Build a team
Plan connected appointments around the responsibilities and capabilities a new or growing team needs.
FIND / HIRING PROGRAMMES
More roles.
One clear plan.
RPO & Project Recruitment
Bring structure to a defined hiring campaign. Start with the roles, priorities and people needed to deliver it, then agree the recruitment support that fits your business.
Discuss a hiring project
Connect the hiring priorities.
Coordinate the search.
01 / THE HIRING PROGRAMME
A defined requirement.
A coordinated approach.
For employers planning a group of appointments, a new team or a time-bound recruitment campaign. Begin by identifying the work, the sequence of hires and the decisions needed along the way.
Coordinate multiple roles
Set priorities across functions or locations, with a clear brief and decision process for each vacancy.
Add recruitment support
Identify the stages where your internal team needs help, then agree responsibilities and delivery capacity.
02 / SCOPE & RESPONSIBILITIES
Agree the programme.
Confirm the capacity.
Recruitment process outsourcing (RPO) means assigning agreed parts of recruitment to an external partner. Project recruitment focuses on a defined campaign or group of roles. The scope matters more than the label.
What we establish together
- Roles, hiring priorities and intended timeframes
- Sourcing, screening and coordination responsibilities
- Recruiter capacity and named points of contact
- Interview ownership, feedback and approvals
- Reporting, review points and change control
Availability and delivery capacity must be confirmed before an engagement is accepted. Scope, systems access and commercial terms are agreed individually; an embedded team or organisation-wide outsourced recruitment service is not assumed.
03 / HOW WE WORK
A shared plan.
Clear next steps.
Keep the programme practical: defined briefs, agreed responsibilities and regular decisions. Your business retains hiring approvals and the final appointment decisions.
- 01
Define the campaign
Confirm the roles, business need, target sequence and dependencies before agreeing what can be delivered.
- 02
Plan the delivery
Agree capacity, recruitment stages, communication and responsibilities on both sides.
- 03
Run the search
Coordinate agreed sourcing, screening and interview activity against each role’s requirements.
- 04
Review & adjust
Review progress, feedback and unresolved decisions. Agree changes to priorities or scope before extending the work.
04 / PROGRAMME VISIBILITY
Know where things stand.
Know what needs a decision.
Agree useful reporting for your programme, such as role status, shortlist and interview progress, feedback outstanding and offer-stage activity. The reporting format follows the agreed process and systems.
Role PrioritiesSearch ProgressInterview ActivityFeedback & DecisionsOffer CoordinationScope Changes
Our initial sector focus is logistics, freight forwarding, shipping, supply chain, global trade, commodities, recycling and related professional functions.
Explore our specialist markets05 / USEFUL QUESTIONS
Before we begin.
How is this different from a single-role search?
A single-role search centres on one appointment. Project recruitment coordinates a defined set of hiring requirements, with shared priorities, reporting and decision points. The appropriate approach depends on your brief.
Explore permanent recruitmentCan the support work alongside our internal team?
The scope can be discussed around the stages where support is needed, such as sourcing, screening or interview coordination. Responsibilities, systems access and available delivery capacity must be agreed before work begins.
Does a hiring project mean temporary staffing?
No. A time-bound recruitment campaign can result in permanent appointments. Contract staffing is a separate workforce arrangement, with employment and delivery responsibilities that require their own confirmation.
Explore flexible workforce optionsLET’S MOVE FORWARD