RPO Recruitment Company in India
Alliance is an RPO recruitment company operating delivery centres across India and serving employers in the United States, United Kingdom, Europe, the Gulf and India itself. End-to-end RPO, project RPO, and recruiter-on-demand, contracted against agreed service levels for time-to-shortlist, submission-to-interview ratio, and cost per hire. Scalable from 10 hires a year to 1,000.
Our RPO model combines dedicated recruitment teams, structured sourcing, and performance-led delivery to help employers reduce hiring complexity while maintaining quality and speed across multiple markets.
16+ Years Of Experience
550,000+ Placements Delivered
36+ Countries Served
350+ Expert Teams
50+ Top Level Positions
What Is an RPO Recruitment Company?
An RPO recruitment company takes over part or all of an employer’s recruitment function, operating it as an outsourced service against contracted performance measures rather than filling vacancies one at a time for a fee. The distinction from a staffing agency is not the work; it is the accountability. A staffing agency is paid per placement and is measured on whether it produced a candidate. An RPO provider is paid to run a process and is measured on time-to-fill, quality of hire, offer-acceptance rate, cost per hire, and hiring-manager satisfaction, with service levels written into the contract.
Alliance operates as that provider from delivery centres across India, serving employers in the United States, the United Kingdom, Europe, and Gulf. Recruiters work your requisitions, your ATS, and your employer brand, in your time zone.
How Long Does It Take to Set Up an RPO?
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Recruiter-on-demand: live in 1 to 2 weeks.
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Project RPO: scoped and delivering in 3 to 4 weeks.
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End-to-end RPO: 6 to 10 weeks from contract to steady state, covering discovery, process mapping, ATS integration, team builds, calibration, and transition.
How Much Does RPO Cost?
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RPO is priced under one of four models: cost per hire, management fee plus cost per hire, FTE or resource-based, or a hybrid. Which one is right depends on your hiring volume, its predictability, and how much of the process you are transferring.
RPO Engagement Models
End-to-End RPO
The full function: workforce planning, sourcing, screening, interview coordination, offer management, onboarding, reporting.
Project RPO
A defined hiring programme with a start and end date.
Recruiter-on-Demand
Dedicated recruiters embedded in your team, working your ATS and process.
Selective or Partial RPO
One stage only, usually sourcing and screening.
Offshore Sourcing Support
Research, sourcing and pipeline building from India, feeding your onshore recruiters.
Hybrid Onshore-Offshore
Onshore relationship and closing, offshore sourcing and coordination.
Why Employers Choose an India-Based RPO Recruitment Company
Cost Structure Without Capability Loss:
An India-based RPO team reduces recruitment costs while enabling more sourcing capacity and recruiter hours per requisition.
Time Zone Coverage That Works Both Ways:
India-based teams provide coverage across Gulf, Europe, and US time zones, with flexible shifts for live collaboration.
Scale You Cannot Hire Into Quickly:
RPO teams can add recruiters within days, helping businesses scale hiring capacity quickly and adjust resources as hiring needs change.
Multi-Country Delivery from One Contract:
Alliance supports recruitment across 36+ countries, allowing employers to manage multi-market hiring through one RPO partnership. Explore our RPO Company USA service for US hiring.
Service Levels and How We Are Measured
RPO without service levels is just a staffing agency with a monthly invoice. These are the measures we contract against, and the actual targets are agreed against your baseline during scoping.
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Time to first shortlist, measured from requisition approval, not from when sourcing happened to start.
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Time to fill, measured to offer acceptance.
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Submission-to-interview ratio, which is the single best proxy for shortlist quality.
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Interview-to-offer ratio.
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Offer acceptance rate.
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Cost per hire.
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90-day and 180-day retention of RPO-sourced hires, which is the measure that separates real quality from fast throughput.
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Hiring manager satisfaction, surveyed rather than assumed.
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Diversity of slate, where you have targets.
Roles and Functions We Recruit Under RPO
Technology
Software engineers, DevOps, cloud, data engineering, QA, product, cybersecurity, ERP and SAP
Engineering and Manufacturing
Mechanical, electrical, civil, process, quality, maintenance, production leadership
Finance and Accounting
Accountants, analysts, controllers, audit, tax, FP&A
Healthcare and Life Sciences
Nurses, allied health, clinical research, regulatory affairs, pharmacovigilance
Sales and Marketing
Inside sales, field sales, business development, digital marketing, product marketing
Customer Operations
Support, technical support, customer success, back-office processing, multilingual
Supply Chain and Operations
Procurement, logistics, planning, warehouse leadership, quality
HR and Corporate
HR business partners, TA, payroll, legal, compliance, administration
Leadership
Director and executive appointments, delivered alongside volume rather than separately
RPO Recruitment Support
Our dedicated RPO teams manage sourcing, screening, and recruitment delivery across India and global markets. Scale your hiring with flexible, cost-effective recruitment support built around your business needs.
Our Expertise
We bring specialist recruitment expertise across industries and functions. Select an industry to see how we support hiring across your market.
How an RPO Engagement Starts
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.
Model and Scope Design (Week 2 to 3):
Which model fits, which functions transfer, which stay, what the service levels are, and how it is priced. You receive a written scope with the boundary table filled in for your organisation.
Team Build and Onboarding (Week 3 to 6):
Recruiters are selected and trained on your business, products, employer brand, and hiring standards. ATS access, process mapping and reporting configured.
Calibration (Week 5 to 8):
The first requisitions run with intensive feedback loops. Expect the first two or three shortlists to be wrong, and expect us to say so. Calibration is the phase that determines whether the engagement works.
Steady State and Continuous Improvement:
Monthly reporting against service levels, quarterly business review, and process changes proposed from what the data shows rather than from opinion.
Scale Up or Down:
Volume changes are handled by adjusting the team, with agreed notice on both sides. That flexibility is the point of the model.
Our Clients Reviews
We needed additional recruitment support because our internal team was struggling to keep up with the number of open positions. Alliance took over a large part of the sourcing and screening process and quickly became an extension of our HR team. Communication was consistent, the candidate quality was good, and our hiring team had much more time to focus on interviews and final selection. The overall process became much easier to manage.
Our main challenge was finding qualified candidates quickly without compromising on the quality of hiring. Alliance understood our requirements and worked closely with our team throughout the recruitment process. What we appreciated most was the regular communication and the fact that they did not simply send CVs—they took the time to understand the roles and shortlist relevant candidates. It made a noticeable difference to our hiring process.
We partnered with Alliance when we needed to scale our hiring without increasing the size of our internal recruitment team. Their recruiters integrated well with our existing process and handled sourcing, screening and candidate coordination efficiently. The team was responsive whenever requirements changed, which was particularly useful during periods of higher hiring demand. Overall, Alliance gave us the flexibility and recruitment support we were looking for.
We had several technical positions open at the same time, and our internal team was finding it difficult to manage the volume. Alliance helped us build a steady candidate pipeline and handled the initial screening based on our requirements. The recruiters were easy to work with and understood the kind of profiles we were looking for. It took a lot of pressure off our internal team.
Alliance has been a reliable recruitment partner for us, particularly when we have multiple positions to fill within a short period. Their team takes the time to understand the role before starting the search, which helped improve the relevance of the profiles we received. We also found the follow-up and coordination with candidates to be well managed. It has been a useful addition to our hiring process.
We were looking for a recruitment partner who could work alongside our existing HR team rather than operate as a separate vendor. Alliance fitted into our process quite well. Their team handled sourcing and candidate screening while keeping us updated on progress. Whenever we had to change a requirement, they were quick to adjust the search. The flexibility has been one of the biggest benefits for us.
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
An RPO recruitment company takes over part or all of an employer’s recruitment function and runs it as an outsourced service against contracted service levels, rather than filling vacancies individually for a placement fee.
A staffing agency is paid per placement and measured on whether it produced a candidate. An RPO provider is paid to run a process and is measured on time-to-fill, quality of hire, offer-acceptance rate and cost per hire, with service levels written into the contract.
RPO is priced as cost per hire, management fee plus cost per hire, FTE or resource-based, or a hybrid. The right model depends on hiring volume, predictability, and how much of the process transfers.
Recruiter-on-demand is live in 1 to 2 weeks. Project RPO is delivered in 3 to 4 weeks. End-to-end RPO reaches steady state in 6 to 10 weeks.
Recruiter-on-demand works from a handful of live requisitions. End-to-end RPO generally becomes worthwhile from around 50 hires a year, though the threshold depends on role complexity as much as volume.
Yes, always. Alliance sources, screens, shortlists, coordinates, and manages offers within your parameters. The hiring decision is never outsourced.
Yours. Alliance recruiters work inside your system so your data, audit trail, and reporting stay under your control. Where you have no ATS, we can operate ours and hand the data over.
Yes. Delivery teams operate from India on shifted hours matched to your core business day, working your requisitions, ATS, and employer brand.
Time to shortlist, time to fill, submission-to-interview ratio, offer acceptance rate, cost per hire, 90- and 180-day retention, and hiring manager satisfaction. Targets are set against your baseline during scoping.
The United States, United Kingdom, Europe, the Gulf, India, and Asia-Pacific, across 36+ countries in total.
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