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.
You have several tech roles to fill, or a team to launch. A specialist recruiter joins your team, full-time or part-time, at a daily rate.
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.
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 results
Since 2016, in figures
Engineers, managers and tech leaders, for start-ups, scale-ups and industrial companies.
- 2,000+
- tech and engineering hires since 2016
- 800+
- companies we have worked with
- 10 years
- recruiting engineers and tech leaders
- C
Mechatronics Manager
Cegelec Défense
Head of Data
Therapanacea
2 Full-Stack JS Devs, 1 Staff Fullstack Engineer, 1 Staff Mobile Engineer
Joko
- S
Engineering Manager, AI & Algo Product Manager, ML Engineer
Safran.AI
Staff AI Engineer
Alpha10X
Founding Engineer
FullEnrich
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.
How is it different from a classic recruitment firm?
In success-based recruitment, our recruiter runs your search alongside other assignments, and you pay on hire. In RPO, they work only for you, in your tools and with your managers, and you pay by the day.
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 within 24 business hours.