Recruitment Process Outsourcing (RPO)
Hiring is a full-time job. For many organisations, it’s also a distraction from the work that actually drives growth. Nizmara’s RPO service embeds an experienced recruitment function into your business — managing the entire hiring process on your behalf, from role briefing and candidate sourcing through to offer management and onboarding. According to the Recruitment Process Outsourcing Association, RPO adoption continues to grow as organisations seek scalable, technology-enabled hiring solutions. Whether you are scaling rapidly, entering a new market, or simply need a more consistent and cost-effective approach to talent acquisition, we provide the infrastructure, expertise, and candidate networks to make it happen.
- End-to-end recruitment management, from briefing to onboarding
- Dedicated consultants with deep sector and market knowledge
- Consistent process, reporting, and candidate experience
- Flexible engagement — per-hire or retainer models available
- Proven across Turkey, the Middle East, and European markets
A Recruitment Function Built Around Your Business
Most companies don’t need more CVs — they need a smarter hiring process. Nizmara’s RPO model replaces reactive, transactional recruitment with a structured, accountable approach. We take responsibility for your talent pipeline, bring rigour to candidate assessment, and give you the visibility to make faster, better hiring decisions. For international companies entering Turkey, or the Middle East, we also provide local market intelligence — on salary benchmarks, candidate availability, and the nuances of hiring in each market — that would otherwise take years to develop internally.
Embedded Expertise
Data & Transparency
Flexible by Design
Frequently Asked Questions
RPO is when a company transfers all or part of its recruitment function to an external provider. At Nizmara, we embed into your hiring process — handling everything from job briefing and candidate sourcing to interviewing, offer management, and onboarding coordination. We act as an extension of your team, not just a supplier.
A recruitment agency fills individual roles on a transactional basis. RPO is a partnership — we take ownership of your recruitment function over a sustained period, bringing process consistency, reporting, and strategic input. RPO typically delivers better quality, lower cost-per-hire, and faster time-to-fill than ad hoc agency use.
Yes — in fact, RPO is often most valuable for companies that lack a dedicated internal recruitment function. We provide the structure, expertise, and candidate network that would otherwise require a full HR team to build. Many of our RPO clients are international companies entering Turkey or the Middle East for the first time.
Pricing depends on the scope and volume of hiring. We offer both per-hire models and monthly retainer arrangements. For clients with ongoing or high-volume needs, a retainer model typically provides better value and more consistent service. We agree on the structure at the outset based on your hiring plan.
Our RPO service covers roles at all levels — from professional and managerial positions through to senior leadership. For C-suite and board-level appointments, we recommend our dedicated executive search service, which involves a more intensive, research-driven process.
We can typically mobilise within two to three weeks of agreeing terms. The onboarding process involves role briefings, understanding your employer brand, and aligning on process and reporting. For urgent hiring needs, we can begin sourcing in parallel with onboarding.
Yes. We provide regular updates on pipeline status, time-to-hire, conversion rates, and market feedback. This data helps you make informed decisions about hiring timelines, compensation benchmarking, and candidate experience — and allows us to continuously improve the process.