businesses often hire in bursts without a recruitment team. HRBS can scope a lighter RPO, with review and employer-brand support so you hire consistently. Scope and effort are agreed in writing to suit your size.
Hiring-process review
- Review of how you hire, who decides and where time is lost
- Review of pay bands and the candidate experience
- A short written note on what to fix first
Employer review support: AmbitionBox, Google and others
- Review how your organisation appears on AmbitionBox, Google and similar platforms
- Claim and complete company profiles with accurate information
- A fair, voluntary process for inviting honest feedback, plus factual replies to reviews
Employer-brand level support
- A clear company story and role pitch
- Content for the careers page and outreach
- Guidance on your LinkedIn company presence
HRBS does not write, buy or post reviews on anyone's behalf, and does not promise ratings; feedback must come from real employees. Fee terms are agreed in writing before work begins.
How it runs
RPO in India: from first call to a running hiring engine
Stage 1
Review
Review your hiring plan, process and metrics, and agree whether RPO fits.
Stage 2
Design
Define scope, service levels, governance and written terms.
Stage 3
Set up
Agree intake templates, tools, reporting and hiring-manager roles.
Stage 4
Run
Operate sourcing, screening, scheduling and offer management.
Stage 5
Measure
Report weekly on funnel, time-to-hire and drop-outs.
Stage 6
Improve
Review quarterly with leaders and refine the model.
Questions
RPO services in India: frequently asked questions
What is recruitment process outsourcing?
RPO is an arrangement where a partner runs part or all of your recruitment function, usually with agreed service levels, reporting and a dedicated team. It differs from one-off staffing because it manages a continuing hiring process.
What RPO models does HRBS offer?
Full-scope RPO, partial RPO for selected stages or roles, and project RPO for a defined hiring push. The model is agreed in writing based on your volumes and process.
When is RPO not the right choice?
When hiring is rare or one-off, when hiring managers cannot commit to timely feedback, or when the offer is not yet competitive. In those cases we suggest staffing, executive search or process fixes first.
What metrics will we see?
Weekly funnel, time-to-hire, source quality, offer acceptance and drop-out reports. We agree the metrics and targets with you at the design stage and do not promise outcomes that depend on your decisions.
Do your recruiters work on-site?
Where the model needs it, yes. The balance between on-site and remote support is agreed during design.
How is candidate data handled?
Candidate and client information is handled within HRBS's own IT environment. Where AI tools assist, we use standard AI models inside that environment only, and people make hiring judgements.
Do you offer replacements?
Replacement terms depend on the role and the model and are set out in the written agreement.
Can an MSME use RPO?
Yes, in a lighter form. For MSMEs we scope the model to your size, and can add review and employer-brand support. Fee terms are agreed in writing first.
Can RPO include HR operations support?
Where agreed, yes. Hiring-related HR operations such as onboarding documents and records can be included. Wider HR operations outsourcing is scoped separately.
What do you need to start?
Your hiring plan, role families, current process and metrics, hiring-manager contacts and approval flow. With those we complete the process and volume review.
Related HRBS services
HR services that support RPO
Talent acquisition
Global Talent Acquisition
Hiring across levels and geographies.
TechnologyIT and Technology Staffing
Defined technology roles and project teams.
LeadershipExecutive Search
Senior and confidential hires.
Employer brandEmployer Branding and Talent Acquisition
Make your roles more attractive.
SystemsDigital HR Transformation
HR platforms and systems for hiring and onboarding.
AdvisoryFractional CHRO and HR Consultancy
Senior HR leadership for talent strategy.
Next step
Discuss an RPO model with HRBS
Talk to HRBS, your HR consultants and RPO partner in India. One 30-minute call to understand your hiring and agree a clear next step, with fee terms set out in writing before any work begins.
Hiring outcomes depend on the roles, the market and decisions on both sides, and are not guaranteed. This page is a general description of our approach and not legal advice.