RPO stands for "Recruitment Process Outsourcing". A method of recruitment where companies hire external recruiters to manage their talent team.

Embedded recruiting refers to external recruiting providers working internally in a company as part of their talent team.

Embedded RPO makes sense when hiring demand exceeds the capacity or structure of an internal talent acquisition team. This typically happens during rapid headcount expansion, new product launches, geographic expansion, or after internal recruiter turnover. SecureVision’s Embedded RPO model provides scalable recruiting infrastructure without requiring you to hire and manage multiple internal recruiters at once.

Hiring internal recruiters adds fixed payroll, ramp time, and management overhead. It also limits flexibility if hiring slows. SecureVision embeds experienced recruiters directly into your systems with Slack, ATS, interview workflows, without increasing internal headcount. This allows TA leaders to scale hiring capacity quickly while maintaining performance accountability and predictable cost structure.

Agency recruiting is transactional and typically priced at 20–30% of first-year salary per hire. It works well for isolated or executive roles. Embedded RPO is designed for sustained, multi-role hiring. Instead of paying per placement, SecureVision operates on a flat subscription model, building a structured hiring engine across Engineering, Product, GTM, and G&A teams. For tech companies hiring at scale, this often results in lower cost-per-hire and more consistent pipeline velocity.

No. SecureVision’s Embedded RPO model is built to operate inside your hiring framework, not replace it. TA leaders retain ownership over hiring standards, interview design, and final decisions. Our recruiters align with your hiring managers, represent your employer brand, and participate in weekly pipeline reviews to ensure full transparency and control.

While outcomes depend on role complexity and hiring volume, SecureVision clients commonly achieve: • 35–45% reduction in time-to-fill • 3–5 qualified candidates per role per week • ~90% offer acceptance rates • Live pipelines within the first few weeks of engagement The focus is not just speed, but building a repeatable and data-driven hiring process that scales with company growth.

SecureVision follows a structured ramp model: First 48 hours: Hiring bar calibration, stakeholder alignment, system integration Week 1-2: Sourcing and active qualified pipeline 30-45 days: Offers accepted Because we specialize in tech recruiting, we often leverage existing talent networks to accelerate early pipeline development.

SecureVision operates on a flat subscription model rather than per-placement fees. Compared to agency recruiting, this eliminates commission-based variability. Compared to hiring multiple internal recruiters, it reduces long-term payroll risk. For tech companies planning sustained hiring across multiple roles, Embedded RPO often delivers a lower and more predictable cost-per-hire.

Embedded RPO is most effective for: • Engineering teams hiring at scale (Front-end, Back-end, and Full Stack Software Engineers) • Product and design expansion (Product Managers, Product Owners, UX, UI) • GTM growth (Sales, Marketing, RevOps, Customer Success, Account Management) • Cross-functional hiring during high-growth phases • Management and Leadership hiring It is particularly valuable when hiring across multiple roles simultaneously rather than filling isolated positions.

Performance visibility is central to our Embedded RPO model. We track: • Time-to-fill • Pipeline conversion rates • Interview-to-offer ratios • Offer acceptance rate • Hiring manager feedback Weekly reporting and structured pipeline reviews ensure continuous optimization.