In a full lifecycle outsourced recruitment solution, clients outsource the management of their entire hiring process, but once we work in concert with a client’s talent acquisition team, we see the engagement as a blended recruitment solution. With a blended RPO model, we deploy a co-sourced model and become an extension of the client’s internal team. This can happen at the beginning or at any point during a recruitment process outsourcing engagement.

In summary, we provide the tools, technology, and some of the resources to improve a company’s time to hire, cost per hire, and quality of hire. Beyond improving such basic hiring metrics, our blended recruitment solution is designed to elevate and augment existing processes and resources to optimize talent acquisition’s impact on the business.

Depending on a client’s needs, a blended RPO solution can include employer brand development, workforce planning, change and vendor management, and improved governmental compliance along with assessment and selection capabilities all backed by our award-winning IP and extensive library of best-in-class Success Profiles.


Change is a constant factor in growing organizations. Whether a company is expanding into new geographies, relocating headquarters, navigating a merger or acquisition, or launching a new product or service, Project RPO is dedicated to those specific growth objectives that have hiring time constraints. It means delivering a specific number of hires in a given period of time without sacrificing quality.

To shed light on what a product launch Project RPO engagement would entail, have a look at the webinar series highlighted below. Our Life Sciences leaders explain Korn Ferry’s approach to ensuring a successful product launch, from developing a recruitment strategy to building the talent acquisition team and securing the top talent that will bring it to life.


As part of our blended RPO solutions, we provide expertise in source, screen and present recruitment models. In focusing on the front-end of the hiring process, we leverage innovative sourcing and streamlined screening technology and processes to present clients with qualified candidate slates.


When there is a hiring need focused in a specific geography, function, or demographic such as campus, hourly, professional, etc., we build out a dedicated segment of the recruitment team to execute a strategy tailored to the area of focus while also aligned to the broader recruitment strategy. We often work alongside the client’s internal team to drive outcomes in these kinds of engagements.

Korn Ferry RPO Process.

Beyond delivering the talent that you need, our goal is to help demonstrate the strategic value talent acquisition brings to your organization.

We combine decades of data expertise and insight with cutting-edge technology and experienced talent advisors to confidently meet hiring goals with quality candidates.

Our recruiters compile supply and demand insights, a comprehensive list of competitors for the same talent, time to fill and cost per hire metrics, and compensation benchmarks pulled from Korn Ferry’s Pay database.

We hold reward data on 20 million professionals, profiles of 8 million candidates, data from over 25,000 organizations, and have administered 49 million assessments.

Success Profiles, offering a complete picture of the ideal candidate, are built from our IP using extensive assessment and job measurement data. You’ll be able to visualize a best fit candidate like never before, taking accountability, capability and identity into consideration.

Korn Ferry Recruit is the engine behind our sourcing outreach, candidate management, and engagement reporting.

The AI-powered Korn Ferry Recruit streamlines the talent acquisition process.

AI drives sourcing efforts targeting both active and passive candidates.

It actively learns from positive or negative on these search results to submit Gold Standard resumes so our AI just keeps getting smarter.

With more technical aspects of a recruiter’s job managed by AI, our talent advisors can focus on the strategic aspects of their job, taking your employee value proposition to market.

By leveraging our proprietary assessments, our recruiters can understand which candidates best fit your role.

Shortlisted candidates are then presented to the Hiring Manager along with a detailed interview.

You will ultimately determine which candidates receive an offer, and we’ll help develop competitive compensation packages and present offers to candidates.

Our clients have experienced reduced time to hire, powerful global reporting with customizable dashboards, greater insight into the talent market, reduced cost per hire with improved candidate and hiring manager satisfaction.

Success is impossible without great talent. So let’s go find it. Together.




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