Mass hiring is always a stress test for the recruiting team. When a business announces a plan to add 80 people per quarter, the hiring department finds itself in the eye of the storm:
- recruiters are overloaded and losing focus,
- hiring managers are dissatisfied with the slow pace of hiring,
- candidates are dropping out due to delays,
- the business expects results "yesterday."
And it's you who are responsible for ensuring SLAs are met and the team doesn't burn out along the way.
Where the process usually stalls
- Unfocused team
Recruiters are simultaneously managing 10+ different roles (junior → senior → specific technical). The result: quality declines, time-to-hire stretches.
- No centralized analytics
Candidate data is scattered: in an ATS, spreadsheets, Slack. You only see part of the picture. Forecasting is difficult.
- Feedback Delays
The average response time after an interview is over 4 days. During this time, 40% of strong candidates have already accepted other offers.
- Team Burnout
When recruiters are simultaneously sourcing, taking prescreens, following up with managers regarding feedback, and writing emails, mistakes are inevitable.
What can be done now
- Break the plan into waves
Instead of "80 hires," think "first wave - 20 critical roles, then the second." This provides transparency for the team and the business.
- One analytics pipeline
Even a Google Sheet with a dashboard is better than the chaos of multiple spreadsheets. An ATS with time-to-hire, conversion rate, and pipeline velocity metrics is ideal.
- Feedback ≤ 48 hours
Implement an SLA: same-day feedback from the hiring manager. Track it as a KPI.
- Delegate routine tasks
Reminders, sourcing, and correspondence can be outsourced to external recruiters. Your team should remain focused on interviews, assessments, and culture.
How RPO (Recruitment Process Outsourcing) Works
RPO = an external team integrated into your process and operating as part of your department.
- Integration: We connect to your ATS, manage your email/Slack, and communicate with candidates on your behalf.
- Control: You remain the process leader. We take on some vacancies and remove the routine.
- Transparency: You retain all analytics. Weekly reports on SLAs, time-to-fill, and conversions.
- Scalability: You bring on additional recruiters when needed without risking team burnout.
A Real Case: 50+ Hires with Relocation
An international company with offices in Cyprus, Portugal, and Bulgaria set a goal to quickly scale its team. During the first stage, they needed to fill over 50 technical positions with relocation.
We integrated into the client's team using the RPO model: we worked in their ATS, communicated with candidates on behalf of the brand, and managed 6-10 vacancies simultaneously.
To minimize the risk of relocation, we created a candidate guide, analyzed candidate markets, and centralized the pipeline for managers.
Results:
- 50+ vacancies filled in 5 months;
- Every 5th candidate received an offer;
- Relocations went smoothly, and the client's team retained control over the process.
Is RPO right for you?
If you have 10+ open positions at a time, you're definitely feeling overwhelmed. RPO will help you maintain SLAs, keep your team on track, and meet your plan. This is especially true if you need to fill more than three positions. An experienced IT Recruitment Agency operating in RPO mode is precisely the solution built for this.
Schedule a 30-minute consultation: we'll show you how RPO integrates into your process and what results you can expect in your niche.
