28th July 2025

What’s Behind RPO Pricing Models? We take a look inside.

Many STEM organisations get caught up in the initial cost comparison when considering recruitment process outsourcing (RPO). However, the real conversation should factor in the value and benefits of your RPO alongside its pricing. Understanding what drives RPO pricing models and how they translate into tangible business benefits is crucial for making an informed decision in today's competitive STEM landscape.

According to industry research, 60% of employers experienced faster hiring when partnering with RPO providers. But the value extends far beyond speed.

Understanding Owen Daniels' RPO Models

We offer three distinct frameworks designed to deliver maximum value:

Core RPO: Our foundation model provides comprehensive recruitment with dedicated teams, consolidated invoicing, careers page management, and supply chain oversight.

Project RPO: Perfect for targeted hiring with flexible 0–6-month contracts, specialist market knowledge, and scalable resources for specific departments or locations.

Embedded RPO: Places our expert STEM recruiters directly within your organisation, providing on-site support and workforce planning capabilities.

Traditional Agencies vs Owen Daniels RPO

Traditional Agency Model:

Multiple agencies charging varying percentages per hire with separate contracts and invoicing
Limited accountability focused on quick placements rather than long-term fit
Inconsistent candidate experience and hidden markup costs

Owen Daniels RPO Model:

Cost-controlled, transparent spending with consolidated invoicing
Flexible up and down to your business demands, no heavy fees when you’re not recruiting
Dedicated STEM specialists focused on quality and retention
Integrated technology, professional candidate experience, and direct platform relationships

The Financial Impact: Our RPO model typically delivers 20-30% cost savings in Year 1 while improving quality and reducing time-to-hire.

What Drives RPO Pricing?

Several factors influence RPO pricing models, each delivering value that traditional agencies cannot match:

Volume and Complexity - Higher hiring volumes typically result in better economies of scale, whilst specialist technical roles or senior engineering positions receive dedicated expertise rather than generic agency handling.

Technology Integration - ATS implementation, careers page development, and comprehensive reporting systems provide transparency and control that traditional agencies rarely offer STEM organisations.

Service Level - On-site support, dedicated account management, and services like brand development or compliance management (particularly important for IR35 in technical contracting) create a seamless extension of your team rather than external supplier relationships.

Duration and Commitment - Longer-term partnerships enable relationship development and process optimisation that delivers compounding value over time, unlike transactional agency relationships.

The true value of RPO extends far beyond simple cost per hire calculations when compared to traditional agency models. Our case studies demonstrate significant measurable benefits, illustrating how our RPO pricing models translate into real-world outcomes. Click here to read our case studies.

Measuring Success Beyond Cost Per Hire

Our success metrics include:

Cost per hire reductions compared to previous strategies
Time to hire improvements creating operational efficiencies
Quality metrics including retention and performance assessments
Brand enhancement through elevated candidate experience
Compliance management reducing risk exposure
Financial efficiencies achieved through consolidated invoicing and simplified queries

When evaluating RPO, look beyond price—consider the total cost of ownership across agencies, internal teams, and tech. Can your current approach scale without sacrificing quality? Our flexible models adapt to your needs, helping you build a skilled, future-ready workforce.