Workforce demand & role calibration
Clarify vacancy priorities, role expectations and hiring requirements before sourcing begins.
Waytogo Talent Solutions / RPO
Recruitment ownership with the flexibility your business needs.
Build a more consistent hiring process with managed sourcing, screening, coordination and recruitment visibility. From recurring sales and operations hiring to specialist and high-volume mandates, engagement models adapt to your requirements.
Recruitment operating model
Clarity at every hiring hand-off.
Workforce demandPriorities & role scope
Sourcing & screeningCandidate engagement
Selection coordinationInterviews & offers
Joining & reviewFollow-through & insights
A service workflow illustration — not a live software dashboard.
The business challenge
When hiring becomes urgent, structure matters.
Unplanned vacancies, dispersed hiring managers, inconsistent shortlists and offer dropouts can put pressure on small HR teams and fast-growing businesses.
Our approach focuses on clear role briefs, defined recruitment ownership and a practical cadence for tracking progress and resolving exceptions.
Tell us about your hiring needsWhat Waytogo manages
Recruitment support from brief to joining.
Responsibilities and delivery commitments are agreed for each engagement. Our managed recruitment services can cover the following areas.
Sourcing strategy & engagement
Plan appropriate channels and coordinate candidate engagement against an agreed brief.
Screening & shortlisting
Support initial screening and present relevant shortlists for client selection.
Interview & offer coordination
Organise interview schedules, offer-stage follow-up and joining communication.
Pipeline reporting
Review vacancies, stage ageing, source mix and recruitment conversion information.
Recruitment governance
Set a review cadence, escalation path and accountability appropriate to the engagement.
Flexible engagement models
A recruitment partnership shaped around your demand.
From shared support for recurring needs to managed hiring programmes and separately scoped specialist search.
RPO Select
For smaller, repeat hiring requirements supported through shared delivery capacity.
Discuss this modelRPO Managed
For defined hiring volumes with agreed account governance and delivery capacity.
Discuss this modelRPO Scale
For larger or clustered hiring drives needing a scalable, coordinated delivery model.
Discuss this modelSpecialist / Executive Search
For complex, confidential and leadership mandates where specialist search terms apply.
Discuss this modelOur operating process
Clear responsibilities. Consistent follow-through.
Our recruitment process is organised around practical hand-offs, agreed client decisions and periodic review.
Plan priorities
Review vacancies, hiring demand and business-critical roles.
Agree the brief
Confirm job scope, sourcing approach and responsibilities.
Shortlist & coordinate
Support screening, interview logistics and selection activity.
Follow through to joining
Coordinate offers, pre-joining engagement and handover.
Review & refine
Discuss progress, conversion, exceptions and lessons for the next cycle.
Recruitment visibility
Know what is moving, and what needs attention.
Clients can agree a recruitment reporting format and review cadence appropriate to their mandates. These are examples of information an engagement may track, not guaranteed performance results.
Open positions
Time in stage
Source mix
Shortlist conversion
Offers & joining conversion
Ageing vacancies
Agreed service commitments
Where RPO can help
Designed for different hiring environments.
Service scope follows role complexity, hiring volume, geography and the client's operating arrangements.
Recurring sales & operations hiring
Provide continuity for teams with repeated frontline or operational vacancies.
Multiple locations & hiring managers
Coordinate interviews and shortlist decisions across a wider business footprint.
Specialist & confidential mandates
Discuss role-specific search requirements and separate commercial terms.
Commercial approach
Scoped for the assignment. Not one-size-fits-all.
Commercials depend on hiring volume, role mix, compensation levels, simultaneous vacancies, location, recruiter capacity and process scope. Specialist or executive searches may be contracted separately.
Replacement, offer-dropout and service terms are mutually agreed. We do not publish a universal fee schedule for RPO engagements.
Frequently asked questions
A few useful answers before we begin.
Is RPO only for large organisations?
No. Our delivery model can be configured for recurring needs at different scales.
Can specialist leadership positions be included?
They can be coordinated within the overall partnership, but may require separately agreed search terms.
How do you address candidate dropouts?
We track reasons, support pre-joining engagement and review conversion rates with the client. Service responsibilities are agreed in the contract.
Discuss your recruitment plan
Let us understand your requirement.
Tell us what you are trying to improve. We will recommend an appropriate service or combination of services.