Can clients see recruiting progress themselves?

Yes. Each client or hiring manager gets a live portal with pipeline visibility, scorecards, and feedback, so SLA updates are a link, not a weekly report you assemble by hand.

For BPO & RPO Organizations

High-volume hiring for many clients. One command center.

BPOs and RPOs run recruiting as a production operation: many clients, many reqs, strict SLAs, and leadership that needs visibility across all of it. RecruiterPM was built for exactly that shape of work.

Book a demo → See pricing

BPO vs RPO

Two mandates. One platform underneath.

Outsourced delivery and embedded teams face the same operational challenges: volume, SLAs, and proving results to someone else.

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BPO: recruiting as a production line

You deliver hiring as a service across many clients and campaigns, often at high volume and against tight cost-per-hire targets. You need clean separation between accounts, ruthless automation at the top of the funnel, and rolled-up numbers for your own leadership.

✓ Client- and campaign-scoped pipelines
✓ Automated screening for high-volume roles
✓ Cost-per-hire and throughput dashboards

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RPO: embedded in your client's brand

You run all or part of a client's recruiting function under their name, to their SLAs. You need to look like an extension of their team, give hiring managers a real portal, and report time-to-fill and quality-of-hire back to a stakeholder who is watching closely.

✓ Hiring-manager portal & scorecards per client
✓ Branded career pages and req intake
✓ SLA, time-to-fill & quality reporting

Multi-client structure

Every client, cleanly separated. Every metric, rolled up.

Organize work by client and program, with pipelines, campaigns, and reporting scoped per account. Leadership sees production, ratios, and SLAs across the whole operation in one dashboard.

Client-scoped pipelines and Kanban boards
Per-recruiter and per-program metrics
Client portal for real-time transparency

RecruiterPM management report across programs: spend, jobs, and hires

Volume tooling

Run hundreds of reqs, not dozens

Automated screening triages high-volume postings automatically, organic job distribution keeps ad spend down, and mass email and SMS campaigns keep large candidate pools warm. The AI Notetaker documents every screen along the way.

Knockout screening that auto-advances and auto-declines
Organic + programmatic distribution across the major boards
Mass email & SMS with drip sequences

Run it like an operation

What makes outsourced recruiting scale

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SLA & program reporting

Track time-to-fill, submittals, interview-to-offer, and cost-per-hire per client. Roll every program up into one leadership view.

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Clean data separation

Each client's candidates, jobs, and notes stay scoped to their account, with role-based permissions so recruiters only see the programs they run.

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Client portals

Give every client or hiring manager a live pipeline view and a place to leave feedback. The transparency that renews contracts.

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Ramp & surge ready

Spin up a new program or absorb a seasonal spike with templated pipelines, automation, and bulk actions instead of new headcount.

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White-glove migration

Our team moves each client's data in. Resume and Contact Data migration is free, larger migrations are quoted by scope, so onboarding a program doesn't stall.

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Fits your stack

Email, calendar, telephony, job boards, and background-check providers connect so every program runs end to end in one place.

Questions

BPO & RPO FAQ

Can we keep each client's data separate?

Yes. Work is scoped by client and program, and role-based permissions mean recruiters only see the accounts they're assigned. Leadership sees across everything; a recruiter on Client A never sees Client B.

How does RecruiterPM handle high-volume roles?

Automated knockout screening auto-advances and auto-declines against your criteria. Organic and programmatic distribution puts each job on the boards where it performs, and mass email and SMS keep large pools warm. That's how a small team runs hundreds of open reqs.

Can our clients see progress themselves?

Yes. Each client or hiring manager gets a live portal with pipeline visibility, scorecards, and feedback. SLA updates are a link, not a weekly report you assemble by hand.

What's the difference between the BPO and RPO fit?

BPO teams lean on multi-client separation, volume automation, and cost-per-hire throughput. RPO teams lean on branded career pages, hiring-manager collaboration, and SLA and quality reporting under the client's name. RecruiterPM does both on one platform.

How is it priced for high-volume operations?

BPO and RPO programs use volume pricing tailored to your seats and programs. Bring one real program to a demo and we'll scope it with you.