When an organisation decides to partner with an RPO (Recruitment Process Outsourcing) provider, it’s never an easy decision. It requires letting go — inviting an external team into your internal ecosystem, sharing processes, systems, and business knowledge.

That’s why the foundation of any successful RPO engagement must be built on one critical value — Trust.

Beyond trust, the ideal RPO partner must bring:

• Proven capability to deliver on large-scale hiring mandates

• Clearly defined SLAs, governance, and reporting structures

• Complete transparency and accountability

• Deep domain expertise and access to quality talent networks

In essence, an RPO engagement succeeds only when both partners operate with collaboration, transparency, data discipline, and shared ownership of the process. Most importantly, the primary onus of success lies with the RPO partner — to lead with accountability, agility, and consistent delivery excellence.

Premise

A global telecom enterprise undergoing rapid digital transformation and large-scale workforce expansion approached PeopleLogic Business Solutions for a full-cycle RPO engagement.

The client sought an RPO partner with:

• Proven experience in telecom and niche technology hiring

• The ability to manage end-to-end recruitment across multiple business units

• A trusted, process-driven team that could deliver results with speed and quality
  
  

Challenges 

The engagement came with both scale and complexity. As a global telecom enterprise undergoing rapid transformation, the client needed to accelerate hiring while maintaining precision, quality, and cultural alignment — a challenge that demanded both speed and strategy

Specific Challenges Included were 

• Building telecom teams from scratch through a scalable RPO model

• Managing recruitment for diverse, niche, and super-niche skill sets

• Closing aging and business-critical requisitions under tight deadlines

• Delivering consistent hiring quality and a superior stakeholder experience

•  Creating a differentiated candidate experience and hiring manager experience

• Managing end-to-end recruitment process outsourcing across multiple business units

In short, the expectation was not just recruitment support — but a strategic, data-driven RPO solution designed to deliver measurable business outcomes through process excellence, technology integration, and a relentless focus on quality of hire.

PeopleLogic’s Strategy & Approach

1. Deep Business & Culture Immersion

The engagement began with a high-touch immersion phase. The PeopleLogic team embedded itself within the client’s ecosystem to:

• Understand business goals and workforce plans

• Align with leadership and hiring manager expectations

• Translate the organisation’s culture into actionable hiring criteria

• Create detailed SLAs, SOPs, and reporting formats to ensure total transparency

This deliberate integration helped PeopleLogic act as a true extension of the client’s internal talent team.

Dedicated RPO Team Deployment- Built For Scale
A specialized RPO team was built with recruiters deeply aligned to telecom and technology domains.

Key actions included:

• Setting up a centralised sourcing and market intelligence function

• Implementing real-time dashboards and governance mechanisms

• Maintaining tight SLA adherence and proactive stakeholder communication

This model ensured predictability, control, and scalability — even for high-volume and niche hiring.

 Data-Driven Hiring Excellence
To accelerate outcomes, PeopleLogic deployed its AI-powered, in-house Talent Acquisition OS, featuring:

• AI-based JD analysis to translate business needs into precise hiring criteria

• Intelligent JD–Resume matching for faster, higher-quality shortlists

• Data-driven insights and dashboards for real-time performance monitoring

This approach not only improved turnaround time (TAT) but also enhanced quality of hire through consistency and precision.

Strategic Sourcing & Market Mapping

For niche and super-niche telecom roles, PeopleLogic leveraged:

• Advanced sourcing strategies across digital platforms

• Deep market mapping and salary benchmarking

• Engaging passive talent through personalized communication

Delivered Technology Stack:

• 5G / LTE Core & RAN

• IMS, VoLTE, VoWiFi

• OSS / BSS Platforms

• Network Virtualization (SDN / NFV)

• Signaling Protocols (SS7, Diameter, SIP)

Closed Hard-to-Fill Roles:

• Java / Spring Boot, .NET Core, React, Angular

• Data Engineering (Kafka, Spark)

• QA Automation & Integration Specialists

• Database Performance Engineers

Even legacy and sunset technologies were successfully staffed to ensure business continuity

Transparent Reporting & Continuous Feedback
PeopleLogic implemented a watertight reporting system and a continuous feedback mechanism with hiring managers.

This ensured:

• Real-time visibility into recruitment progress

• Zero compromise on candidate quality

• High stakeholder confidence through data-backed updates

Collaboration and communication remained the backbone of the partnership.

Results: From Engagement to Endorsement
The outcomes exceeded expectations:

• 250+ positions closed across telecom and niche IT functions

• 100% adherence to agreed RPO hiring timelines

• High satisfaction scores from hiring managers and leadership teams

• Zero backlog on aging or niche requisitions

More importantly, the client recognised PeopleLogic not as a vendor, but as a strategic talent partner.

Impact:

• Expansion of the RPO mandate across additional business units

• Continued partnership built on mutual trust and delivery excellence

• Strengthened client confidence leading to a long-term engagement

What began as an RPO project evolved into a partnership powered by PeopleLogic’s ART values — Action, Respect, and Trust.