TTC AMA: RPO - Demystifying RPO

Thank you to all who participated in The Talent Community’s recent Slack-based AMA on RPO’s. Your insightful questions and active engagement made the session a resounding success.

Our panellists included three leaders in the RPO and Embedded space: Lauren Vint-McGee, Managing Director at Scede; Martin Dangerfield, Founder of Immersive; Georgia Tooley, Senior Talent Partner at Elements. The session was facilitated by Jonny Hiles, TTC Community Manager and Talent Acquisition Lead at Answer Digital.

Their collective expertise provided a deep dive into how RPOs and Embedded companies work with businesses, and how their consultants seamlessly integrate into organisations to add value.

The Evolution of the Embedded Recruitment Model

The discussion opened with an exploration of the embedded recruitment model, particularly in the face of economic pressures. Martin discussed the move by embedded firms operating on a ‘blended’ model. A mix of employees and contractors for short-term projects, highlighting that the value embedded firms offer goes beyond mere staffing. He added that the contractors used are ‘repeat’ contractors that have worked with him before so are proven and the client gets a known quantity. He pointed out that these firms provide clients with accountability and consistency, which can be more cost-effective than direct contractor hires.

Georgia expanded on this by addressing concerns about the viability of embedded firms following the pre-pack administration of Elements. She assured that the embedded model remains robust, with firms like Elements continuing to thrive under new investment, ensuring quality through a rigorous vetting process for both full-time employees and contractors.

Industry Insights and Trends

When asked about the industries most reliant on their services, Lauren noted the diversity of demand, from start-ups and scale-ups requiring comprehensive team support to larger corporations needing specific assistance. She emphasised that there is no one-size-fits-all solution, as requirements vary significantly depending on the business's size and sector.

Martin shared similar insights, highlighting that their services cater to businesses of all sizes, from start-ups to large enterprises, particularly in the technology and pharmaceutical sectors. He noted that mid-level companies often engage embedded firms to bring recruitment in-house or to replace agency models, while start-ups seek more strategic partnerships to take their hiring seriously.

Advice for delivering value

One of the most valuable segments of the AMA was the advice to those trying to add as much value as possible. Lauren stressed the importance of fully integrating with the client’s team, adopting their values, and prioritising customer needs over mere sales goals. This approach, she noted, has been central to Scede’s success over the years.

Martin echoed Lauren’s advice, urging professionals to develop a client-centric mindset and to work towards building a collaborative relationship with clients as early as possible. He emphasised that thinking like the client is key to delivering effective results.

Measuring Success

The panel also discussed how success is measured in talent acquisition projects. Georgia highlighted that metrics can vary depending on the project’s objectives, ranging from growth-focused metrics like the number of hires and time to hire, to improving stakeholder relationships. Martin added that success is often gauged by reductions in agency reliance and positive feedback from hiring managers and candidates.

Lauren concluded by stressing the importance of client satisfaction, noting that the ultimate measure of success is whether clients would eagerly recommend the service to others.

Cultural Fit and Client Representation

Finally, the panellists underscored the importance of cultural fit when placing talent acquisition professionals within client projects. They agreed that understanding and aligning with a client’s culture is critical for ensuring seamless integration and effective representation.

In conclusion, this AMA offered a wealth of practical insights and advice for those seeking to understand the RPO/Embedded model, and how they bring value to the organisations they partner with. We extend our gratitude to Lauren, Martin and Georgia for their contributions and look forward to continuing these conversations within our community.