Full-Cycle RPO: Your Entire Hiring Function, Embedded

Full-Cycle RPO is an ongoing, embedded partnership where TrivianEdge runs your entire recruitment function indefinitely — not just individual searches. We own sourcing, screening, interview coordination, offers, and onboarding for every role you hire, acting as your extended talent acquisition team for as long as the engagement runs.

Full-Cycle RPO is an open-ended engagement built for companies with continuous hiring needs — think 20+ roles a year, ongoing headcount growth, or no in-house recruiting team at all. Project-Based RPO is a defined, time-boxed hiring sprint for a specific need, like hiring 15 engineers before a product launch. Companies that start with a project often move to full-cycle once they see the volume of hiring is steady rather than one-off.

Everything in the hiring funnel: job description refinement, sourcing across our talent hubs, structured screening, interview scheduling and coordination with your hiring managers, offer negotiation support, and onboarding logistics. We also maintain a warm pipeline for roles you will likely need in 3–6 months, so you are never starting from zero.

Yes, always. TrivianEdge runs the process, but hiring managers make every final decision. We present shortlisted, pre-screened candidates; your team interviews and decides. We never make an offer without your sign-off.

Most Full-Cycle engagements run on a monthly retainer sized to your expected hiring volume, which is typically up to 40% cheaper than maintaining an equivalent in-house talent acquisition team once you account for salaries, tools, and job board spend. Contact us for a quote based on your role mix and volume.

There is no fixed multi-year lock-in. Most Full-Cycle engagements run in renewable quarterly terms, so the arrangement can scale up, scale down, or wind down as your hiring needs change.

Yes. We embed into your existing workflow rather than replacing it — using your ATS if you have one, following your employer brand and voice with candidates, and reporting into your HR or People leadership. From a candidate's perspective, they are dealing with your company throughout.

Everything transfers to you: candidate pipelines, sourcing notes, interview scorecards, and any employer-branding assets we built. There is no lock-in on your own hiring data or relationships.