For candidates →Practitioners on every account
Named, BPS-chartered or sector-specialist practitioners embedded on your account. No SDR funnel, no generalist account-manager layer. The people who designed the methodology are the people you work with.
Solutions · Deliver
Your TA team is four people. The work needs fourteen.
Building an early-careers programme that hits 24-month retention, navigates SM&CR or Civil-Service Success Profiles, and runs a credible schools network needs business psychologists, engagement specialists, platform engineers, candidate marketers, and someone who’s read every IfATE standard. You can’t hire your way to it; you can’t outsource it to a generalist agency without losing the work; and you can’t accept the quality compromise. Recruitment Outsourcing is the third option.
Why RPO, the honest version
The choice isn’t buy-vs-build. It’s good vs cheap.
Generic RPO is a commodity. You hand over a brief; an account manager you’ll meet twice runs a generic process; the same five people work on every client. The cost-per-hire is fine; the quality is fine; the practitioner depth is approximately zero.
TTP’s Recruitment Outsourcing is the opposite specialism: we run a small number of engagements per year, with named practitioners on every account — chartered psychologists, ex-in-house early-careers leads, sector specialists. The unit economics are different and we don’t pretend otherwise. The justification is the work that comes out the other end.
Campaigns delivered
110+
TTP-led full-service early-careers RPO campaigns since 2019.
Causeway pipeline lift
4.2×
Qualified-candidate pipeline uplift on the Causeway 2025 RPO engagement vs in-house baseline.
Time saved (vs in-house only)
58%
TA-team time reclaimed on full-service engagements. Average across deployments.
Embedded practitioners
Always
Named, BPS-chartered or sector-specialist practitioners on every account. No SDR funnel, no generic AM.
If you don't outsource carefully
Generic RPO is cheaper than us. The reason is the work.
We won’t pretend otherwise. There are RPOs that will charge you less to run a graduate cohort. They will run it on a generic methodology, by a generalist account team, with no chartered-psychologist input, with the same campaign template they used for the last three clients, and with a candidate-experience layer that hasn’t been redesigned since 2019. If “done, for the lowest defensible cost” is the brief, the right answer is one of those RPOs and we’ll say so.
If you want generic RPO, we’re the wrong vendor.
TTP’s RPO is the right answer when the work matters — when SM&CR documentation has to be defensible, when 24-month retention is in your KPIs, when the schools network has to be real, when the assessment has to clear an external BPS panel before launch. The unit cost reflects the practitioner depth on every account. About a quarter of new RPO engagements come from clients who tried generic RPO first.
How we deliver this
Six things that come standard on every RPO engagement.
Every TTP RPO engagement has these six elements. The variables are the brief and the cohort — not the seniority of the people on the work. The same practitioners who designed the methodology run the engagement.
Featured · Causeway Education
Case study · Full-service 2025 RPO engagement
Causeway: 4.2× pipeline, 58% time saved, in one cycle.
Causeway Education used TTP’s Recruitment Outsourcing to handle attraction, nurture, screening and selection for their 2025 graduate intake. A small specialist in-house team kept full control of the hiring decision; we did the work that didn’t require their direct time. The qualified pipeline grew 4.2× vs prior-cycle in-house baseline. Offer-acceptance moved from 71% to 89%. The in-house team got 58% of its TA time back to do the work that mattered: relationship building with hiring managers, programme design, candidate experience.
4.2×
Qualified pipeline
+18pp
Offer acceptance
58%
Time saved
What this connects to
How an RPO engagement actually starts.
RPO is the delivery layer over the rest of the TTP solutions. A typical engagement runs Schools Engagement, IWX, Candidate Attraction & Engagement, Application Management, Assessment Platform, Video Interviews and Onboarding as one programme — we run them; you stay in control of the hire decisions and the brand voice.
Most engagements are 18-to-36-month commitments. We don’t recommend single-cycle RPO — the methodology calibrates with each cohort, and the retention outcomes only show up at 24 months. Engagements typically include reference visits to current RPO clients before contract.
Service tier
Full-service RPO
End-to-end early-careers delivery, with TTP practitioners embedded.
Includes
All TTP solutions
Schools, IWX, attraction, ATS, assessment, interview, onboarding.
Engagement length
18–36mo
Multi-year by design. Single-cycle RPO produces single-cycle outcomes.
Practitioner mix
BPS + sector
Chartered psychologists + sector specialists embedded on every account.
RPO engagements with
Causeway
Channel 4
Schneider Electric
Costa
John Lewis
DHL
Microsoft
PwC
Talk to the RPO team
Got a programme that needs real practitioners?
Most RPO conversations start with a 60-minute scoping call: what your scheme actually is, what your in-house team can’t do well, what the operational outcome target is at 24 months. We say honestly whether we’re the right answer. Engagements always include reference calls with two or three current RPO clients before any contract is signed.