Regional delivery hub supporting European hiring programmes.
Solutions / RPO
Recruitment Process Outsourcing
Your recruitment function. Rebuilt.
Rebuild your recruitment function with embedded expertise, clear SLAs, market intelligence and scalable delivery across markets.
Our RPO models
Three models. One recruitment partner.
Choose the model that fits your needs today, and move between them as your business evolves. Every model is built on the same principles: embedded expertise, clear governance and market intelligence.
Always-on
Explore Talent Pipeline
Talent Pipeline
Build talent before you need it.
For high-volume or recurring hiring needs, waiting for a vacancy is often too late. Talent Pipeline gives you access to a continuously refreshed pool of pre-qualified, pre-engaged candidates, so when you need to hire, you can move fast.
Time-Bound
Explore Project RPO
Project RPO
Structured delivery for defined hiring needs.
A fully resourced, time-bound team with clear milestones and outcomes, designed for specific hiring projects your internal team cannot absorb. Start date, end date and deliverables are clearly defined.
Strategic
Explore Enterprise RPO
Enterprise RPO
Full ownership. Strategic partnership.
End-to-end ownership of your recruitment process, from sourcing strategy to offer and onboarding handover. Gi GES provides the governance, technology and methodology behind the model. This is not just a service contract, it is a long-term partnership with shared accountability for outcomes.
37
countries with on-site teams
30+
Languages supported
500+
RPO programmes delivered
10M+
Pre-vetted candidates in our talent database
Global delivery
Global delivery. Local expertise.
Our hub-and-spoke model helps you scale hiring globally without losing local market quality. Centralised sourcing, pipeline creation and candidate engagement are coordinated through one delivery model, while local specialists bring market fluency, compliance knowledge and candidate understanding.
By bringing together our HR services within one clear recruitment approach, we help you build a more streamlined and effective hiring process across borders.
Hub teams: scale without overhead
Centralised sourcing, pipeline creation and candidate engagement across roles and markets, managed through one coordinated hub. No duplicated effort. One consistent process at scale.
Market fluency, centrally powered
Recruiters bring local market knowledge, supported by shared governance, common standards and real-time market intelligence.
Integrated governance: transparency at every level
Clear SLA tracking, weekly reporting and quarterly business reviews keep performance visible and accountable. You always know where things stand.
Global footprint
Regional delivery hubs
Our delivery footprint spans EMEA, APAC, LATAM and North America, anchored by five regional hubs that support scalable delivery and local market responsiveness.
Coverage
- EMEA
- APAC
- LATAM
- North America
Gdańsk
Poland
New Delhi
India
Regional delivery hub supporting scalable sourcing and candidate engagement.
Ningbo
China
Regional delivery hub supporting East Asia market delivery.
São Paulo
Brazil
Regional delivery hub supporting LATAM recruitment delivery.
Mexico City
Mexico
Regional delivery hub supporting North America recruitment needs.
Global network
5 hubs, 1 network
Shared tooling, standards and governance keep delivery connected across regions.
What every engagement includes
What every Gi GES RPO engagement includes
The operational foundations behind every model, visible from the start, not hidden behind the contract.
1
Centralised delivery. Global reach.
Hub-driven modelHub teams manage sourcing at scale, while local in-market recruiters support stakeholder alignment and candidate experience. The result is consistent quality across regions, without requiring local TA headcount in every country.
2
Cost efficiency by design
Built for lower cost per hireCentralised delivery, lower agency dependency and standardised workflows help remove inefficiencies before they become expensive. The model is designed to reduce cost per hire over time.
3
Speed and scalability
Rapid activation and flexible capacityHiring capacity can scale up or down without additional headcount approvals or repeated agency renegotiations. Demand peaks become easier to manage.
4
Technology-enabled recruitment
AI-supported sourcing and real-time reportingAI-supported sourcing, automated screening and live dashboards support every engagement. We integrate with your ATS or recommend the right setup for full pipeline visibility.
5
Market intelligence built in
Not an add-on. Part of the model.Salary benchmarks, talent supply-and-demand data and competitor hiring insights inform sourcing decisions, candidate conversations and hiring strategy throughout delivery.
Delivery model
Simple. Scalable. Effective.
A transparent, repeatable engagement model with clear steps, defined governance and no surprises once the work begins.
1
Design the solution
We align on hiring volumes, timelines, role families, geographies and strategic priorities, then define the team structure, SLAs and reporting cadence before the first role goes live.
2
Build talent pipelines
We map the market, identify and engage qualified candidates, and set up the sourcing process, including channels, screening criteria and ATS workflows.
3
Deliver and hire
We manage sourcing, screening, interview coordination, offer management and onboarding handover. Hiring managers spend their time with candidates, not admin.
4
Optimise and scale
Each month, we review what is working, what is slowing the process down and where costs can be improved. As needs change, the model scales without starting again.
FAQ
RPO questions, answered
Ownership depends on the engagement model. In Enterprise RPO, Gi GES manages sourcing, screening, interview coordination, offer management and onboarding handover. Hiring managers remain responsible for final selection and decision-making. In Project RPO or Talent Pipeline models, we take ownership of defined stages of the process, agreed upfront to ensure clarity on roles, accountability and outcomes. Across all models, our Market Intelligence capability provides continuous insight into talent availability, salary benchmarks and competitor hiring activity.
Our delivery model is built for variable demand. Capacity can scale up or down in line with rolling hiring forecasts, allowing rapid response to spikes or reductions without contractual renegotiation. Market intelligence signals are used to anticipate shifts in demand, enabling more proactive workforce planning rather than reactive resourcing.
Our model combines global governance with local execution. Central teams oversee pipeline management, reporting and delivery governance, while in-country specialists manage compliance, labour law requirements and local candidate engagement. We operate across 100+ countries with direct presence in 37, ensuring that local legal and cultural requirements are embedded into delivery.
Yes. This is a common progression. Project RPO allows organisations to validate delivery quality, integration and outcomes before scaling. If performance meets expectations, transition to Enterprise RPO is seamless, as governance structures, workflows and team alignment are already established.
Exit planning is defined at the start of every engagement. All process documentation, reporting structures, ATS data and candidate records remain fully client-owned. If transition back in-house is required, we provide a structured handover period including knowledge transfer and operational support to internal teams.
Contact us
Find the right RPO model for your business
Time-to-fill, unpredictable costs or global scale: in 30 minutes, we will help you understand which RPO model fits your needs and how it compares with your current recruitment spend.
Book your free 30-minute consultation.