A Recruitment Process Outsourcing (RPO) partner can be a powerful ally to streamline hiring, reduce costs, and access top talent faster. But not every partnership stands the test of time.
As your business evolves, your talent acquisition strategy needs to evolve with it, and if your RPO partner isn’t keeping up, it might be time to rethink the relationship.
Here are five telltale signs that you've outgrown your RPO vendor and what to look for in a new partner.
Your RPO provider should be able to show you concrete impact: improved time-to-fill, higher-quality candidates, and better hiring manager satisfaction. If key metrics are vague, outdated, or not being tracked at all, your partner may be operating in “process for process’s sake” mode rather than delivering strategic value.
Great RPO partners hold themselves accountable and bring full transparency to performance. For example, at Hueman, we provide our partners with detailed weekly reports, frequent recruitment KPI review meetings, and continuous updates on progress.
Our partners always know where things stand, with real-time access to the data that matters most.
RPO shouldn’t feel transactional. Your hiring partner should act as an extension of your internal team, deeply understanding your culture, goals, and challenges. If communication feels distant or templated, and your partner doesn't tailor their service to your unique needs, you're not getting the RPO partnership you deserve.
A good RPO partner doesn’t just deliver talent; they should build trust, drive alignment, and grow with you. At Hueman, we take a high-touch, relationship-driven approach. Our partners work directly with a dedicated team, including recruiters, tactical managers, directors, and executive sponsors who fully invest in your success.
As your organization grows or shifts, your RPO partner should adapt with you. If they’re stuck delivering the same service package they did years ago, you’re likely not getting the agility or strategic support you deserve.
If you’re locked into a rigid contract with little flexibility, you may want to reconsider. A good RPO partner will offer flexible recruitment solutions and resources that can quickly ramp up or scale down based on your evolving needs.
Recruitment technology should streamline your hiring process, not create bottlenecks. If your RPO provider is lagging on innovation or pushing platforms that don’t integrate well with your systems, that’s a red flag.
The right partner brings innovation to the table—leveraging technology to simplify, not complicate. For example, we use Hueman AI to automate time-consuming recruitment activities so our recruiters can hire faster and more efficiently. We also partner with 90+ tech vendors, ensuring our partners have access to the most advanced tools available.
Every candidate's interaction is a reflection of your brand. If your candidates are experiencing poor communication, delays, or inconsistent messaging, your reputation may be taking a hit. In today’s competitive talent market, that can cost you top-tier employees.
If you’re noticing candidates dropping out of the process, expressing frustration publicly, or sharing negative reviews about your company, this could indicate a poor candidate experience. High candidate dropout rates and low referral levels also signal a poor experience that can hurt your employer brand and make it harder to attract top talent.
Change can feel risky, but staying stuck with an RPO vendor who can’t meet your needs is a bigger risk.
If you want to work with a true RPO partner, we’ve built a friendly transition process designed to help you break free from your existing relationship and discover a better way to RPO with Hueman.
Transitioning away from your RPO provider doesn’t have to be disruptive. Instead, it’s a powerful opportunity to reset, refocus, and invigorate your hiring strategy.
Connect with our team today, and let’s transform your recruitment approach together!