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Redefining the Talent Ecosystem: Hudson RPO’s Last 18 Months of Strategic Investment & Growth

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Hudson RPO has been delivering innovative recruitment solutions since 1999, and the past 18 months have marked a chapter of accelerated growth and strategic execution. Through key acquisitions, award-winning performance, and the addition of world-class leadership, Hudson RPO continues to raise the bar for what partners can expect from a global talent provider.  

First and Foremost a Couple of Unknown Facts about Hudson RPO:

Deep Heritage in Talent – Hudson RPO has lineage to the late 1990’s coming from a broader organization with TMPWorldwide  

Global Footprint w/Regional Delivery – Currently, it has entities in over 25 different countries and operates in over 50 countries worldwide with a staff of over 1,000 people.  Known for having a global footprint and capability with a regional delivery model.   

About Hudson’s clients  

  • 90% of their clients have a global footprint where Hudson supports in specific, strategic regions 
  • Average partnership duration is greater than 7 years
  • Supports in every sector with key strengths in Financial Services, Life Sciences, Manufacturing, and Technology 

Strategic Acquisitions & Global Executive Search Expansion

Hudson RPO is on a journey to create a world-class talent ecosystem for their clients.  Their motto of “your agenda is our agenda” is seen with the recent key investments outlined below: 

  • Strategically acquired companies expand both our geographical footprint and capabilities but also increase the products and service offerings to our clients.
  • Invested in critical roles, bringing industry experts to help enhance our value proposition to our clients.
  • Building a best-in-class Digital solution with Hudson Fusion and Hudson TalentIQ where clients can leverage a bespoke solution to fit their talent ecosystem vs. having to implement a one size fits all solution.  

Strategic Acquisitions Below 

Acquisition of Hudson Singapore Search & Global Executive Search Expansion (Feb 2024)  

Following the acquisition of Hudson Singapore Search, Hudson RPO accelerated the global rollout of its executive search offering. This started in North America and expanded into EMEA by year-end. It is a successful acquisition because it is supported by a growing team of seasoned executive search professionals. Not only does this expansion allow Hudson to deliver a seamless, end-to-end talent acquisition strategy, it integrates executive search with its core RPO services. This means that Hudson offers partners a scalable, high-impact solution for securing both volume hires and top-tier leadership across the globe.  

Acquisition of Executive Solutions (March 2024) 
In March, Hudson RPO acquired Executive Solutions. They are a leading volume recruitment provider in the UAE, known for delivering large-scale and Emiratization projects. This enables Hudson to serve both high-volume and specialized hiring needs in the fast-growing Middle East market. This acquisition caused Hudson to significantly expand its geographic footprint and operational capacity in a region central to global business expansion. 

Acquisition of Striver (April 2024) 
Hudson RPO expanded its executive search capabilities in the Middle East through the acquisition of Striver, a Dubai-based executive search firm. This firm is led by expert Toby Simpson and will enhance Hudson’s reach across the GCC (Gulf Cooperation Council). The results? It positioned the company as a premier partner for senior leadership placements in the region. This acquisition solidifies Hudson’s commitment to growth in emerging markets and strengthens its global executive search offering. 

Built to Lead: A Merger That Fuels What’s Next

The mission of our business is to fuel yours; and the merger with Star Equity reinforces that. By optimizing Hudson RPO’s financial position, it enhances operational flexibility and ensures continued investment in the talent and technologies that drive client success. 

Hudson Global, parent company of Hudson RPO, signed a Definitive Merger Agreement with Star Equity Holdings to form a new $210 million multi-sector holding company. Not only does this move enhance Hudson RPO’s financial strength and access to capital, but it also boosts the company’s ability to unlock cost efficiencies and tax benefits that support accelerated global growth. Hudson RPO is the largest business segment in the new entity, so it is perfectly positioned as the key driver of value creation, with continued investment in talent, technology, and market expansion.  

Hudson RPO Assembles Top Notch Leadership to Power Global Growth

Hudson RPO is not only acquiring and merging with the right companies, but they are also uniting top talent from around the world to lead its next phase of growth. These high-impact hires are designed to drive innovation, build excellence in teams, elevate client outcomes, and create a new benchmark for the industry.  

Below are the key hires Hudson RPO has made since November of 2023. 

Jake Zabkowicz – Global CEO 

It starts with Jake, as he leads Hudson RPO’s global strategy with a focus on growth, innovation, and client success. He’s driving expansion into new markets and sectors, uniting teams around a bold vision to deliver agile, results-driven talent solutions worldwide. 

Jeff Bettinger – Chief Administrative Officer 

Following up is a veteran HR executive, Jeff. He leads many of the back-end office support functions, ensuring alignment across business functions and international growth initiatives. 

Stephanie Edwards – Chief Digital Officer & Head of Enterprise Solutions 

Recently joining, Stephanie is modernizing and building Hudson’s digital talent suite and leading large-scale global partnerships, delivering innovative and tech-enabled talent solutions.   She is responsible for the release of Hudson Fusion and Hudson TalentIQ.   

Kurt Kappeler – Chief Financial Officer 

Kurt is a heavy hitter, with 25+ years in finance and M&A. He is strengthening Hudson’s financial position and enabling long-term scalable growth. 

David Whittingham-Jones – Go-To-Market Lead, EMEA & North America 

David leads sales and client growth across two core markets. With a proven track record, he drives consistency and strategic expansion for enterprise accounts.  David’s experience within the RPO space spans over 20 years and multiple providers.   

Andreea Macoveschi – Managing Director, Europe 

Andreea brings deep RPO/HRO experience and leads Hudson’s European operations, focusing on scalable, technology-driven hiring solutions. 

Christian Scandella – Head of Latin America RPO 

The “Godfather of LATAM RPO”, with Christian’s ability to execute international growth, he oversees LATAM with expertise in building recruitment delivery teams across global markets and sectors.  

Shaun Limwatana – RPO VP, Middle East & Africa 

Shaun leads regional strategy and transformation efforts, helping clients scale talent acquisition in MEA and Southeast Asia.  Shaun was previously a buyer of RPO services within the GCC region.  

Nabil Kamleh – Managing Director, Middle East & Africa 

Nabil brings over a decade of GCC experience and leads high-volume hiring programs across key sectors like finance and energy. 

The Impact is Clear in The Outcomes

Providing you the best talent wherever you are is more than a principle—it’s what industry leaders have repeatedly recognized Hudson RPO for. From APAC to EMEA and all the way to North America, the awards and rankings highlight Hudson RPO’s global impact. This confirms Hudson’s ability to deliver consistent results on a global scale.  

Below are the awards received in the past year and a half.  

SEEK SARA Awards – RPO of the Year (2024) 
Hudson RPO was named Recruitment Process Outsourcer of the Year by the SEEK SARA. Awards for the second consecutive year, honoring excellence in innovation, client outcomes, and candidate engagement in Australia and New Zealand. 

HRO Today – No. 1 RPO Provider in APAC (2024) 
Ranked the top RPO provider in APAC on HRO Today’s Baker’s Dozen list, based on high scores in quality of service, deal size, and service breadth. 

HRO Today – Global Baker’s Dozen List (2024) 
Recognized for the 16th consecutive year as a top global RPO provider, demonstrating consistent client satisfaction and large-scale program delivery. 

Everest Group – Global PEAK Matrix® (2024) 
Named a Star Performer and Major Contender in Everest Group’s global RPO PEAK Matrix®, highlighting Hudson’s strong year-over-year growth and innovation. 

Everest Group – Regional PEAK Matrix® (2024) 
Earned Star Performer status in both EMEA and APAC, driven by advisory service growth, executive search expansion, and tech-enabled delivery. 

Everest Group – MSP PEAK Matrix® (2024) 
Recognized as an Aspirant in the Managed Service Provider (MSP) PEAK Matrix®, reflecting Hudson’s expanding capabilities in contingent workforce management. 

NelsonHall NEAT Matrix – Leader Across All Categories (2024) 
Rated as a Leader in Overall, Services, Technology, and Geographic Reach. This reflects Hudson’s commitment to innovation, global reach, and contractor-focused solutions. 

Newsweek – America’s Greatest Workplaces (2024) 
Named one of America’s 500 best workplaces by Newsweek, based on employee feedback across culture, benefits, DE&I, and leadership. 

SEEK SARA Awards – RPO of the Year (2023) 
Hudson RPO received RPO of the Year honors in 2023 from SEEK’s Annual Recruitment Awards, capping off a standout year for its APAC team alongside wins in the HRO Today and HREC China awards.

Consistent Growth, Lasting Momentum

Through recent awards, strategic acquisitions, and a transformative merger, Hudson RPO has remained aligned with its core mission—creating world-class talent acquisition strategies for its partners. When combined with the addition of key leaders who build high-performing teams, this approach creates a powerful foundation for continued success and future-focused growth. In a world that is hard to predict and changes often, Hudson RPO has stayed on track and built lasting momentum that aligns with the mission. This momentum is not by chance—it’s the result of an intentional strategy, strong leadership, and a clear commitment to creating success.  

About Hudson RPO

Hudson RPO is a leading global provider of flexible and scalable recruitment solutions. We service all levels of client organizations, from entry-level to the C-suite, focusing on mid-market and enterprise-level organizations worldwide. Taking a consultative and collaborative approach, we partner with talent acquisition, HR, and procurement leaders to build diverse, high-impact teams and drive business success. Learn more at HudsonRPO.com  

The AI Effect: Is Your Leadership Ready for What’s Next?

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The AI Effect: Is Your Leadership Ready for What’s Next?

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Preparing the C-Suite for the Disruption Already Here

In 2025, AI is no longer a futuristic idea; it’s an operational reality. Organizations are rapidly integrating artificial intelligence (AI) into their HR and workforce strategies, with AI now touching everything from talent acquisition to employee self-service. But while technology adoption is soaring, a crucial question remains: Are your senior leaders ready to lead in this new era?

The Leadership Readiness Gap

According to the 2024–2025 HRO Today Annual Top Concerns of CHROs, nearly 45% of senior HR leaders agree that AI will be the biggest disrupter to the HR function within the next two to three years, a number that has tripled compared to those who disagreed (14%) source: HRO Today Annual CHRO Survey, sponsored by Hudson RPO. In EMEA, agreement climbs even higher to 55%, signaling increasing urgency across regions.

Yet despite these concerns, only 41% of North American leaders feel prepared to lead their organizations into this AI-driven future, compared to 53% in EMEA. This reveals a significant leadership readiness gap just as AI disruption accelerates.

The 2024 AI Adoption Surge

In 2024, AI usage in HR jumped dramatically. 65% of HR departments globally reported using AI, up from 40% the previous year. This spike in adoption mirrors broader business trends, as McKinsey reports AI integration across functions rose from 55% to 72% globally in 2024 according to  McKinsey 2024 Global AI Survey (pg 15).

Top applications of AI in HR include talent acquisition (64%), where tools like resume analysis algorithms and AI-powered psychometric tests are used to streamline hiring; workforce analytics (53%), supporting predictive modeling for attrition and skill gaps; and employee self-service (31%), which leverages AI chatbots and automated support systems to enhance HR responsiveness according to the 2024–2025 HRO Today Annual Top Concerns of CHROs, sponsored by Hudson RPO.

Despite its benefits, AI also raises strategic and ethical questions around workforce planning, job displacement, and reskilling. Without AI fluency at the leadership level, companies risk falling behind in innovation and failing to support their people through change.

What Does Future-Ready Leadership Look Like?

AI is not just an IT initiative—it’s a leadership challenge. And the skills required to navigate this disruption are evolving:

Key Traits of Future-Ready Leaders:

  • Digital Fluency – Understanding AI, data ethics, and how technologies reshape job roles
  • Agility – Leading through constant disruption, market volatility, and talent shifts
  • Change Enablement – Communicating vision, guiding transformation, and reskilling teams
  • People-First Thinking – Balancing efficiency with empathy in tech-driven environments

According to the CHRO study, leader and manager effectiveness remains a top concern, cited by 59% in EMEA and 48% in North America. As AI automates tasks and rewrites job descriptions, leaders must redefine how value is created and how human potential is unlocked.

AI Is Reshaping Jobs—Fast

The International Monetary Fund (IMF) projects that AI will impact nearly 40% of jobs globally, and up to 60% in advanced economies according to the IMF AI and Jobs Report, 2024. While some roles may be displaced, many will be augmented—requiring new leadership approaches to talent development, role design, and cross-functional collaboration.

HR leaders, especially those in L&D and talent management, are uniquely positioned to drive this evolution. But doing so requires buy-in from the top—and that means closing the AI fluency gap among executives.

Regional Divergences in Readiness

The CHRO report also points to regional disparities in preparedness and adoption:

Region

 AI Adoption
(HR)		    Believe AI Will Be HR’s Biggest   
Disrupter   		    Senior Leaders
   Prepared
North America 64% 42% 41%
EMEA 69% 55% 53%

In EMEA, concerns about implementing HR tech (48%) and budget constraints (55%) are significantly higher than in North America. Yet despite the challenges, they also report higher investment in internal training and leadership development—suggesting a more proactive approach to future proofing.

Why It Matters Now

The conversation around AI is no longer hypothetical. Leadership readiness is now a business imperative. Organizations that fail to build AI-capable leadership teams may find themselves struggling to adapt, innovate, or compete in a landscape defined by rapid automation and shifting workforce dynamics.

What Hudson RPO Recommends

Hudson RPO is helping organizations turn this disruption into opportunity with tailored solutions that include:

Empower Your Leaders for the AI Era

It’s time to invest in the AI literacy and digital adaptability of your leadership team. Let Hudson RPO help you build a resilient, future-ready organization through strategic talent partnerships, leadership enablement, and cutting-edge workforce insights.
Explore Hudson RPO Services

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Content Team

The Hudson RPO Content Team is made up of experts within the Talent Acquisition industry across the Americas, EMEA and APAC regions. They provide educational and critical business insights in the form of research reports, articles, news, videos, podcasts, and more. The team ensures high-quality content that helps all readers make talent decisions with confidence.

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Mental Health at Work: Wellness Fatigue vs. Reality

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Mental Health at Work: Wellness Fatigue vs. Reality

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Why CHRO Concern Is Falling, But the Problem Isn’t

As workforce stress climbs and employee expectations evolve, corporate concern for mental health appears to be slipping. In 2024, the American Psychological Association (APA) reported that more than 77% of workers experienced work-related stress, with nearly 3 in 5 describing negative impacts on their mental health. Additionally, 92% of employees indicated that it is very or somewhat important to work for an organization that values their emotional and psychological well-being, according to a 2023 study from the APA.

Yet, concern among HR leaders appears to be declining. According the 2024–2025 HRO Today CHRO Survey, sponsored by Hudson RPO, finds that concern for employee mental health has fallen significantly, dropping out of the top 5 priorities across North America and EMEA.

This disconnect raises a critical question: Is corporate wellness experiencing fatigue, or are we underestimating the sustained impact of mental health on performance, engagement, and retention?

The Stress Is Real And Persistent

Forbes recently did an article that stated, 66% of American employees are experiencing some sort of burnout in 2025, while 80% of the workforce will face burnout from workload and/or financial strain in the next year. These numbers don’t lie. Employees are still struggling, whether or not leadership acknowledges it.

As “mental health” shifts from a pandemic-era buzzword to background noise, organizations risk reverting to surface-level solutions. Yoga apps, monthly webinars, or free snacks are no longer cutting it. Employees are demanding structural changes, not superficial perks.

The Wellness Gap Is Widening

Despite the clear employee mandate, the CHRO survey reveals an emerging misalignment:

  • Only 45% of CHROs are “extremely” or “very” concerned about reducing employee stress and improving mental health, down from 71% in 2020.
  • Concern about retention has also dropped to 54%, despite high burnout and rising mobility.
  • In contrast, availability of skilled workers is now a top issue for 59% of CHROs globally; even more so in EMEA 73% compared to 55% in North America.

Meanwhile, burnout among HR professionals themselves is now the number 1 internal concern, with 41% of CHROs “extremely” or “very” concerned about fatigue across their departments. This concern is more acute in EMEA (52%) than in North America (38%).

“We are seeing a troubling trend where support structures are stretched thin. HR teams are overwhelmed, senior leaders are underprepared, and wellness is deprioritized at precisely the wrong time.”

—Jeff Bettinger, CHRO and CAO of Hudson RPO.

From Perks to Policy: Evolving Mental Health Support

Traditional wellness perks no longer meet today’s needs. While engagement activities and time-off reminders still matter, leading organizations are shifting toward policy-driven changes that address systemic burnout. Companies seeing meaningful outcomes are integrating mental health into:.

  • Manager training
  • PTO policies
  • Workload and team capacity planning

Three things Progressive organizations are doing differently:

  1. Auditing their mental health offerings to ensure relevance and access.
  2. Normalizing mental health conversations across all levels of leadership.
  3. Linking mental health to business performance, not just HR metrics.

Mental Health Strategies That Stick

Instead of “adding” programs, some companies are rethinking the employee experience altogether. Successful strategies include:

  • Psychological safety training for people managers, ensuring leaders are equipped to spot and respond to burnout signs.
  • Unlimited or flexible PTO policies  with actual usage tracking, not just availability.
  • Employee-led resource groups (ERGs) focused on mental health advocacy and peer support.
  • Third-party mental health audits to identify gaps in current wellness strategies. And inform next steps.

The Reality Check

It’s time for HR leaders to reconcile the fading focus on mental health with the unyielding pressure employees continue to face. While corporate concern may be declining, the need for structured, scalable mental health strategies is not.

“You cannot solve burnout with a wellness app. You solve it by changing the way people work.”

—Dr. Christina Maslach, burnout researcher and professor emerita, UC Berkeley

What Organizations Should Do Now

Audit. Adapt. Act.

Here’s how CHROs and leadership teams can close the gap between wellness fatigue and workplace reality:

  1. Realign priorities with employee expectations around wellness, mental health, and work-life design.
  2. Empower senior leaders with future-ready tools to manage AI transitions and emotional resilience.
  3. Rebuild HR capacity with sustainable workloads, tech integration, and department-wide support.

Mental health can no longer be seen as a “soft” issue, rather it’s a strategic imperative tied to performance, retention, and employer brand. If your CHRO priorities don’t reflect what 92% of your workforce values most—mental well-being and psychological safety—then you’re not just misaligned. You’re at risk.

Hudson RPO can help.

Whether you’re facing talent shortages, overwhelmed HR teams, or outdated processes, Hudson provides practical, scalable solutions to build a healthier, high-performing workforce:

  • Outsource HR functions and candidate sourcing to alleviate overloaded internal teams and bring efficiency back to hiring. With expert support, your HR department can focus on strategy—not just survival.
    Explore HR Outsourcing →
  • Flex your workforce through agile, contingent workforce strategies that reduce burnout and provide relief for overstretched teams without compromising productivity.
    Explore Contingent Workforce Solutions →
  • Reimagine your hiring process with Hudson’s Talent Advisory services, ensuring every stage of recruitment is built with psychological safety, equity, and performance in mind.
    Explore Talent Advisory →

It’s time to move beyond wellness as a perk and treat it as a cornerstone of your workplace design. Let Hudson RPO help you create an environment where mental health isn’t just acknowledged—it’s actively supported.

Let us help you build a workplace where wellness isn’t a trend—it’s your competitive advantage.

To read more, download the full Hudson RPO sponsored report, 2025 HRO Today Annual Top Concerns of CHROs.  

Hudson RPO

Content Team

The Hudson RPO Content Team is made up of experts within the Talent Acquisition industry across the Americas, EMEA and APAC regions. They provide educational and critical business insights in the form of research reports, articles, news, videos, podcasts, and more. The team ensures high-quality content that helps all readers make talent decisions with confidence.

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Talent Talk

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Talent Talk

Content Team

Welcome to the inaugural Hudson RPO Talent Talk! Every month, a Hudson RPO executive sits down to discuss topics that can help keep talent acquisition professionals ahead of the latest trends and ideas in the industry. In this episode, Hudson RPO Global CEO Jake Zabkowicz sits down with David Priestley. David, who has extensive experience in the pharma and biotech industries, as well as oil and gas, is a seasoned TA professional based in Switzerland. They discuss the evolution from the Great Resignation to the Great Hesitation to what’s next.

Hudson RPO

Content Team

The Hudson RPO Content Team is made up of experts within the Talent Acquisition industry across the Americas, EMEA and APAC regions. They provide educational and critical business insights in the form of research reports, articles, news, videos, podcasts, and more. The team ensures high-quality content that helps all readers make talent decisions with confidence.

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Decoding RPO costs: Your guide to understanding financial considerations

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Decoding RPO costs: Your guide to understanding financial considerations

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Recruitment Process Outsourcing (RPO) offers an innovative approach to talent acquisition, but understanding the intricacies of its costs and financial projections can be complex. In this blog, we’ll answer some of the most frequently asked questions about RPO costs and financial considerations. 

When is an RPO solution a cost-effective option?

RPO can be a cost-effective option in several scenarios such as businesses that pay high and frequent agency fees, teams with fluctuating recruitment volumes or when your internal recruitment teams lack the subject matter expertise to operate strategically in specific recruitment areas such as recruitment technology, employer brand, candidate and hiring manager experience or specific recruitment projects – to name a few. With a quality RPO partner, you will gain access to a wealth of expert knowledge, so cost-efficiencies and value can be gained broadly.  

How do RPO pricing models work?

RPO pricing models come in three basic cost models:  

  • Management fee: Under this model, an annual management fee is charged, in 12 equal monthly instalments. The fee is linked to the agreed size and cost of the team dedicated to your business, as well as the annual number of placements. 
  • Variable placement fee: Unlike the annual management fee, variable placement fees are charged only when a successful placement is made. These fees can be structured as a flat fee or a percentage of the candidate’s salary, offering flexibility to align with the role’s level and/or source of hire. In some regions, this often looks like an open/close fee where 50% of the fee is due at the opening of the requisition, and the other 50% when the offer is accepted.
  • Hybrid fee: The Hybrid model combines elements of the two models mentioned above. RPO service fees are a mix of a fixed management fee and a variable placement fee. This hybrid approach offers a balanced and adaptable way to meet your organization’s unique needs. 

Who is responsible for managing financial and performance metrics in an RPO contract?

Maintaining leadership oversight of an RPO partnership is important to ensure you are making the most of your solution. We always recommend allocating the necessary time and resources for managing the relationship with your RPO team. Regular insights and reporting from your RPO partner will help you understand how your investment contributes to your recruitment process, identify areas for improvement, and forecast future needs. 

In the world of RPO, there’s no one-size-fits-all solution. Every organization is unique, and the benefits of an RPO partnership can vary depending on your specific needs and goals. If you’re eager to explore how an RPO solution could work for your organization or if you have any questions about how RPO can transform your talent acquisition process, don’t hesitate to get in touch with our team of experts. 

Hudson RPO

Content Team

The Hudson RPO Content Team is made up of experts within the Talent Acquisition industry across the Americas, EMEA and APAC regions. They provide educational and critical business insights in the form of research reports, articles, news, videos, podcasts, and more. The team ensures high-quality content that helps all readers make talent decisions with confidence.

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Crafting your perfect RPO partnership: Top tips for a winning RFP process

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Crafting your perfect RPO partnership: Top tips for a winning RFP process

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So, you’ve decided it’s time to engage a quality RPO partner and conduct a Request for Proposal (RFP) to find the right fit. Crafting a robust RFP is crucial to ensuring you find the right partner who can deliver value, efficiencies, and a long-term strategic alliance. To make this effort effective and thorough, here are our top tips for the RFP process in finding the ideal recruitment partner for your organization. 

Tip 1: Focus on business goals and objectives

Lead your RFP with a clear articulation of business goals, objectives, and measurements rather than a laundry list of requirements. A genuine partner will seek to understand your organization’s pain points, project importance, and desired outcomes, so making sure your criteria is fit-for-purpose is crucial. Emphasizing the “why” behind the project fosters alignment and ensures proposals are anchored in shared understanding and mutual objectives. 

Tip 2: Allow adequate response time

While it’s inevitable that the RFP process will be subject to time constraints, pressuring vendors to rush their responses can lead to inaccurate estimates and overlooked details. By providing potential partners with at least 30 days to prepare comprehensive proposals, especially for complex RPO solutions, you will ultimately receive better quality responses. Since you will likely have several stakeholders evaluate proposals, you will make the most of your time by receiving well though-out proposals. 

Tip 3: Evaluate collaboration through work sessions

Initiating a working session or series of focus groups to foster authentic dialogue between your team and prospective RPO partners are fantastic ways to gauge collaboration styles and whether or not these are synonymous with your internal culture. These sessions also offer invaluable insights into a vendor’s own work style and allow for a deeper understanding of expectations. Engaging in direct interaction helps identify efficiencies, best practices, and areas for improvement that may not surface in a written response alone and may help to uncover core competencies of prospective partners. 

Tip 4: Ensure relevant experience leads the process

RFPs should not be solely driven by generic templates but rather, tailored to reflect your organization’s unique needs. Avoid generic, surface-level questions, and prioritize working with a team who understand the intricacies of talent acquisition and can effectively assess vendor capabilities. Consider conducting a preliminary Request for Information (RFI) session with selected providers to gauge compatibility and alignment with your objectives before requesting full RFPs. These interactions offer valuable insights into potential partnerships and help solidify relationships based on demonstrated success.

Ultimately, crafting a well-defined RFP streamlines the selection process and paves the way for a successful and enduring partnership. It’s not merely about cost or superficial features but about aligning with innovative partners who are committed to delivering tangible business value. By focusing on these tips, you can navigate the RFP process with confidence and secure a trusted RPO and talent acquisition partner, poised to drive exceptional outcomes and organizational success.

If you are about to embark on an RFP process and looking for guidance on designing a process that delivers an exceptional partnership, speak to one of our Talent Experts today. 

Hudson RPO

Content Team

The Hudson RPO Content Team is made up of experts within the Talent Acquisition industry across the Americas, EMEA and APAC regions. They provide educational and critical business insights in the form of research reports, articles, news, videos, podcasts, and more. The team ensures high-quality content that helps all readers make talent decisions with confidence.

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