RPO as AN extension of your team
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Job description
RPO as AN extension
of your team
If you need extra hands, embed experienced recruiters into your talent acquisition team for as long as you need.
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FULLY aligned with your business goals
Most RPO models stop at delivery, ours are built for ownership.Built in two models – RPO or IHTA – we embed recruiters into your teams fully align to your hiring goals.
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A full extension of your team
We fully integrate with your goals, culture, and definition of success.
Built on partnership, not just delivery
We continuously refine the process to improve outcomes.
Candidate experience
And employer branding by design.
More value than a typical RPO
Extra perks, strategic and deeply aligned with your business.
in-house recruitment
outsourcing includes
Scaling tech teams requires more than just sourcing CVs or interviews.It requires market knowledge, high alignment with your teams, and consistent delivery.
A dedicated recruiter
Fully focused on filling your open vacancies.
A project manager
Ensuring alignment and high-quality delivery.
RPO | RECRUITMENT PROCESS OUTSOURCING
In-house Recruiters
Work with recruiters who best fit your needs and integrate them into your team for 3, 6, or +12 months.
Landing.Jobs platform subscription
Empower your team to proactively source talent at scale, integrate candidates into your ATS, and amplify your employer brand.
IHTA | IN-HOUSE TALENT ACQUISITION
Dedicated Project Manager
Working behind the scenes to ensure continuous team support and full alignment with your goals, recruitment processes, and stakeholders.
Service level agreement
We commit to a core set of result-driven metrics that ensure measurable results.
Recruitment Cockpit
Stay in control of your recruitment processes supported by a 360º overview platform, seamless process management, and valuable insights.
30 Day Guarantee
We commit to a core set of result-driven metrics that ensure measurable results.
Everything an
in-house RPO service can be
Each RPO model unlocks a different level of recruitment capability up to a full in-house setup.
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See how we raise the bar in RPO
Across different markets, team sizes, and hiring challenges, companies choose our RPO models to scale with consistency, ownership and results.Whether delivered by Landing.Jobs or Damia Group, the approach is the same: embedded recruiters, shared goals, and full accountability.
See how When fast growth broke Salsify’s recruitment model and how we fixed it
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How we secured 80 hires for OLX Portugal
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Achieving 89% offer acceptance for Wellhub
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Implementing their first portuguese Tech Hub from scratch
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From Silicon Valley to Lisbon: how we helped Bounce thrive in Europe
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smart companies choose us to help
hiring the best tech professionals
Got questions? We’ve got answers
What is Recruitment Process Outsourcing (RPO)?
Recruitment Process Outsourcing (RPO) is a hiring model where a specialised partner takes ownership of part or all of your recruitment process.At Landing.Jobs, RPO means more than delivering candidates, it means embedding experienced tech recruiters into your hiring flow, aligned with your business goals, team culture, and definition of success.
What’s the difference between Simple RPO and Advanced RPO?
We offer two RPO models, so you can choose the level of involvement that best fits your hiring needs:Simple RPO: As the traditional RPO setup, where senior recruiters accelerate your hiring by handling sourcing, screening, and delivery. Ideal when you need more hiring capacity and speed without building internal overhead.Advanced RPO: A fully embedded and structured RPO model built for companies that need deeper partnership, predictability, and strategic support. In addition to a dedicated senior recruiter, you also get:A Project Manager ensuring alignment, quality control, and continuous improvementMarket insights and talent intelligence to support long-term hiring strategyA 30-day replacement guarantee for added hiring securityDefined SLAs to ensure delivery consistency and accountabilityAccess to the Recruitment Cockpit, providing visibility into pipeline performance and hiring metricsLanding.Jobs sourcing subscription, expanding your reach into our tech talent communityBoth models are Recruitment Process Outsourcing solutions. The difference lies in the level of integration, operational structure, risk mitigation, and strategic depth you gain with Advanced.
Is RPO suitable for tech recruitment?
Absolutely! RPO works especially well for tech recruitment, where talent is scarce and speed matters. Our recruiters specialise in engineering, development, data, product, and IT roles, combining active sourcing, market knowledge, and close collaboration with hiring managers.
Can RPO be used for temporary or short-term hiring?
Yes, and that’s one of its biggest strengths! Our RPO model is ideal for:Temporary scalingGrowth spikesHiring task forcesCovering long-term absencesAll without hiring permanent internal recruiters, saving you long-term costs.
How quickly can an RPO project start?
Fast. Once scope, roles, and Service Level Agreements (SLAs) are aligned, we onboard recruiters and kick off really quickly, without unnecessary bureaucracy or disruption to your ongoing hiring.
Will the RPO recruiter really work like part of my team?
For sure! Our recruiters integrate into your tools, processes, and communication channels, working day-to-day with your hiring managers as if they were internal, backed by the Project Manager experience and support.
Who ensures quality and alignment during the RPO?
We do. Every RPO engagement includes ongoing oversight, and Advanced RPO also includes a dedicated Project Manager responsible for alignment, quality, consistency, and continuous improvement. You get control without the management overhead.
How do you measure success in RPO?
Success is measured differently depending on the RPO model in place.In Advanced RPO, performance is tracked through clear, agreed Service Level Agreements (SLAs). These typically cover:Sourcing activity and overall pipeline healthCandidate quality and interview progressionDelivery timelines and hiring outcomesThis model is built around structured accountability, visibility, and continuous performance tracking.In Simple RPO, success criteria are defined directly by the client, since the recruiter operates under your day-to-day direction and priorities. The focus is on increasing hiring capacity and execution speed according to your internal goals and processes.In both cases, the goal is the same, to deliver strong hiring results, with the level of structure and measurement varying by model.
What happens if results are not delivered?
We keep it simple and fair. If agreed SLAs are not met for two consecutive months, you can terminate the RPO contract with no cancellation fees. Is a low-risk deal, with our full accountability.
Is RPO a replacement for an internal Talent Acquisition team?
No, it’s an extension. Many companies use RPO (Recruitment Process Outsourcing).