The race is on. And you’re already late.
Hiring in tech is still a speed game.
And a frustrating one.
There are tools, ATSs, AI, freelance recruiters, agencies - you name it.
Yet the same issues keep popping up:
- “We don’t have time.”
- “We’ve interviewed 12 and still have no fit.”
- “The hiring manager is burning out.”
That’s where RPO - Recruitment Process Outsourcing comes in.
But forget the acronym for a second. This isn’t about outsourcing in the traditional sense. It’s about plugging someone into your team who owns the hiring process as if they were one of you.
Someone who gets things done.
“Wouldn’t it be better to hire someone in-house?”
Sure.
If you’ve got time to recruit them.
And onboard them.
And if you have processes in place.
And a steady hiring flow.
And budget to keep them during slow months.
Spoiler: 80% of the tech companies I talk to don’t have that.
And even when they do, in-house talent often gets buried in chaos: vague job descriptions, broken feedback loops, candidates stuck in limbo.
A real case: 7 hires in 2 months. No drama.
One of our clients came to us with a clear challenge:
They needed to hire 7 people in just 2 months.
They had no internal recruiters. No structured process. No time to lose.
Here’s what we did:
- Assigned one of our recruiters full-time to the project
- Defined clear alignment with hiring managers
- Automated part of the sourcing
- Set clear intake channels and triage logic
- Provided weekly reports with live insights
The result?
All roles filled, on time.
Smooth coordination.
Client extended the engagement for new hiring needs.
What changes when you bring in an RPO?
- Accountability has a name.
- You know who’s in charge.
- And that person is there to hire. Nothing else.
- Your process gets lighter.
- We cut the noise: unclear roles, ghosted candidates, interview chaos.
- Culture gets respected.
- Because our recruiter embeds in your team.
- They talk to your leads.
- They understand the tone, mindset, and fit.
“What if I only need help for 3 months?”
Even better.
Project-based RPO is designed exactly for that: temporary bandwidth gaps, product launches, new markets.
We come in, solve the problem, and step out.
No legacy. No overhead. No drama.
At AryaHub, we’ve done this with startups, scale-ups, and even multinationals going through transitions.
The logic is always the same:
Recruitment as a service. Results as a mindset.
Good hiring is still a competitive edge.
If you’re scaling and still think “hiring is just posting a job ad,” you’ll lose to the ones who treat it as a process.
If you’re afraid an RPO won’t “get” your company, maybe the issue is that your company doesn’t explain itself clearly.
If you think “RPO is expensive,” do the math on the cost of keeping one role open for 3 months.
