The First 90 Days of Your RPO: Bringing Your Time to Hire Down
In STEM sectors, where precision, timelines, and project deliverables are non-negotiable, delays in hiring can be operational risks. Whether you're scaling for critical projects or building specialised teams, you need a recruitment approach that delivers enterprise-quality results without the enterprise overheads.
At Owen Daniels, we specialise in flexible, outsourced recruitment solutions that put you back in control. Our 30-60-90 Day Plan transforms your hiring through strategic Recruitment Process Outsourcing (RPO) that reduces recruitment spend while increasing efficiency.
Days 0–30: Assessment, Alignment, and Capacity Planning
We start by taking stock, analysing your hiring forecast against seasonal demands and project requirements. Based on your strategic objectives and operational needs, we determine the best approach.
We thoroughly assess your existing technology stack to determine ATS integration or replacement needs, optimise your careers page, and identify workflow improvements while minimising disruption. We audit recruitment costs across all channels (agencies, job boards, and internal resources), reviewing supplier relationships to either integrate preferred partners or transition to cost-effective alternatives.
Clear, measurable objectives are established with hiring managers and leadership, defining success metrics including reduced cost per hire, improved time to hire, enhanced direct applicant conversion rates, and strengthened brand reputation.
Days 30–60: Build, Launch & Engage
After planning, we deploy the RPO and begin live hiring. Our specialists own the entire recruitment process from requisition to offer, ensuring consistent control and professional brand representation. We fully manage your careers page and ATS, optimising for maximum direct applicant conversion through strategic job postings, candidate communications, and streamlined workflows.
Every applicant enters our systematic process with professional acknowledgement, structured screening, efficient interview coordination, and timely offer management, reducing agency costs while improving candidate quality.
Our marketing team launches targeted recruitment campaigns, driving high-quality applicants while optimising spend to maximise ROI and reduce recruitment costs.
Days 60–90: Optimise and Scale
The final 30 days focus on system optimisation and scalability preparation. Our ongoing management covers KPI monitoring, supply chain control, and long-term strategy.
Real-time analytics track cost per hire, time to hire, conversion rates, and retention, driving continuous optimisation and demonstrating ROI. Process documentation, training, and handover procedures ensure seamless scaling with business demands, adapting to hiring surges without losing efficiency. We establish frameworks for talent pooling, workforce planning, and strategic acquisition, supporting long-term business objectives beyond immediate hiring needs.
Why a 90, 60, 30 Day Plan?
Our RPO-led 30-60-90 Day Plan addresses the core challenges facing STEM organisations: fluctuating hiring demands, increasing agency costs, limited direct attraction capabilities, and the need for recruitment technology and expertise.
Key benefits include:
- Reduction in time-to-hire
- Significant reduction in cost per hire compared to agency models
- Higher direct applicant conversion and retention rates
- Professional brand representation
- Flexible team structure that scales with your demands
Ready to reduce recruitment spend without compromising quality?
Learn more about how Owen Daniels' flexible RPO solutions can transform your talent acquisition performance in just 90 days.
