Pricing and pipeline access. You pay a fee when you hire someone when using contingency recruiting. This number is typically 20-30% of a candidate's starting salary. You pay a fixed fee based on hourly usage with RPO.
Contingency agencies present candidates to you and a number of other firms to maximize their chances of securing a hire. RPO firms present candidates only to you.
You don't get access to candidate information and pipeline activity with contingency services. You only interact with people submitted to you.
Transparent RPO gives you full access to all candidate activity including initial outreach and follow-up.
We recommend using contingency services when you only have one or two hires to make and you don't anticipate high demand in the near future. These roles could be very specialized profiles with historically low turnover rates.
RPO is suited for scaling your talent acquisition based on repeatable roles. For example, RPO is cost-effective if you need to hire several software engineers or account executives.
It depends on your budget and timeline. If you need to make one hire, contingency may make sense based on the role's base salary. If you need to make 50 hires, RPO is more friendly to your cash flow.