RPO vs in-House Recruiting: Which Model Wins for IT Hiring?


May, 2023

RPO vs in-House Recruiting: Which Model Wins for IT Hiring?

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So you need to hire top tech talent for your company, but you're not sure whether to build up an internal recruiting team or partner with an RPO. It's an important decision that could make or break your ability to attract the best candidates. An RPO offers specialized expertise and resources to help you scale fast. But an in-house team gives you more control and institutional knowledge. There's no simple answer, but in my experience, for most IT hiring an RPO is the way to go. Here's why.

Understanding Recruitment Process Outsourcing (RPO)

So you need to hire top tech talent, but your internal recruiting team is struggling. It may be time to consider an RPO, or recruitment process outsourcing.

With an RPO, you hand over part or all of your recruiting to a third-party provider. They become an extension of your team and handle tasks like sourcing, screening, and hiring the best candidates. The major benefit? Access to specialized recruiters with expertise in IT roles.

RPO recruiters live and breathe tech hiring. They know how to find passive candidates on niche sites and forums, and they stay up-to-date with the latest job titles, skills, and salary ranges. All of this means they can fill your open IT positions faster.

An RPO also gives you flexibility. You can outsource all of your tech recruiting or start small by outsourcing just hard-to-fill roles. And if you need to scale your hiring up or down quickly based on business needs, your RPO partner can easily adjust. They have the infrastructure and experience to handle hiring surges.

Of course, outsourcing adds cost, but RPOs are often more budget-friendly than building an internal team. And by filling positions quicker, you’ll save money from role vacancies.

If you want to streamline your IT hiring and find the best technical talent, an RPO could be the answer. They have the resources and expertise to give your company a competitive edge. Why not give your recruiting a boost?

The Pros and Cons of in-House Recruiting

So you're trying to decide between recruiting in-house or outsourcing to an RPO. Both have their pros and cons, so let's break down what in-house recruiting looks like.

In-house recruiting means your company handles the hiring process themselves. The major advantage here is control. Your recruiters understand your company culture and needs best. They can also build long-term relationships with hiring managers and candidates.

However, in-house recruiting also means investing in resources and technology to attract top talent. It can be expensive to hire and train skilled recruiters, especially if you're hiring for niche or highly technical roles. Speaking of technical roles, like IT, in-house teams may lack the specialized expertise to recruit for these positions.

In-house recruiting also often means slower hiring. Your recruiters have to juggle multiple roles and may not be able to dedicate themselves to filling a position quickly. This can be problematic for high-demand tech talent.

While in-house recruiting may seem simple, it actually requires a major time and financial commitment to be effective. For companies focused on IT hiring, an RPO partner could provide faster, more targeted hiring at a lower cost. Of course, the final choice comes down to what level of control and investment makes sense for your organization.

RPO vs in-House Recruiting: Which Is Best for IT Hiring?

Cost Savings

With an RPO model, you only pay for the services you use, saving money that would otherwise be spent on employee benefits, office space, and technology resources. RPO providers already have the infrastructure and resources in place, allowing them to operate at a lower cost. They can also leverage their scale to negotiate lower fees from job boards, assessment companies, and other vendors.

Access to Specialized Talent

RPOs that specialize in IT and technical hiring have access to a vast network of candidates with niche skills. They’ve built relationships with candidates over time and can tap into their network to find qualified people for hard-to-fill roles. In-house teams, on the other hand, are limited to candidates who apply to their jobs and the referrals they can source themselves.

Improved Quality of Hire

With industry expertise and advanced recruiting tools, RPOs can better assess candidates to find the best fit for the role and company culture. They use targeted screening techniques, customized assessments, and structured interviews to evaluate both technical skills and soft skills. This helps minimize the risk of a bad hire, which can cost companies significantly in lost productivity, morale, and revenue.


RPOs provide flexibility and scalability that in-house teams often lack. They can quickly ramp up or down to meet changing hiring demands, without you having to hire, train, and manage additional internal staff. If you secure a major new client or contract that requires hiring 30 software engineers in the next 6 months, an RPO can scale to meet that need. They have access to more recruiters and resources that can be deployed when and where they're needed.

In summary, RPO and in-house recruiting each have their pros and cons. For companies looking to fill niche or high-volume IT roles, however, an RPO model offers some compelling advantages through their specialized expertise, cost efficiency, and scalability. Partnering with the right RPO can help take your IT recruiting to the next level.

RPO vs. In-House: Optimizing IT Recruitment for Success

So there you have it. Both RPO and in-house recruiting have their pros and cons for IT hiring. At the end of the day, you need to evaluate what will work best for your company's needs and culture. If staying on the cutting edge of recruiting techniques and having a dedicated team of specialists handling your hiring are most important, RPO could be the way to go. But if control, cost, and cultural fit are bigger priorities, keeping recruiting in-house may be the smarter choice. The key is finding the right balance between efficiency and fit. Whichever direction you go, make sure to do your homework, set clear expectations, and choose a partner as invested as you are in finding and hiring the best technical talent. The future of your company could depend on it!

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