Outsource Recruitment Services — Your Hiring, Run by Our Team
Alliance takes over sourcing, screening, interview coordination and offer management for employers who do not have an internal recruitment function, or whose function is under-resourced. Contracted against agreed service levels, not vague assurances. Live within 3 weeks, across 36+ countries.
Our recruitment team operates as an extension of your business, managing day-to-day hiring activity while keeping you in control of final decisions. Clear reporting, agreed timelines, and dedicated recruitment support help reduce hiring delays and keep your pipeline moving.
16+ Years Of Experience
550,000+ Placements Delivered
36+ Countries Served
350+ Expert Teams
50+ Top Level Positions
What Does It Mean to Outsource Recruitment?
Outsourcing recruitment means handing part or all of your hiring process to an external provider who runs it as a service, using their recruiters, their sourcing and their process, measured against agreed performance standards.
You will also see this called Recruitment Process Outsourcing, or RPO. They are the same thing. The acronym is industry shorthand; outsource recruitment services is what most people actually type when they need it.
The difference from using a recruitment agency is accountability. An agency is paid per placement and measured on whether it produced a candidate. An outsourced recruitment provider is paid to run a process and measured on time-to-fill, shortlist quality, offer-acceptance rate and cost per hire, with those numbers written into the contract.
Employers reach for it in three situations: no internal recruiter at all, an internal team drowning in volume, or a specific hiring programme that internal capacity cannot absorb.
Alliance delivers this from teams across India and other markets, working your requisitions, your ATS and your employer brand.
For the full service detail and engagement models, see our RPO services page.
Outsourced Recruitment Services — Measured, Not Promised
Most outsource recruiting company propositions are a staffing agency with a monthly invoice attached. Alliance contracts against service levels: time to first shortlist, submission-to-interview ratio, offer acceptance and 90-day retention, reported monthly with the misses named. As an outsourced recruitment agency we are paid to run a process, which means the number that matters is whether your hiring got faster and better, not how many CVs we sent.
How Long Does It Take to Set Up Outsourced Recruitment?
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Recruiter-on-demand: live in 1 to 2 weeks.
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Project or programme outsourcing: scoped and delivering in 3 to 4 weeks.
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Full-function outsourcing: 6 to 10 weeks to steady state, covering discovery, process mapping, ATS integration, team build and calibration.
How Much Does It Cost to Outsource Recruitment?
Four models are standard: cost per hire, management fee plus cost per hire, dedicated resource or FTE, and hybrid. Which fits depends on your hiring volume, how predictable it is, and how much of the process transfers. For most employers hiring fewer than 50 people a year, a dedicated resource model costs less than a management fee structure. A fuller breakdown sits on our RPO cost comparison page.
What We Offer in Every Recruitment Outsourcing Engagement
Service levels written into the contract
Time to first shortlist measured from requisition approval rather than from whenever sourcing began, submission-to-interview ratio, offer acceptance rate, cost per hire and 90-day retention. Reported monthly with the misses named, not buried.
Your ATS, your data, your employer brand
Our recruiters work inside your system so the audit trail, the candidate data and the reporting stay under your control. Where you have no ATS, we operate ours and hand the data over.
The hiring decision stays with you
Always. We source, screen, shortlist, coordinate and manage offers within your parameters. Any provider offering to make the decision for you has misunderstood what outsourcing is.
Outsourced candidate sourcing as a standalone option
Where your bottleneck is top-of-funnel rather than the whole process, we run outsourced candidate sourcing services and hand qualified candidates to your internal recruiters, who keep everything downstream.
A baseline established before we start
Current time-to-fill, agency spend, offer-acceptance rate and where the process breaks. Without a baseline there is nothing to hold us to, and any provider that skips this step is protecting themselves rather than serving you.
Scale up or down on agreed notice
Volume changes are handled by adjusting the team rather than renegotiating the contract.
Our Recruitment Outsourcing Process — From Brief to Steady State
Discovery and Baseline (Week 1 to 2)
We establish what your hiring actually costs and takes today: volumes by function, current time-to-fill, agency spend, offer-acceptance rate, attrition and where the process breaks down. This is the step most providers skip.
Model and Scope Design (Week 2 to 3)
Which model fits, which parts of the process transfer, which stay with you, what the service levels are and how it is priced. You receive a written scope with the responsibility boundary set out line by line, so there is no argument later about who owns interview scheduling.
Team Build and Onboarding (Week 3 to 6)
Recruiters selected and trained on your business, products, employer brand and hiring standards. ATS access, process mapping and reporting configured.
Calibration (Week 5 to 8)
First requisitions run with intensive feedback. Expect the first two or three shortlists to be wrong, and expect us to say so. Calibration is the phase that decides whether the engagement works.
Steady State and Review Monthly
reporting against service levels, quarterly business review, and process changes proposed from what the data shows rather than from opinion.
Continuous Optimisation
We review hiring data, recruiter performance, bottlenecks and candidate feedback to improve the process over time. Changes are made against measurable results, helping improve speed, quality and cost as hiring volumes evolve.
Need More Recruitment Capacity?
Get your outsourced recruitment function live within 3 weeks, with clear ownership, service levels, and reporting.
Who We Serve
Companies with no internal recruiter
where the founder, an operations manager or an office manager is hiring between everything else, and the process is whatever they had time for that week.
Internal teams drowning in volume
two recruiters carrying eighty open requisitions, where the constraint is hours rather than capability.
Businesses hiring in a market they do not know
needing an outsource hiring agency with people on the ground rather than a job posting and hope.
Companies with a defined hiring programme
forty people in six months for a new site, after which the requirement disappears.
Employers spending heavily on agency fees
where the annual placement-fee bill has quietly exceeded what a managed process would cost.
Businesses that have tried and stopped
usually with a provider who sent volume rather than quality, and who now want the service levels written down before signing anything.
What We Outsource, and Where We Deliver From
Full-function outsourcing
Workforce planning support, sourcing, screening, interview coordination, offer management, onboarding coordination and reporting. For employers with no internal recruitment function at all.
Partial or selective outsourcing
One stage only, most often sourcing and screening, feeding your internal recruiters who keep interviews and offers.
Project and programme outsourcing
A defined hiring programme with a start and end: a new site, a funding round, a market entry, a restructure.
Recruiter-on-demand
Dedicated recruiters embedded in your team, working your process and your ATS. Outsourced recruitment support services for teams with process but no capacity.
IT and technology hiring
Outsource IT recruitment covering developers, cloud, data, QA and technical leadership, where the assessment burden is heaviest and internal teams struggle most.
Volume and multi-location hiring
Programmes spanning several cities or countries under one agreement rather than one agency per location.
Delivery from India
Our largest delivery base, with recruitment teams in Bangalore, Noida, Pune, Hyderabad and Ahmedabad operating on hours matched to your business day. See our RPO companies in Bangalore delivery centre.
Delivery for US, UK, European and Gulf employers
with time zone coverage arranged per engagement.
The Alliance Advantage in Recruitment Outsourcing
We establish a baseline before we start: Your current time-to-fill, acceptance rate and cost per hire, measured. Providers who skip this cannot be held to anything, which is usually the point.
Service levels in the contract, reported monthly with the misses named: A provider that only reports the metrics it hit is not reporting.
Your ATS, your data. We work inside your system: Your audit trail and candidate data never sit somewhere you cannot reach.
The hiring decision is never outsourced: We source, screen and shortlist. You decide.
Plain English, not acronyms: Most of this industry talks in RPO, MSP and VMS. If you are searching “outsource recruitment” rather than “RPO”, you are our client and we will not make you learn the vocabulary first.
36+ countries under one agreement: so multi-location hiring is one relationship rather than one per market.
We will tell you when outsourcing is the wrong answer: If your hiring is fewer than fifteen roles a year, a good agency relationship usually beats a managed process on cost.
Why Choose Alliance to Outsource Your Recruitment?
The recruitment outsourcing market has a vocabulary problem that works against buyers. Providers talk in RPO, MSP, VMS and total talent, and a founder who simply wants someone else to run their hiring has to learn an industry’s jargon before they can compare two proposals. We think that is backwards, which is why this page says “outsource recruitment” and explains RPO rather than assuming it.
The substantive difference is the baseline. We measure your current time-to-fill, offer-acceptance rate and agency spend before we quote, which means the improvement we deliver is a number rather than an impression. It also means we occasionally decline engagements after discovery, because the baseline showed the client’s problem was hiring manager responsiveness rather than sourcing, and no provider fixes that.
We will also tell you plainly when we are the wrong instrument. Below roughly fifteen hires a year, a good agency relationship usually costs less than a managed process. For senior and confidential appointments, retained search is the right structure and our executive search firms practice handles those. For the full outsourcing service detail, engagement models and delivery structure, see our RPO services page.
Alliance helped us outsource a large part of our recruitment process without adding pressure to our internal HR team. Their recruiters quickly understood our requirements and consistently delivered relevant candidates.
We partnered with Alliance to manage recruitment for several ongoing vacancies. Their sourcing, screening and communication were well organised, giving our managers more time to focus on business priorities.
Alliance became a reliable extension of our internal recruitment team. They handled candidate sourcing and screening professionally and helped us maintain a steady pipeline of qualified talent across multiple roles.
Awards
Meet Our Leadership Team
Molly Anderson
Franchise Lead | Recruitment Franchise
Alex George
General Manager | RPO & Enterprise Recruitment
Nikki Miller
Head of Recruitment | Recruitment & Staffing
Frequently Asked Questions
Outsourcing recruitment means handing part or all of your hiring process to an external provider who runs it as a service using their recruiters and process, measured against agreed performance standards.
Yes. Recruitment Process Outsourcing, or RPO, is the industry term for the same service. “Outsource recruitment” is the plain-English version most buyers actually search for.
An agency is paid per placement and measured on whether it produced a candidate. An outsourced provider is paid to run a process and measured on time-to-fill, shortlist quality, offer acceptance and cost per hire, with those standards contracted.
Four models are standard: cost per hire, management fee plus cost per hire, dedicated resource or FTE, and hybrid. Which fits depends on volume, predictability and how much of the process transfers.
Recruiter-on-demand is live in 1 to 2 weeks. Project outsourcing delivers in 3 to 4 weeks. Full-function outsourcing reaches steady state in 6 to 10 weeks.
Yes. Selective outsourcing covers one stage, most often sourcing and screening, with your internal team keeping interviews and offers.
Yes, always. We source, screen, shortlist, coordinate and manage offers within your parameters. The hiring decision is never outsourced.
Yours. Our recruiters work inside your system so your data, audit trail and reporting stay under your control. Where you have no ATS we operate ours and hand the data over.
Recruiter-on-demand works from a handful of live requisitions. Full-function outsourcing generally becomes worthwhile from around 50 hires a year. Below roughly 15 hires a year, a good agency relationship usually costs less.
Yes. Outsource IT recruitment covering developers, cloud, data, QA and technical leadership, where the assessment burden is heaviest.
Delivery teams primarily in India, serving employers in the United States, United Kingdom, Europe, the Gulf, India and Asia-Pacific across 36+ countries.
Book a scoping call. We establish your current baseline, recommend a model, and return a written scope with service levels and pricing.
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