Volume
A hiring wave (10+ roles) to absorb in a quarter without burning out your internal team.
RPO
A Bluecoders recruiter embedded in your team.
Bluecoders RPO: a recruiter — or a team of recruiters — fully embedded in your company, operational within days and billed at a daily rate. A natural alternative and complement to success-based recruitment.
The model
RPO, the Bluecoders way
RPO (Recruitment Process Outsourcing) means handing over all or part of your hiring to a partner who joins your team. At Bluecoders, that means a recruiter — from our staff or our network — who adopts your culture, rituals and tools, and runs your hiring plan over time. You keep control, we own execution.
When to activate RPO
The right moment to go RPO
Scale-up
You need to build a recruiting function and lasting processes — without hiring a full-time Head of Talent yet.
Stabilisation
A permanent, predictable need: you want a controlled daily-rate cost rather than a variable success bill.
Rare skills
Highly specialised tech profiles that demand deep immersion in your stack and your culture.
How it works
Our 5-step RPO method
01
Scoping
Mission scope, target roles, KPIs, duration, tool integration.
02
Matching
We pick the right Bluecoders recruiter — or one from our network — for your stack and culture.
03
Onboarding
One to two weeks of immersion: team, employer brand, process, hiring managers, tools.
04
Mission
Sourcing, screening, presentation, offer management and candidate onboarding.
05
Steering
Regular reporting on KPIs (time-to-fill, quality, hiring manager satisfaction) and continuous adjustments.
Benefits
What Bluecoders RPO brings you
Fast start
An operational recruiter within days — no long training period.
Continuous sourcing
Dedicated, highly targeted sourcing capacity on the French tech market.
Employer brand
A credible spokesperson with candidates, who speaks your language.
Better process
Your hiring process gets sharper over the course of the mission.
Scale on demand
One recruiter can turn into a dedicated team as your needs grow.
Daily-rate model
Transparent billing by the day, with no surprises on the total.
RPO vs success-based
Which one to choose? Our comparison
Hesitating between the two models? Here are the concrete criteria that make the difference. And remember: the two combine very well.
| Criterion | RPO | Success-based |
|---|---|---|
| When to use it | Structural hiring plans or volume waves. | One-off roles or rare profiles. |
| Pricing | Daily rate × days worked. | Percentage of the annual base package, due on hire. |
| Engagement | Defined duration (3 to 12 months). | Per mission, no duration commitment. |
| Best volume | Starting at 5-10 roles over the period. | 1 to a few roles. |
| Start time | 1 to 2 weeks (scoping + onboarding). | A few days (brief + kickoff). |
| Exclusivity | Recruiter dedicated to your account (full-time or shared). | No exclusivity imposed. |
| Target profiles | All types, including junior and repetitive profiles. | Senior and rare profiles. |
| Financial risk | Predictable fixed cost. | No cost if no hire is made. |
When to use it
RPO
Structural hiring plans or volume waves.
Success-based
One-off roles or rare profiles.
Pricing
RPO
Daily rate × days worked.
Success-based
Percentage of the annual base package, due on hire.
Engagement
RPO
Defined duration (3 to 12 months).
Success-based
Per mission, no duration commitment.
Best volume
RPO
Starting at 5-10 roles over the period.
Success-based
1 to a few roles.
Start time
RPO
1 to 2 weeks (scoping + onboarding).
Success-based
A few days (brief + kickoff).
Exclusivity
RPO
Recruiter dedicated to your account (full-time or shared).
Success-based
No exclusivity imposed.
Target profiles
RPO
All types, including junior and repetitive profiles.
Success-based
Senior and rare profiles.
Financial risk
RPO
Predictable fixed cost.
Success-based
No cost if no hire is made.
Our clients
They trust us
Startup
SMB
Enterprise
Our results
And it works!
Behind these numbers, what really matters is strong human collaborations and tech teams that are built to last.
- +0 years
- of expertise in tech
- +0
- successful placements
- +0
- engineer profiles in our database
4 Dev Full-Stack JS, 2 EM
average time: 1 month
1 Founding Engineer
average time: 3 weeks
1 ML Engineer
average time: 6 weeks
Lead Data Engineer
average time: 1 month
2 Dev Back-end
average time: 6 weeks
1 Product Manager
average time: 1 month
1 SRE Senior
average time: 2 months
1 Architecte technique
average time: 2 months
1 Mobile iOS Senior
average time: 1 month
1 Data Engineer
average time: 3 weeks
2 DevOps
average time: 1 month
1 Engineering Manager
average time: 2 months
4 Dev Full-Stack JS, 2 EM
average time: 1 month
1 Founding Engineer
average time: 3 weeks
1 ML Engineer
average time: 6 weeks
Lead Data Engineer
average time: 1 month
2 Dev Back-end
average time: 6 weeks
1 Product Manager
average time: 1 month
1 SRE Senior
average time: 2 months
1 Architecte technique
average time: 2 months
1 Mobile iOS Senior
average time: 1 month
1 Data Engineer
average time: 3 weeks
2 DevOps
average time: 1 month
1 Engineering Manager
average time: 2 months
The Bluecoders network effect
Why our RPO is different
Our edge comes from running both RPO and success-based missions at the same scale. Our recruiters and freelancers move between the two modes constantly: they stay plugged into the best French tech talent, share pipelines and tech know-how. When you activate a Bluecoders RPO, you're not just hiring a recruiter — you're connecting your team to an entire ecosystem.
FAQ
Your RPO questions, answered
How is it different from a classic recruitment firm?
A firm charges you on success, for each placement, while hunting in parallel for multiple clients. RPO is a recruiter dedicated to your company, embedded in your rituals, billed at a daily rate over a defined period. They run your hiring plan end-to-end.
What's the minimum engagement?
Usually 3 months for a focused project, more often 6 to 12 months for a structuring mission. We tailor the duration to your hiring plan.
How is the recruiter chosen?
We introduce one or more profiles from the Bluecoders team or our network, based on your stack, your culture and the seniority of the target hires. You sign off on the recruiter before any kickoff.
Does the recruiter work on other accounts in parallel?
Depending on the package, the recruiter is full-time or shared. We always make their allocation rate explicit in the contract.
Which KPIs are tracked during the mission?
Time-to-fill, shortlist quality, offer acceptance rate, hiring manager satisfaction and cost per hire. We share a regular report and adapt it to your needs.
Can RPO and success-based recruitment be combined?
Yes — that's actually our recommendation for many scale-ups: RPO runs the day-to-day, and success kicks in for rare profiles or occasional spikes. We do this regularly.
Ready to find the missing piece of your team?
Let's talk about your hiring needs. A team member will get back to you quickly to qualify the brief and kick off the search.