If you need extra hands, embed experienced recruiters into your talent acquisition team for as long as you need.
Most RPO models stop at delivery, ours are built for ownership.
Built in two models – RPO or IHTA – we embed recruiters into your teams fully align to your hiring goals.
A full extension of your team
We fully integrate with your goals, culture, and definition of success.
Built on partnership, not just delivery
We continuously refine the process to improve outcomes.
Candidate experience
And employer branding by design.
More value than a typical RPO
Extra perks, strategic and deeply aligned with your business.
Scaling tech teams requires more than just sourcing CVs or interviews.
It requires market knowledge, high alignment with your teams, and consistent delivery.
Fully focused on filling your open vacancies.
Ensuring alignment and high-quality delivery.
In-house Recruiters
Work with recruiters who best fit your needs and integrate them into your team for 3, 6, or +12 months.
Landing.Jobs platform subscription
Empower your team to proactively source talent at scale, integrate candidates into your ATS, and amplify your employer brand.
Dedicated Project Manager
Working behind the scenes to ensure continuous team support and full alignment with your goals, recruitment processes, and stakeholders.
Service level agreement
We commit to a core set of result-driven metrics that ensure measurable results.
Recruitment Cockpit
Stay in control of your recruitment processes supported by a 360º overview platform, seamless process management, and valuable insights.
30 Day Guarantee
We commit to a core set of result-driven metrics that ensure measurable results.
Each RPO model unlocks a different level of recruitment capability up to a full in-house setup.
Across different markets, team sizes, and hiring challenges, companies choose our RPO models to scale with consistency, ownership and results.
Whether delivered by Landing.Jobs or Damia Group, the approach is the same: embedded recruiters, shared goals, and full accountability.
What is Recruitment Process Outsourcing (RPO)?
Recruitment Process Outsourcing (RPO) is a hiring model where a specialised partner takes ownership of part or all of your recruitment process.
At Landing.Jobs, RPO means more than delivering candidates, it means embedding experienced tech recruiters into your hiring flow, aligned with your business goals, team culture, and definition of success.
What’s the difference between Simple RPO and Advanced RPO?
We offer two RPO models, so you can choose the level of involvement that best fits your hiring needs:
Simple RPO: As the traditional RPO setup, where senior recruiters accelerate your hiring by handling sourcing, screening, and delivery. Ideal when you need more hiring capacity and speed without building internal overhead.
Advanced RPO: A fully embedded and structured RPO model built for companies that need deeper partnership, predictability, and strategic support. In addition to a dedicated senior recruiter, you also get:
- A Project Manager ensuring alignment, quality control, and continuous improvement
- Market insights and talent intelligence to support long-term hiring strategy
- A 30-day replacement guarantee for added hiring security
- Defined SLAs to ensure delivery consistency and accountability
- Access to the Recruitment Cockpit, providing visibility into pipeline performance and hiring metrics
- Landing.Jobs sourcing subscription, expanding your reach into our tech talent community
Both models are Recruitment Process Outsourcing solutions. The difference lies in the level of integration, operational structure, risk mitigation, and strategic depth you gain with Advanced.
Is RPO suitable for tech recruitment?
Absolutely! RPO works especially well for tech recruitment, where talent is scarce and speed matters. Our recruiters specialise in engineering, development, data, product, and IT roles, combining active sourcing, market knowledge, and close collaboration with hiring managers.
Can RPO be used for temporary or short-term hiring?
Yes, and that’s one of its biggest strengths! Our RPO model is ideal for:
- Temporary scaling
- Growth spikes
- Hiring task forces
- Covering long-term absences
All without hiring permanent internal recruiters, saving you long-term costs.
How quickly can an RPO project start?
Fast. Once scope, roles, and Service Level Agreements (SLAs) are aligned, we onboard recruiters and kick off really quickly, without unnecessary bureaucracy or disruption to your ongoing hiring.
Will the RPO recruiter really work like part of my team?
For sure! Our recruiters integrate into your tools, processes, and communication channels, working day-to-day with your hiring managers as if they were internal, backed by the Project Manager experience and support.
Who ensures quality and alignment during the RPO?
We do. Every RPO engagement includes ongoing oversight, and Advanced RPO also includes a dedicated Project Manager responsible for alignment, quality, consistency, and continuous improvement. You get control without the management overhead.
How do you measure success in RPO?
Success is measured differently depending on the RPO model in place.
In Advanced RPO, performance is tracked through clear, agreed Service Level Agreements (SLAs). These typically cover:
- Sourcing activity and overall pipeline health
- Candidate quality and interview progression
- Delivery timelines and hiring outcomes
This model is built around structured accountability, visibility, and continuous performance tracking.
In Simple RPO, success criteria are defined directly by the client, since the recruiter operates under your day-to-day direction and priorities. The focus is on increasing hiring capacity and execution speed according to your internal goals and processes.
In both cases, the goal is the same, to deliver strong hiring results, with the level of structure and measurement varying by model.
What happens if results are not delivered?
We keep it simple and fair. If agreed SLAs are not met for two consecutive months, you can terminate the RPO contract with no cancellation fees.
Is a low-risk deal, with our full accountability.
Is RPO a replacement for an internal Talent Acquisition team?
No, it’s an extension. Many companies use RPO (Recruitment Process Outsourcing) to strengthen their internal Talent Acquisition department, adding capacity during growth phases or bringing structure where it’s missing.
You stay in control while we support your scaling.
Is this RPO delivered by Landing.Jobs or Damia Group?
Both. Damia Group and Landing.Jobs are part of the same Group and operate under the same methodology, standards, and performance framework, so don’t worry about it.
What services does Landing.Jobs provide, and where do you operate?
Landing.Jobs is a full-stack tech hiring partner for companies that take talent seriously.
We do everything related to hiring and managing tech talent, end-to-end:
- Tech Recruitment
- RPO (Recruitment Process Outsourcing)
- Employer of Record (EOR)
- PEO (Professional Employer Organization)
- Nearshore & Outsourcing
- Employer Branding & Talent Marketing
- Tech Job Board & Talent Marketplace
We’re a market reference in Portugal and operate globally, with a strong footprint across Europe and the Americas.
Landing.Jobs is also part of Damia Group Portugal , which means clients get one integrated ecosystem instead of managing multiple providers. One group, one strategy, less friction, and better hires.
Want to understand which model fits your company best?
Book a meeting