RPO-Manager

• Responsible for building, scaling, and operationalizing a high-performing Recruitment Process Outsourcing (RPO) business.

• Oversee end-to-end RPO service delivery, operational excellence, client outcomes, and financial performance.

• Requires deep operational leadership experience in RPO or talent services.

• Ability to design scalable delivery models, lead multi-country recruiting operations, and collaborate with Sales, Product, and Technology teams.

• Hands-on leader who has built delivery teams, standardized recruiting operations, driven margin improvement, and led large-scale client implementations.

• Own end-to-end RPO service delivery including workforce planning, recruiting execution, performance management, client SLAs, and continuous improvement.

• Design and scale RPO delivery models for enterprise clients across industries, hiring volumes, and geographies.

• Ensure consistent, high-quality recruiting outcomes across sourcing, screening, scheduling, onboarding coordination, and workforce analytics.

• Build operational foundation including org design, capacity models, delivery playbooks, and implementation frameworks.

• Develop scalable SOPs, quality assurance frameworks, and training programs.

• Drive operational readiness for implementations, transitions, and new client launches.

• Own operational P&L performance including cost management, productivity, margins, and revenue per recruiter.

• Partner with Finance to develop operating budgets, pricing, staffing models, and forecasting.

• Optimize delivery efficiency, utilization, and cost-to-serve while maintaining quality.

• Serve as executive sponsor for key enterprise RPO clients to ensure satisfaction, renewals, and expansion.

• Translate client talent acquisition needs into scalable RPO solutions.

• Establish governance models, performance dashboards, and executive business reviews.

• Partner with Sales, Product, Technology, and HR to ensure operational feasibility of RPO solutions.

• Support sales with operational input on solution design, pricing, and timelines.

• Align recruiting technology, analytics, and reporting with operational needs.

• Oversee adoption and optimization of ATS, CRM, workforce management, and reporting tools.

• Drive continuous improvement in recruiting processes, candidate experience, and hiring manager satisfaction.

• Audit and improve operational procedures and workflows.

• Build, lead, and mentor senior leaders, recruiting managers, and delivery teams.

• Foster culture of accountability, rigor, and continuous improvement.

• Lead trainings, operational reviews, and stakeholder meetings.

• Travel domestically and internationally as required.

• Build and maintain cross-team relationships for effective communication and client service.

• Attend training and webinars to stay updated on best practices.

• Complete projects and other duties as assigned.

• Strong cross-functional collaboration skills.

• Deep understanding of RPO operational models, recruiting workflows, and client expectations.

• Strategic planning, analytical, and problem-solving skills focused on scalable service delivery.

• Experience leading large, distributed recruiting or delivery teams.

• Executive presence to engage senior client stakeholders.

• Proven success driving operational metrics, SLAs, KPIs, and continuous improvement.

• Proficiency with ATS platforms, workforce planning tools, CRM systems, and analytics.

• Commitment to customer needs.

• Bachelor's Degree in Business, HR, Operations, or equivalent; MBA or advanced degree preferred.

• Minimum five years progressive leadership in RPO, staffing, or talent services.

• Experience scaling operations and leading enterprise delivery.

• Proficient in Microsoft Word, Excel, Teams, Outlook.

• Valid driver's license and willingness to travel regularly.

• Valid passport with occasional international travel.

• Experience working with offshore teams.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.