YOUR HIRING ENGINE, REDEFINED
A flexible recruitment partnership that integrates with your business, supports your people and evolves as your hiring needs change.
RECRUITMENT PROCESS OUTSOURCING (RPO) IN IRELAND
When Hiring Becomes A Business Function
Recruitment Process Outsourcing (RPO) is a model where a business outsources all or part of its recruitment function to a specialist recruitment partner. Fortis provides RPO and embedded recruitment solutions for organisations that need additional talent acquisition capacity, a more consistent recruitment process or a dedicated hiring function that can scale with the business.
Our RPO consultants can operate as an extension of your internal team, working within your systems, processes and employer brand while bringing the recruitment capability, market knowledge and delivery focus of Fortis. The solution can be built around a defined hiring project, a specific function, selected stages of the recruitment process or a broader enterprise recruitment programme.
When RPO Works Best
RPO isn't the right solution for every business. But when recruitment becomes a strategic priority rather than an occasional requirement, it can transform the way you attract, hire and retain talent.
Urgent Or High-Volume Hiring
When growth means you're recruiting multiple roles across different teams, locations or functions.
Critical Or Project Based Hiring
When major projects, acquisitions or transformation programmes require dedicated recruitment support for a defined period.
In-House Capacity Or Limitations
When your internal team needs experienced recruitment support to deliver against ambitious hiring plans.
Recruitment Process Transformation
When you're looking to transform the way your business attracts, assesses and hires talent through better processes and proven best practice.
OUR RPO SOLUTIONS
Built Around How You Hire
From extra hiring capacity to full recruitment ownership, our RPO models let you build the level of support your business actually needs.
Project PRO
Dedicated recruitment support for a defined hiring project, growth period or business change, with the team scaling down once the requirement is delivered.
Embedded RPO
Fortis recruiters work inside your business as part of your team, adding dedicated recruitment capability where and when you need it.
Modular RPO
Choose which parts of recruitment you want us to manage while your internal team retains ownership of everything else.
Enterprise RPO
End-to-end recruitment outsourcing for organisations with significant ongoing hiring needs across multiple roles, functions or locations.
What Fortis Can Manage For You
Every RPO programme is different, so the scope should reflect the needs of the business. The objective is to remove friction from recruitment while giving internal stakeholders a clearer, more consistent hiring experience.
This starts with identifying what your business actually needs. You choose from our core RPO elements and we'll build a bespoke solution around your existing team, recruitment challenges and hiring objectives.
Recruitment Function Design
Workforce Planning
Market Mapping & Insights
Salary Benchmarking
Hiring Process Optimisation
ATS / CRM Optimisation
Employer Brand & Attraction
Talent Pipelining
Sourcing & Direct Search
Candidate Screening & Assessment
Interview Management
Hiring Manager Support & Training
Candidate Experience Management
Offer Management & Onboarding Support
Recruitment Reporting & Analytics
What We Measure
An RPO programme should be measured by more than the number of vacancies filled. Depending on the scope of the partnership, Fortis can track time-to-hire, time-to-shortlist, offer acceptance, source effectiveness, hiring-manager feedback, candidate experience, process conversion, pipeline health and delivery against agreed hiring plans. Reporting is used to identify problems early, improve decision-making and show where recruitment is helping or holding back the wider business.
Why Businesses Choose RPO
RPO isn't simply another way to recruit. It's an opportunity to build a stronger, more consistent and more effective hiring function. Here's what that looks like in practice.
A Recruitment Function, Not Just A Recruiter
Dedicated recruitment expertise embedded within your business, aligned with your culture, goals and ways of working.
Better Hiring Processes
Improve consistency, reduce delays and create a more efficient recruitment experience for hiring managers and candidates.
Stronger Employer Brand
Present a consistent message to the market and improve how candidates experience your business.
Scalable Recruitment
Increase or reduce recruitment support as your hiring demands change.
Better Hiring Decisions
Consistent assessment, structured interviews and market insight help improve hiring quality.
Recruitment Intelligence
Access meaningful reporting, market insights and hiring data to support better business decisions.
Reduced Time-To-Hire
Dedicated recruitment resource keeps vacancies moving and reduces delays across the hiring process.
Long-Term Talent Pipelines
Build relationships with future talent rather than starting every search from scratch.
RANDOM ISN'T A STRATEGY
Meet The Fortis RPO Team
Our RPO specialists work directly with clients to build and deliver recruitment solutions around the way their business actually hires.
From embedded recruitment and project hiring to fully outsourced RPO programmes, we bring market knowledge, hands-on delivery and experienced recruitment leadership into your organisation. Meet the team behind our RPO and embedded recruitment partnerships.
Roles We Typically Recruit For
RPO is designed to support a wide range of hiring needs, from volume recruitment and project-based hiring to specialist and leadership appointments. Our embedded recruitment teams work across multiple functions and levels, helping organisations attract, engage and secure the talent needed to achieve their growth plans and business objectives.
Quantity Surveyor
Managing Quantity Surveyor
Contracts Manager
Project Manager
Senior Project Manager
Construction Manager
Site Manager
Design Manager
Mechanical Engineer
Electrical Engineer
Civil Engineer
BIM Manager
AV Project Manager
AV Programmer
AV Technician
Solutions Architect
Software Engineer
Engineering Manager
Explore Our Live Mandates
Browse our latest opportunities with organisations that trust Fortis as an extension of their internal talent acquisition team. Roles may vary by sector, level and location depending on our active client partnerships.
RPO CASE STUDY
Aggressive Growth Plans. Aggressive Deadlines
How does a high-growth tech company with $200 million in Series B funding scale at speed across five countries without compromising on quality? With a sharp hiring plan, a clear message to market and a recruitment partner who doesn’t waste time. Here’s how we helped them go from chaos to clarity.
The Client
Our client, a US-headquartered tech firm, had just secured $200 million in Series B funding. With plans to expand aggressively across EMEA, they needed to build out commercial, operations and leadership teams in Ireland, the UK, Switzerland, Germany and the Netherlands. The internal team was lean, the hiring goals were ambitious and the pressure to hit aggressive timelines was real. They had a brand worth talking about but limited awareness in Europe and no on-the-ground recruitment capability outside of HQ. That’s where we came in.
The Challenge
The client had over 40 open roles that needed to be filled in 90 days, including country leads, sales leadership and senior commercial hires. Internal resources were already stretched. Hiring managers were based across multiple time zones and the recruitment process was inconsistent and reactive. Agency relationships had produced mixed results and failed to deliver the urgency and quality needed. The challenge was to take control of the hiring plan, bring structure and pace to the process and land business-critical hires in key markets before growth plans were delayed.
Our Bespoke Solution
We deployed a dedicated project team led by our executive search lead and backed by a senior delivery function. We started with a needs analysis workshop to prioritise the 32 most business-critical hires and worked with the C-suite to define roles, shape interview processes and align on EVP. Our team centralised the process, built a clear delivery model, and took full control of candidate sourcing, engagement and process management. The hiring campaign was split into country-specific sprints to ensure consistent pipeline development across each market. We took ownership of candidate communication, hiring manager briefings, interview coordination and reporting. The client was kept fully in the loop via weekly updates, candidate tracking dashboards and on-demand calls. We were also able to provide real-time market intelligence on salary levels, talent availability and competitor activity.
The Results
We delivered 40+ senior hires across five countries within 12 weeks. This included key leadership roles like European VP of Sales, multiple country GMs and senior operational heads. Our average time to hire was 19 days from CV submission to offer acceptance. Over 170 candidates were initially engaged, 107 interviewed and 40 hired, with a 94% offer acceptance rate. More importantly, our partnership allowed the client to maintain credibility with the board, hit key operational milestones and avoid costly delays. They now have a strong talent foundation to continue their European expansion and have retained us as a long-term hiring partner for future projects. This wasn’t just about filling roles – it was about building a high-performing team, fast, with no compromise on quality.