Services · Dedicated RPO
A dedicated recruiter embedded with your talent acquisition team, full-time or half-time. Your brand, your process, our AI and recruiting depth. The scalable alternative to hiring and training in-house.
Who it's for
Contingency is perfect for occasional hires, but once you're running 10+ open roles at once, per-role fees stop making sense. Dedicated RPO flattens the math and puts a recruiter fully inside your team, not juggling five other clients' pipelines.
You're hiring 10+ roles across engineering, sales, or GTM this year, fast enough that per-role fees get painful.
Your in-house team is buried, parental leave, growth, or you simply can't hire a good senior recruiter in this market.
You just closed a round, opened a new office, or acquired a company, and need to scale headcount by 30-50% in the next 12 months.
How it works
Your dedicated recruiter operates as an extension of your team. They use your ATS, sit in your hiring meetings, pitch candidates as a member of your company, and hand off a clean pipeline when the engagement ends.
We define the roles in scope, hiring targets, seniority mix, and the level of embedding, full-time or half-time, onsite days, your tools.
We assign a recruiter from our team whose sector experience fits, bilingual EN/JP, veteran of similar searches, ready to work within 2 weeks.
They join your standups, use your ATS, get a company email address, and are introduced to candidates as a member of your TA team.
Full-cycle sourcing, scouting, screening, interviewing, offer management, powered by Headhunt.AI sourcing behind the scenes.
At engagement end, we hand over a documented pipeline, scout templates, and all candidate data, yours to keep, regardless of continuation.
Pricing
We price RPO by the seniority of the roles you're filling, a recruiter running IC-level searches is different from one chasing VPs. No placement fees on top. What you see is what you pay.
Engineering ICs, sales reps, ops roles, program managers, mid-level product. Volume hiring for scaling teams. One half-time recruiter typically fills 8-12 roles per quarter.
Senior engineering managers, sales directors, heads of function, principal ICs. Combination of pipeline-building and key hires. Most common engagement.
VPs, C-suite, board-level. Low volume but high stakes, market mapping, confidential approaches, reference due diligence. Typically half-time with senior recruiter and partner oversight.
All prices exclude consumption tax. 3-month pilot available at same monthly rate. Talk to us about mixed bands or specialist searches (eg. GenAI research, M&A finance).
Why it works
Start here
45-minute intro call to understand your hiring plan, team, and what embedded support would mean for you. No deck, no pitch, just a working conversation.