Recruiting teams we run for
We embed a dedicated recruiting team inside your business — owning strategy, sourcing, screening, onboarding and reporting. Enterprise hiring power, measurable results, none of the overhead.
Others hand you coordinators and a dashboard. We embed senior recruiters who own the whole lifecycle — and report on what matters: fill time, cost per hire, and who is still there a year on.
Versus in-house baseline, first six months.
Fewer agency fees, one accountable team.
Measured every quarter, acted on.
Across four markets and ten practices.
Strategy, pipeline and delivery run through one accountable Rivago team — not a queue of tickets and a self-serve tool.
Embedded specialists work as an extension of your team — your careers page, your voice, your candidate experience.
Accountability doesn't end at the offer. We track first-90-days, retention and hiring-manager satisfaction — and optimise against them.
Ramp for a growth phase, wind down after it. Enterprise, project or hybrid — the model flexes to your hiring plan.
Agencies sell candidates. RPO gives you the whole hiring engine — and owns the outcome.
Your team owns the strategy and runs the pipeline. A staffing partner sources and places the individual roles you bring them — and the relationship ends at the offer letter.
We own the strategy and run the program end to end. Accountability runs through retention and performance, not just offers — with weekly reporting on the metrics that matter.
Rivago becomes your recruiting engine — strategy, brand, sourcing and reporting, owned by an embedded team that runs as part of your org.
Five stages, one accountable team. Enterprise, Project and Hybrid all run the same lifecycle, with the same rigor.
Talent strategy, market mapping, and the recruiter network behind every fill.
Industry-specialized vetting, structured interviews, references, and skills checks.
Offer support, hiring-manager handoff, and ramp tracking through the first 30 days.
First-90-days check-ins, retention monitoring, and hiring-manager satisfaction surveys.
Weekly reporting on fill time, cost per hire, and quality of hire — with continuous tuning.
Recruiters who live in your market — they know the titles, the pay bands and where the talent hides.
We were scaling from 200 to 600 people and our four-person TA team was drowning. Rivago stood up an embedded pod in three weeks, took over the whole funnel, and cut our time-to-fill by nearly half — while our internal team finally got to work on employer brand instead of firefighting.
The three signals that tell you it is time to outsource the function, not just the roles.
Fill time, cost per hire, quality of hire and retention — and how to hold a partner to them.
How an embedded pod goes from kickoff to first placements without breaking your brand.
A 30-minute strategy call with a senior partner — we review your hiring plan, propose an RPO model and quote a realistic ramp. No cost, no obligation.