You don't have time to recruit properly.
Your team is under pressure, hires are piling up and nobody has the bandwidth to source, qualify and follow up seriously with candidates.
RPO
A Bluecoders recruiter, in your team.
Sometimes what you need is a recruiter who is a full member of your team, present every day, rooted in your culture and entirely dedicated to your hires.
The model
RPO, the Bluecoders way
RPO means a Bluecoders recruiter integrated directly into your company, not an external provider who shows up occasionally, but a full member of your team, for a defined period.
You keep control, they bring the expertise and the bandwidth.
When to activate RPO
3 situations that call for RPO
You don't yet know exactly what you're looking for.
The need is there but the brief isn't locked. You need to iterate, meet profiles to refine it, not a firm waiting for a perfect job description.
You want someone who recruits from the inside.
Not an external provider. Someone who knows your teams, talks to your managers, embodies your culture and builds your recruitment processes over time.
How it works
Our 5-step RPO method
01
Scoping together
Scope, target roles, tools, duration, the ground rules defined together before starting. Nothing is imposed.
02
The right profile for your context
One or more profiles from our team or network, matched to your stack and culture. You sign off before any kickoff.
03
A fast immersion
A few days to embed, team, process, hiring managers, tools. Operational quickly, no long training period.
04
Recruitment kicks off
Sourcing, qualification, profile presentation, offer management, through to the candidate's integration.
05
Transparent follow-up
Regular reporting, honest feedback, continuous adjustments. You keep control, communication stays constant.
Benefits
What Bluecoders RPO brings you
An employer brand embodied from the inside
A recruiter embedded in your teams, who presents your project to candidates the way your managers would, and knows your culture from the inside.
A recruitment foundation built to last
An RPO mission is the opportunity to lay solid foundations, methods, criteria, rituals, to hire better and more efficiently over time.
Recruitment finally becomes a priority
One person entirely dedicated to your hires, not an extra task spread between the CEO, CTO and HR.
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 activate | Evolving brief, recurring hires, need for internal structure. | Clear need, specific profile, reactive team. |
| Commitment | Defined duration, full-time or part-time based on your needs. | Per mission, no minimum duration. |
| Target profiles | All levels, including junior. | Senior, hard-to-find and strategic profiles. |
| Budget | Fixed and predictable cost (daily rate). | Payment on mission success. |
When to activate
RPO
Evolving brief, recurring hires, need for internal structure.
Success-based
Clear need, specific profile, reactive team.
Commitment
RPO
Defined duration, full-time or part-time based on your needs.
Success-based
Per mission, no minimum duration.
Target profiles
RPO
All levels, including junior.
Success-based
Senior, hard-to-find and strategic profiles.
Budget
RPO
Fixed and predictable cost (daily rate).
Success-based
Payment on mission success.
Our partners
They trust us
Defence, Industry & Sovereignty
- Safran.AI
- Cegelec Défense
Deeptech, AI & Science
Business & Tech Solutions
Our results
Since 2016, in figures
Behind these numbers, what really matters is strong human collaborations and tech teams that are built to last.
- +10 years
- of expertise in tech
- +30
- tech leaders and experts hired
- +200,000
- engineer profiles in our database
- C
1 Mechatronics Manager
Cegelec Défense · time to hire: 30 days
- T
Head of Data
Therapanacea
4 Dev Full-Stack JS, 2 EM
Joko · time to hire: 1 month
- S
Engineering Manager, AI & Algo Product Manager, ML Engineer
Safran.AI · time to hire: 40 days
1 Founding Engineer
FullEnrich · time to hire: 3 weeks
- T
1 Embedded Software Engineer
Traak · time to hire: 15 days
Pricing
Clear and predictable pricing
RPO is billed at a daily rate, a daily fee agreed upfront, over a duration defined together. No surprises, no variable: you know exactly what you're investing from day one.
FAQ
Your RPO questions, answered
How is it different from a classic recruitment firm?
A classic firm hunts for multiple clients in parallel and charges on success. RPO is one person entirely dedicated to your company, embedded in your team, billed at a daily rate. They only work for you.
How do you choose the person who joins our team?
We introduce one or more profiles from our team or network, matched to your stack, your culture and the seniority of the roles you're hiring for. You sign off before any kickoff, no surprises.
Can we adjust the time commitment?
Yes, full-time or part-time, depending on your needs and pace. We define the right level of involvement together at the scoping stage.
How do we track progress on the mission?
Regular check-ins, transparent reporting, continuous adjustments. You keep control and visibility at every stage.
Can RPO and success-based recruitment be combined?
Yes, and that's often what we recommend, RPO runs the day-to-day hiring, success kicks in for rare profiles or occasional spikes.
A recruitment need?
Describe what you need. A recruiter from your sector will call you back.