When entering a new market, most companies follow this simple pattern. And they fail.
Outsource a few roles to agencies, hire fast, adjust later.
The result?
Inconsistent quality. No process. Limited candidate experience.
If you’re serious about building a long-term presence, especially in competitive markets like Poland, you need more than just a list of CVs.
You need a scalable, repeatable system.
That’s where RPO (Recruitment Process Outsourcing) comes in – a model where a dedicated team manages your recruitment end-to-end, as an extension of your business.
We’ve helped dozens of companies switch from contingency hiring to RPO, often mid-expansion. As hiring accelerates, the cracks appear:
• Too many processes running in parallel.
• No visibility into what’s working.
• Candidates getting lost. Teams missing deadlines.
So, how can RPO actually help you?
What is RPO?
- Dedicated recruitment team working as your inhouse function
- Full process ownership: sourcing, screening, coordination
- Tools, reporting, candidate communication under your brand
- Strategic input and real-time optimization
Key benefits of RPO during expansion
- Faster, more predictable hiring
- Unified candidate experience
- Market insights and salary benchmarking
- Lower long-term cost per hire
- Scalable process aligned with growth plans
When to choose RPO?
- Entering a new market
- Opening a tech hub
- Hiring across multiple roles or locations
- No internal HR or TA team
- Need for consistent quality and employer branding
Common misconceptions
- “RPO is only for large companies” → It works for companies of all sizes
- “It’s expensive” → Often cheaper over time
- “It’s too complex” → Can be launched in weeks with the right partner
