Remote IT Recruitment Process Outsourcing (RPO) Services
Hire Nexera runs IT recruitment process outsourcing for companies hiring engineers continuously. A named recruiter works as part of your team, sourcing, screening, scheduling, and supporting offers under your employer brand, while you keep the hiring decisions and the final interview. We run remote RPO only, and every role we recruit for is remote or remote-first.
weeks scoping before roles go live
Key points
- A named recruiter embedded on your account, working under your employer brand
- Remote and remote-first roles only, told to you on the first call rather than three weeks in
- Screening against a written scorecard calibrated with your engineering lead before sourcing starts
- Weekly funnel reporting on five metrics, including where candidates drop out and why
- Permanent hires carry the 90-day replacement guarantee, with 92% still in seat at twelve months
- Scorecards, ATS configuration, and process documentation stay with you when the engagement ends
What our IT RPO services include
Every engagement covers the following:
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A named recruiter assigned to your account rather than split across a client list
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Sourcing across repositories, professional networks, and our pre-vetted pool, all under your employer brand
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Structured screening against a written scorecard, agreed in a calibration session before sourcing begins
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Interview scheduling and reminders at 24 hours and one hour, on both sides, with a debrief after every loop
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ATS setup and hygiene in Greenhouse, Lever, Ashby, or Workable: named stages, logged rejection reasons, and no candidate waiting more than five days for a status update
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Weekly funnel reporting: time to first shortlist, submit-to-interview ratio, interview-to-offer ratio, offer acceptance rate, and stage-level drop-off
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Offer support, including compensation framing and counter-offer preparation
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Job description and interview loop rewrites, because a badly written description is the cheapest thing to fix and usually the reason a pipeline is empty
One agreement covers the function from the scoping call to handover.
Book a scoping callWhy we run remote RPO only
Remote hiring is a different process, not the same process conducted over Zoom.
The sourcing pool is larger and less pre-filtered, so the 4 screening stages carry more of the weight. Interview loops have to be compressed rather than spread across two weeks of calendars. Compensation policy has to be settled before the first 20-minute screening call, because candidates ask. Offers close differently when the candidate has never seen the office and never will, which changes how the final 48 hours are handled.
A recruitment partner working both models runs one playbook, and Hire Nexera would rather run the right one. We built the process around remote and turn down the rest, which is why our recruiters do not need three weeks to work out how to schedule a four-stage loop across a six-hour time difference.
Book a scoping callWho IT recruitment outsourcing suits
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Companies hiring four or more engineers a quarter.
Continuous hiring is what makes an embedded recruiter cheaper than a per-placement model across a year of headcount.
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Engineering teams losing days a week to interviews.
When your senior engineers give up two days a week to interviews, the fix is process rather than more job ads.
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Roles that have been open longer than 90 days.
A pipeline stalled for 90 days is usually a briefing or process problem, and it does not resolve by trying harder at the same sourcing.
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Teams opening a function they have never hired for.
Without an internal benchmark for what good looks like, a scorecard built with a senior engineer on the panel is the safeguard.
Recruitment process outsourcing
One scoping call. Then roles go live
Tell us the hiring volume, the stack, and the roles you need filled this quarter.
- Scoping in one to two weeks
- First shortlist in five days
- 90-day replacement guarantee
How our RPO engagement works
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01
Scoping, Week 1 to 2.
We map open roles, the existing funnel, the interview loop, tooling, overlap requirements, and compensation bands. Nothing gets sourced until this is finished.
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02
Calibration.
Scorecards written per role, then tested against sample profiles with your engineering lead in the room, so both sides know what a three out of five means.
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03
Pipeline build.
We plan against roughly 100 sourced profiles per hire for a mid-level backend role, then adjust as real reply rates arrive.
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04
Screening and submission.
Candidates reach you with a technical score and scorecard notes, filtered to the top 3% of applicants for the role.
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05
Interview management.
Scheduling, reminders, debriefs, and a rule that no candidate waits more than five days for a decision.
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06
Offer and close.
Compensation framing, counter-offer preparation, and a confirmed start date before a role is marked closed.
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07
Weekly reporting, monthly review.
Numbers weekly, strategy monthly, including the roles we think should be repriced or rewritten.
Remote RPO only
Your process, run properly
We work inside your ATS, your scorecards, and your interview loop.
- Engineer-led screening
- International coverage
- One point of contact
What the best RPO solutions for candidate screening actually do
Two things separate screening from resume forwarding: a scorecard written before sourcing starts, and a calibration session where your engineering lead scores 2 sample candidates alongside the recruiter. After that, the mechanics of each stage matter.
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Structured over conversational.
Every candidate at a given stage answers the same questions in the same order. Unstructured interviews are pleasant and predict very little.
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Work samples over trivia.
A scoped task in the language the job actually uses tells you more than a whiteboard puzzle. Keep take-home tasks under two hours, or acceptance collapses among the senior candidates you most want.
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Remote readiness assessed deliberately.
Written communication, asynchronous decision-making, and evidence of shipping without supervision. A strong engineer and a strong remote engineer are not automatically the same candidate.
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Rejection reasons logged.
When six candidates fail at the same stage for the same reason, the problem is the brief rather than the market. That only becomes visible when the reason is written down.
International RPO services for remote teams
Three things change when the team is distributed, and ignoring them is why remote pipelines stall.
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Scheduling is the bottleneck, not sourcing.
A four-stage loop across mismatched working hours can stretch to three weeks of calendar time. We compress loops into a single day where the panel allows it, which is also the largest single lever on offer acceptance.
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Compensation needs a stated policy.
Decide before you post whether you pay one global band or adjust by location. Candidates ask in the first screening call, and an unresolved answer reads as a red flag.
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Asynchronous assessment beats live-only.
A short work sample plus one live conversation gets you further than forcing three synchronous interviews into a narrow overlap window.
The best RPO services for remote recruitment treat scheduling as a design problem rather than an administrative one. If you are comparing top RPO firms for hiring remote employees, ask each one how they run a four-stage loop across a six-hour time difference. The answer tells you whether they have done it.
Why choose Hire Nexera as your recruitment process outsourcing company
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We work in technology only.
IT professional resourcing for distributed teams is the whole business, which is why the recruiter on your account can tell a mid-level React developer from a senior one without asking you.
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Engineers run the technical assessment.
A senior developer in the candidate's own stack conducts the interview and writes the score. Recruiters coordinate; they do not grade.
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Vetting happens before the brief.
We keep a pre-vetted pool, so the first shortlist on a live role usually lands inside five business days rather than at the end of a four-week sourcing sprint.
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You get ratios, not status updates.
Weekly reporting shows where the funnel is breaking, including when the problem is your interview process rather than our sourcing.
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We hand it back.
The point of an IT recruitment outsourcing engagement is a hiring function that runs without us. Scorecards, ATS configuration, and documentation are yours when the engagement ends.
How we scope and quote
IT recruitment process outsourcing is quoted per engagement after the scoping call, and we do not publish a rate card, because the number depends on hiring volume, role complexity, and how much of the funnel you want us to own.
One note on affordable recruitment process outsourcing generally: compare total cost per hire across a year rather than the monthly fee. An engagement that looks cheap and fills four roles is more expensive than one that costs more and fills twelve.
You get the figure in writing after the scoping call, with the assumptions written next to it, alongside the timeline and the guarantee terms. Nothing is billed until you have signed.
Frequently Asked Questions
Start with the scoping call
Bring your open roles, your current funnel, and your interview loop, and we will scope them as a remote IT recruitment process outsourcing engagement. We will tell you on that call whether RPO is the right shape for your hiring volume, or whether per-placement staffing costs you less.
Book a scoping call