When recruitment stages are handled separately, handovers can create gaps. A full-cycle RPO model brings agreed activities into one operating plan, with clear responsibility at each step and client approval where decisions belong.
Define where the cycle starts and ends
Full-cycle does not mean handing over every decision. The scope could begin with vacancy intake and continue through research, screening, interview coordination and offer administration. Final selection, employment decisions and any regulated checks remain with the appropriate authorised party unless a separate, suitable arrangement has been confirmed.
Make the handovers visible
A practical workflow shows which information moves between the consultant, delivery team and candidate. Agree what makes a candidate ready for submission, who approves interview arrangements and how changes to the brief are communicated. Shared status definitions prevent the same record from meaning different things to different people.
- An intake brief with assessment criteria
- Stage owners and approval points
- An exception route for urgent decisions
Review the entire journey
Look beyond how many profiles were sourced. Review relevance, response quality, interview progression, candidate feedback and outstanding actions across the workflow. The reporting model should expose where progress slows and what needs attention. Team size, activity targets, operating hours and service boundaries are set during discovery and documented before delivery starts.
