Recruitment Process Outsourcing
Project-Based RPO: Hire Fast, Without the Long-Term Commitment
A defined hiring sprint with a clear scope, timeline, and budget — built for launches, funding rounds, and seasonal peaks where you need a burst of great hires, not an ongoing recruiting function.
A Hiring Sprint, Not an Open-Ended Retainer
Project-Based RPO exists for the moment when you need a specific number of people, hired well, by a specific date — not a permanent recruiting function. TrivianEdge scopes the roles, timeline, and budget upfront, then runs the entire hiring process inside that window.
If your hiring is continuous rather than a one-time push, our Full-Cycle RPO model is typically the better long-term fit.
When Project-Based RPO Makes Sense
Product Launches
Seasonal Hiring Peaks
Post-Funding Scale-Ups
Startup First Hires
How a Typical Project Runs
90 Days
Typical Project Length
Fixed Scope
Pricing Model
6
Sourcing Countries
No Lock-In
After the Project Ends
Example: A 90-Day Hiring Sprint
Every project is scoped to your timeline, but this is a representative shape for a mid-size hiring push.
Scope and discovery
We define the roles, seniority mix, budget, and target start dates, and agree on the project fee upfront.
Sourcing and screening ramp-up
Our team searches across 6 talent hubs in parallel, running structured screening against each role's requirements.
Candidate delivery and interviews
Shortlisted candidates start reaching your hiring managers from week three or four, with a steady cadence through the project.
Offers, onboarding, and wrap-up
We support offer negotiation and onboarding logistics, then hand over any remaining pipeline when the project closes.
Frequently Asked Questions
Everything you need to know about Project-Based RPO with TrivianEdge.
Project-Based RPO is a defined, time-boxed recruitment engagement built around a specific hiring goal — for example, hiring 20 engineers in 90 days ahead of a product launch, or staffing a new department after a funding round. It has a clear start, end, and scope, unlike an ongoing Full-Cycle RPO engagement.
Choose Project-Based RPO when your hiring need is a burst rather than a continuous function: a funding round, a product launch, a seasonal peak, or a startup making its first 5–10 critical hires. If your hiring volume is steady year-round, Full-Cycle RPO is usually more cost-effective.
Most projects kick off within a week of scoping. A typical 90-day project breaks down as: week one for discovery and role briefing, weeks two through ten for active sourcing, screening, and interviews, with candidates typically ready for your review starting in week three or four.
There is no fixed minimum — we've run projects as small as a handful of critical early hires for pre-seed startups, up to 50+ roles for enterprise expansions. Pricing and timeline scale with scope.
You keep everything: the candidates hired, any remaining pipeline, and documentation on our sourcing approach. If new hiring needs come up afterward, you can run another project or convert to a Full-Cycle RPO engagement — there's no obligation either way.
Project-Based RPO is typically priced per role or as a fixed project fee based on scope, role complexity, and timeline — rather than an open-ended monthly retainer. This makes budgeting straightforward for a one-time hiring push. Contact us for a scoped quote.
Yes. A single project can span software engineers, AI/ML specialists, operations staff, and customer-facing roles at the same time — useful when a launch or expansion requires building out several functions at once.
Yes — it's one of the most common use cases. Startups get a structured, professional hiring process for their first critical roles without the cost or delay of building an internal recruiting function first.
Scope Your Next Hiring Sprint
Tell us how many roles, what timeline, and we'll build the plan around it.
Get a free consultation