Choosing an RPO partner is one of the most important decisions an organisation can make when rethinking how it attracts, selects and on-boards talent. 

It’s not just about who can fill roles the fastest. It’s about who can embed themselves in your business, elevate your workforce strategy, and deliver long-term value. Over the years, I’ve seen partnerships thrive and I’ve seen them falter. The difference often comes down to six key factors. 

Here’s what to look for and what to avoid when selecting the right partner.

Cultural Fit: Do they understand your business and values?

The best partnerships feel seamless. That only happens when your provider truly understands your business not just what you do, but how you do it. 

Cultural alignment is critical. Your recruitment partner should reflect your tone, your pace, and your values. They should be able to speak your language, represent your brand, and integrate with your teams. In some of our most successful partnerships, hiring managers don’t even realise our recruiters are not their employees because they operate as a natural extension of the business. 

What to look for: 

• Do they take the time to understand your culture and goals? 
• Will their team be embedded in yours, physically and virtually? 
• Can they represent your brand authentically?

Trust & Accountability: Can they deliver results and own them?

Not everything can be written into a contract. That’s why trust is essential. 

You need a partner who will be transparent, responsive, and accountable especially when things don’t go to plan. Look for a team that’s willing to have the hard conversations, take ownership of outcomes, and work with you to continuously improve. 

What to look for: 

• Do they offer clear KPIs, governance and reporting? 
• Are they proactive in identifying risks and opportunities? 
• Will they stand by their performance and fix what’s not working 

Strategic Impact: Are they focused on more than just filling roles?

A great partner doesn’t just fill vacancies they help you build a stronger workforce. 

That means thinking beyond today’s hiring needs. It means bringing insights, innovation, and strategic thinking to the table. Whether it’s amplifying your employer brand, identifying future workforce capabilities, launching a diversity initiative, understanding reasons for turnover or redesigning your onboarding experience, the right partner will help you move the needle on what really matters. 

What to look for: 

• Do they bring ideas, not just execution? 
• Can they support broader talent initiatives? 
• Are they aligned with your long-term workforce strategy?

Tech & IP: Do they bring tools and expertise that elevate your recruitment model?

Technology is a powerful enabler but only when it’s used well. 

Your partner should bring a tech stack that’s fit for purpose, allowing you to streamline processes, save valuable time and provide real time reporting and insights.  Alternatively, they should be able to optimise the systems you already have, giving you a return on the money you have invested. They should also bring intellectual property, proven processes, templates, and tools that accelerate delivery and reduce risk. 

What to look for: 

• Do they offer flexible tech options (bring their own, use yours, or implement third-party)? 
• Can they demonstrate how their tools improve outcomes? 
• Do they have IP that adds value from day one?

Flexibility: Can they scale with your business and adapt to your needs?

Recruitment needs aren’t static. Your partner should be able to flex with you, scaling up during growth, scaling down during quiet periods, and adapting to new priorities as they emerge. 

Rigid models don’t work in today’s environment. Look for a partner who can tailor their approach, evolve with your business, and stay agile in the face of change. 

What to look for: 

• Can they scale resources up or down quickly? 
• Are they open to evolving the model over time? 
• Do they offer modular or phased solutions? 

Final Thought: Choose a partner, not just a provider 

The right RPO partner doesn’t just deliver, they transform how you think about talent. 

They become an extension of your team. They bring clarity, capability, and confidence to your workforce strategy. And most importantly, they help you build a talent acquisition function that’s not just efficient but future ready. 

Let’s talk talent 

If you’re considering RPO and want to explore what a great partnership could look like, contact me today. I’d be happy to help you assess your needs, develop a business case and design a model that fits your goals, your culture, and your future. 

Kimberley Hubble – Head of Talent Solutions
kimberley.hubble@hudson.com
0416 270 642