Data Driven RPO: strategic governance for your high-volume projects

Our most advanced service designed for high-volume projects that demand time compression and strategic coordination among all company stakeholders.

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Structured RPO: solving three essential needs through our proprietary methodology

When the volume of searches increases and time gets tight, the challenge is not just about numbers but mainly strategic. Managing more positions isn’t enough: you need to coordinate Hiring Managers, ensure project governance, and keep candidate quality high. Our R&D department has studied this kind of projects, developing tailor-made solutions.

With Data Driven RPO, we address three core needs: a quality candidate pipeline through Collaborative Recruiting® and technical Scouts; real-time collaboration via our proprietary dashboard to eliminate disorganized process management; and strategic governance backed by analytical data to strengthen HR team leadership.

Predictive analytics: turning operational data into strategic decisions

Together, we’ll decide which strategic metrics to keep an eye on. Examples include: candidate response rates to offers, their sources, and level of interest; the most compelling messages for candidates tracked via response rates; how much the salary offer influences decisions; how many candidates drop out and why; if any Hiring Manager resistance arises and how to overcome it; and if there are any process bottlenecks risking the loss of the right candidates.

Data Driven RPO isn’t body rental dressed up as headhunting: it’s strategic governance for HR, powered by proprietary technology and an agile methodology.

Together, we don’t just handle volumes, we turn complexity into measurable results.

This is just a taste
of our Data-Driven RPO

Interested in discovering the customizations we could tailor for you?

How will we work together, concretely?

Our dedicated Unit addresses the first essential need—quality candidate pipeline—using the Engage&Hire method and specialized Scouts who provide Hiring Managers with technically pre-evaluated candidates along with detailed reports. This approach frees Managers from preliminary interviews, letting them focus on strategic assessments.

The second need, real-time collaboration, is managed through our proprietary dashboard that eliminates fragmented email communications and endless document versions. Hiring Managers access a unified platform to view all candidates, leave feedback, and easily approve or reject profiles with just a click.

Every element is tracked automatically — interview dates, offers made, candidates paused — turning collaboration from a scattered process into a coordinated, fully traceable flow where the HR team isn't just a doer but the owner of strategic information.

Weekly iteration meetings: data-driven strategic governance

HR becomes the strategic leader of the project with real-time data allowing them to anticipate issues, inform Hiring Managers, and fine-tune offers. Our agile philosophy lets us adjust behaviors weekly based on solid evidence, not guesswork.

During the weekly iteration meetings, we present highly structured analytical slides created by our specialists that turn numbers into instant strategic insights. Together, we analyze emerging patterns: average response times from Hiring Managers by role type, conversion rates by sourcing channel, comparative offer analysis against the target market, and much more.

Every chart flags emerging issues before they turn critical, enabling timely strategic corrections grounded in hard quantitative evidence.

A circular process, designed in our labs to handle high volumes smoothly and efficiently.

Some of the strategic data
we'll share with you

In the next slides, you'll see some of the info we'll share during the weekly iteration meetings. Each chart anticipates issues and guides strategic decisions to optimize performance and results, and it’s customizable to show you exactly the data that makes a difference in your recruitment journey.

How fast is selection
in a department?

By comparing velocity data from one selection step to the next, we can spot potential bottlenecks. In this example, it’s likely that slowdowns between the HR interview phase and the making of offers caused a significant loss of candidates during the process.

Both your HR department and other areas involved in the recruitment journey gain huge benefits from these insights.

What did Reverse
do for you this week?

The trend of the curves shows that for the Naples division, we focused most of the operations in the first three weeks, with a follow-up tail. For candidates in Bologna, during week 3, it became necessary to redefine the job post, which led to broadening the talent pool (week 4). Finally, activities in the Catania area, with lower search volumes, remained steady over time.

Thanks to this slide, we keep you updated on the activities we carry out for you every week. We can decide together the level of detail of the information you want to receive.

How much does the
economic offer impact?

The Refusal Rate is the percentage of candidates, out of the total, who cannot be attracted by offering a certain compensation. In this example, with a salary of €33,000, about 60% of candidates (with 0 to 3 years of experience in the role) are lost.

Being aware of this information allows you to make well-considered decisions and assert them internally.

This is just a sneak peek
of our Data Driven RPO.
Interested in learning about the customizations we could create for you?

Leave us your contact details, an expert will get in touch to provide you with more in-depth information.

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