Several roles. One expansion plan.
New projects and team formation may require parallel searches. We break down hiring tasks against start dates, prioritise roles critical to launch and coordinate sourcing and interviews.
RECRUITMENT PROCESS OUTSOURCING
Recruitment process outsourcing
Keep recruitmentin step with your business.
For expansion, ongoing hiring or support at a specific stage, start with your hiring plan and internal responsibilities. UB hunter handles sourcing, initial discussions, interview coordination and offer follow-up alongside your team, within the agreed scope.
START WITH YOUR BUSINESS
As business moves forward,how should recruitment respond?
Expansion, growing role requirements or delays at a specific stage: we organise support around hiring volume, start dates and team responsibilities.
Understand team needs through the business.
Ongoing hiring needs more capacity.
As requirements evolve, your team still owns business alignment and hiring decisions. We support sourcing, initial discussions and process follow-up around your recruitment arrangements.
A specific stage needs more attention.
If you already have a plan but need more sourcing, screening or interview support, engage us for those stages. Candidate information and records are handed over against agreed standards.
A WAY TO WORK TOGETHER
Recruitment supportbuilt around your hiring plan.
For short-term expansion or ongoing recruitment, agree a suitable duration and choose end-to-end or selected-stage support.
01A defined project objective
Project recruitment
For a group of roles tied to project launch, team formation or a period of expansion.
- Planning approach
- Build a phased hiring plan from the role list and target start dates.
- Before launch
- Agree assessment criteria, interview arrangements and contacts before sourcing begins.
- Review priorities
- Summarise completed hires, open issues and recommendations for further recruitment.
02Recurring hiring requirements
Ongoing collaboration
For evolving requirements that need ongoing delivery support alongside the internal recruitment team.
- Planning approach
- Update roles, priorities and activities as business needs change.
- Before launch
- Agree how your team will share hiring needs and interview feedback, and how candidates will be handed over between stages.
- Review priorities
- Track progress and causes of delay, then adjust the next phase's priorities.
Combine the support you need
End-to-end support covers requirement definition, sourcing, initial discussions, interviews and onboarding coordination. Individual stages can also be assigned alongside your team. Your team sets the hiring criteria and makes the final hiring decisions.
- End-to-end support
- Selected-stage support
THE WORK. THE RESPONSIBILITIES.
Who moveseach stage forward?
Clarify activities, responsibilities and feedback from the initial brief to onboarding follow-up.
UB hunter
Clear responsibilities.
Regular progress updates.
Stage 01 / 05
Agree who you need to hire.
Turn business needs into actionable role requirements.
- UB hunter's activities
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- Clarify tasks and distinguish essential from negotiable requirements.
- Set priorities and open questions against the target timing.
- Your team's contribution
- Confirm responsibilities, location, budget and timing, and identify business owners and assessment priorities.
- Deliverables & feedback
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Role requirements list
Responsibilities, conditions, priorities, open questions and decision owners.
Stage 02 / 05
Search around the role.
Turn requirements into specific sourcing channels.
- UB hunter's activities
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- Define sourcing directions around industry, function and experience.
- Contact talent, record responses and gaps, and identify requirements that may need adjustment.
- Your team's contribution
- Confirm target backgrounds, essential experience and search boundaries; decide promptly on conditions that affect fit.
- Deliverables & feedback
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Search progress record
Sourcing channels, contact status, key gaps and next sourcing priorities.
Stage 03 / 05
Understand experience and interest.
Provide a basis for deciding who should progress to interview.
- UB hunter's activities
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- Explore candidates' backgrounds against relevant experience and role objectives.
- Discuss interest and availability and employment terms, and record questions for further verification.
- Your team's contribution
- Define assessment priorities, required checks and interview criteria. Your team assesses professional suitability.
- Deliverables & feedback
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Candidate discussion summary
Relevant experience, interest, availability and employment terms and open questions; a supplement to your interview assessment.
Stage 04 / 05
Connect interviews with the next action.
Coordinate scheduling, assessment feedback and follow-up discussions.
- UB hunter's activities
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- Arrange participants and times, confirm interviews and communicate changes.
- Collect feedback from both sides and follow up on missing information and next steps.
- Your team's contribution
- Assign interviewers, complete assessments and provide conclusions on progression.
- Deliverables & feedback
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Interview follow-up record
Arrangements, feedback status, outstanding questions, next actions and contacts.
Stage 05 / 05
Coordinate offers and start dates.
Connect agreed terms, internal approvals and candidate arrangements.
- UB hunter's activities
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- Help discuss offer conditions and candidate interest, recording unresolved issues.
- Follow up on the target start date and onboarding coordination, sharing changes with both sides.
- Your team's contribution
- Confirm formal terms, complete approvals and arrange onboarding; flag issues requiring coordination promptly.
- Deliverables & feedback
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Offer & joining checklist
Terms, approval and joining milestones, employer contacts and outstanding coordination.
Connect recruitment activity with business decisions so hiring managers, internal recruiters and consultants work to the same criteria.
PROGRESS YOU CAN DISCUSS
Visible progress.Clear follow-up.
Keep candidate progress, key issues and next steps up to date, from opening a search to following up on offers.
Work through the issues
- 01Requirements change
- When conditions or timing change, confirm the impact before adjusting priorities and activities.
- 02Candidates need follow-up
- Track stages, interview feedback and communication, and address pending actions promptly.
- 03Decisions are needed
- Refer unresolved budget, assessment or offer questions to the relevant decision owner.
Share progress at the agreed frequency and contact the owner directly for urgent matters.
A CLEAR START
From hiring needsto project launch.
A consultant helps define recruitment tasks and the proposal, then coordinates the delivery team with hiring managers.
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01→
Discuss your hiring needs
Review business objectives, role types, headcount and start dates to identify current recruitment challenges.
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02→
Develop the proposal
Agree scope, responsibilities, duration and fees so resources match the recruitment work.
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03→
Launch the project
Align role criteria, owners, interview processes and feedback requirements, then start the hiring plan.
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04
Follow up & review
Review progress, candidate feedback and open decisions, adjusting priorities as business needs change.
BEFORE WE BEGIN
Before we work together,get the answers you need.
Choose the support that fits your hiring needs.
Is RPO useful if we already have an internal recruitment team?
Identify where the internal team needs support. Each team owns defined stages, while your team retains business coordination, hiring decisions and its agreed activities.
Must we outsource the entire process?
No. You can choose individual stages. Agree what each team will provide, how candidates will be handed over and who handles the next stage.
Does RPO include employment contracts, payroll and social insurance?
This service supports recruitment processes. Employment, payroll, social insurance and day-to-day workforce management are not included by default. Those needs require separate discussion of arrangements and responsibilities.
How are key or overseas roles handled?
Leadership and specialist roles may suit executive search. Overseas roles require clear country, location and assignment conditions before cross-border coverage is confirmed. RPO does not automatically cover all countries and roles.
How are fees and duration agreed?
They depend on role types, volume, supported stages, location and internal participation. The proposal sets scope, charging method, payment milestones and change procedures rather than assuming fixed hiring numbers or days.
What if the role count or hiring plan changes?
Review work already completed, affected roles and new priorities. Agree additions, pauses or handovers before adjusting scope and fees.
LET’S TALK ABOUT YOUR PLAN
Turn your hiring planinto the next steps.
Start with current roles and team resources to set priorities, support scope and launch preparations.
Contact us by email or phone, or prepare a brief summary first.