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Hiring is a process, not a project.

Recruitment Process Outsourcing means your hiring intake, shortlisting, scheduling and benchmarking run continuously through our team, not through your hiring managers. One coordinator owns your process. Shortlist lands in nine days every cycle.

RPO means you write a brief, our coordinator sources and schedules, a shortlist lands in nine days, and you decide. Then the next role begins the same day. Hiring as a repeatable process, not a crisis every time you grow.

Speak to sales EOR vs entity, in detail

G2 4.8 / 5 on G2, from companies employing teams in India through us.

Teams building in India. First hire to full team.

Building one hire at a time versus a hiring machine.

Recruiting one person is chaos. Recruiting ten is a process. RPO runs the process so you do not have to.

Hiring per-person

RPO embedded process

How hiring gets done
Ad-hoc, every hire is a surprise project
Systematic intake, brief to shortlist in nine days, repeatable
Who owns the hiring calendar
Your hiring manager, alongside their day job
Our dedicated coordinator, full-time on your intake
How pay gets benchmarked
Based on past hires, often misaligned with market
Current data on every role, state and seniority before interviews
Scheduling interviews
Back-and-forth emails, candidates often double-booked elsewhere
Coordinator locks dates, timezone overlap confirmed, no reschedules
When the next role starts
When the last hire lands, or recruiter attention shifts
When the first role gets briefs in, parallel cycles on-demand
Cost model
Commission per placement, perverse incentive to hire slow
Day-90 invoice for all hires that cycle, one intake to employment

Hiring per-person
How hiring gets done Ad-hoc, every hire is a surprise project
Who owns the hiring calendar Your hiring manager, alongside their day job
How pay gets benchmarked Based on past hires, often misaligned with market
Scheduling interviews Back-and-forth emails, candidates often double-booked elsewhere
When the next role starts When the last hire lands, or recruiter attention shifts
Cost model Commission per placement, perverse incentive to hire slow

RPO embedded process
How hiring gets done Systematic intake, brief to shortlist in nine days, repeatable
Who owns the hiring calendar Our dedicated coordinator, full-time on your intake
How pay gets benchmarked Current data on every role, state and seniority before interviews
Scheduling interviews Coordinator locks dates, timezone overlap confirmed, no reschedules
When the next role starts When the first role gets briefs in, parallel cycles on-demand
Cost model Day-90 invoice for all hires that cycle, one intake to employment
Day 1
Brief submitted to our coordinator, intake meeting booked
Day 2-3
Sourcing starts, pay benchmarking pulled for the role and state
Day 4-7
Candidates sourced and screened, interviews scheduled with timezone confirmation
Day 8
All interviews complete, shortlist summary ready for your decision
Day 9
You decide, offer goes out same day
Day 10-15
Offer accepted, next role brief already in queue for day-one sourcing

Hiring one person at a time wastes the recruiting work you have already paid for.

Build recruiting capability once and reuse it. Every subsequent hire costs the same nine days and benchmark data you already have.

RPO amortizes recruiting overhead across ten roles, not one, so each hire costs less as you scale.

Speak to sales
Efficiency gain, five hires on RPO versus five spot hires Scheduling, sourcing, benchmarking reuse across cycles
₹6,200 Day 1
₹41,500 Day 30
₹1,84,000 Day 90
₹3,12,000 Day 180
Illustrated by time and salary savings, scaled to typical RPO cohort size. Exact cost reduction depends on hiring volume and role complexity.
Recruiting efficiency over time
Spot hires, ad-hoc recruiting each time You repeat effort, pay resets per-hire
RPO process, coordinator-owned pipeline Efficiency compounds across cycle

Hiring as a process means recruitment accelerates. Three people in parallel cycles, nine-day timelines holding, your hiring manager freed from scheduling Compare per-person recruitment cost to RPO embedded in the EOR versus entity calculator, growth scenario.

Recruiting owned by one coordinator, scaled by process.

You define roles. Our coordinator sources, vets, schedules and delivers shortlists on repeat. Same timeline every cycle, no surprises, no hiring manager firefighting.

You run

  • Role definitions and team structure
  • Final hiring decisions
  • Performance and growth after day one

We handle

  • Intake and brief management
  • Sourcing and screening
  • Market pay benchmarking
  • Interview scheduling across zones
  • Shortlist delivery every nine days
  • Background checks and verification
  • Employment and payroll setup

You run
  • Define roles and team needs
  • Make final hire decisions
  • Own performance and growth
  • Run the team day-to-day

We handle
  • Dedicated recruiting coordinator
  • Sourcing and vetting every brief
  • Market pay data per role
  • Interview scheduling automation
  • Shortlist every nine days
  • Background checks and verification
  • Employment through our entity

When something happens in India, it is ours.
A role is open and needs filling Coordinator begins intake call
Market salary data is stale We refresh it before sourcing starts
Three people in pipeline at once Coordinator manages all three cycles

A named compliance manager owns your account. Not a queue, not a chatbot, one person who already knows your headcount and your last filing.

Account managerMedian first reply 4 to 6 hours
Recruitment coordinatorBrief to shortlist 9 days
Finance associateFilings on time 8 / 8

Your hiring manager stops becoming a recruiter.

One dedicated coordinator owns your hiring intake, sourcing, scheduling and follow-up. Your hiring managers focus on interviewing final candidates and growing the team, not coordinating logistics.

Benchmarking data is built into every brief.

Before we source a single person, you know what market pay is for that role in that state at that seniority. Comp surprises vanish, negotiation cycles shrink, offers land faster.

Nine days is not a promise, it is a rhythm.

Every cycle, every role, nine days to shortlist. Not sometimes, not if the sourcing cooperates, every time. Rhythmic intake means rhythmic hiring and predictable team growth.

Three roles in parallel, same timeline, one coordinator.

RPO coordinator is dedicated to your pipeline, so we do not skip your brief while handling other companies. More people in motion, same nine-day cadence.

Your hiring manager stops becoming a recruiter.

One dedicated coordinator owns your hiring intake, sourcing, scheduling and follow-up. Your hiring managers focus on interviewing final candidates and growing the team, not coordinating logistics.

A hiring manager doing recruiting is a hiring manager not doing their job.

Benchmarking data is built into every brief.

Before we source a single person, you know what market pay is for that role in that state at that seniority. Comp surprises vanish, negotiation cycles shrink, offers land faster.

Ad-hoc recruiting means finding out market data after you have wasted time with candidates.

Nine days is not a promise, it is a rhythm.

Every cycle, every role, nine days to shortlist. Not sometimes, not if the sourcing cooperates, every time. Rhythmic intake means rhythmic hiring and predictable team growth.

Recruiting that varies from two weeks to three months breaks growth planning.

Moving someone across

Move existing teams onto RPO process and payroll.

Transition people from past recruitment to structured RPO with our payroll. Every person re-evaluated for market-aligned pay, integrated into the coordinator pipeline for any future role.

Salary benchmarking Updated
Tenure and vesting Kept
Recruiting process quality Upgraded
Payroll transition 0 days

Large team transitions include full pay benchmarking and RPO process audit.

Supporting evidence

RPO by a partner who employs, not a recruiting vendor.

Foo Falcon Technologies Pvt Ltd, Bengaluru, since 2022. We own the entity, coordinator, payroll and every hire.

  • Incorporation
  • GST
  • EPFO code
  • ESIC
  • Shops and Establishments
  • PAN and TAN
  • Udyam MSME
What we verify
  • Incorporation Ministry of Corporate Affairs
  • GST Goods and Services Tax
  • EPFO code Employees Provident Fund Organisation
  • ESIC Ministry of Labour and Employment
  • Shops and Establishments Government of Karnataka
  • PAN and TAN Income Tax Department
  • Udyam MSME Government of India

No handoff between recruiting and employment. One organisation, one process.

200

people sourced, shortlisted and employed under one RPO coordinator in one cycle

33

roles filled by one coordinator over twenty-six months, all on nine-day cycle

9 days

from brief submission to shortlist ready, same timeline every cycle

G2 4.8 / 5 on G2, from companies employing teams in India through us.

G2 4.8 / 5 on G2, from companies employing through us.

Hiring that runs on schedule.

Teams using RPO process describe how predictable recruitment frees leadership to focus on growth.

Video
Bharath Rasoi KS Rajeshwari Founder, Bharath Rasoi
Video
Open Theatre Anand Raj Founder, Open Theatre
Abid Hassan Verified client
Sensibull
“They moved fast and took the whole compliance side off my plate. For a founder making an early India hire, that is exactly what you want.”
Abid Hassan Founder and CEO, Sensibull
Via G2
Moonshot
“Every option was either 'set up your own entity' or a platform that quotes a great price then hits you with add-ons. Versatile was the one that actually made it simple. First payroll ran on time. No scramble.”
Angad S. Co-Founder, Moonshot
Via G2
Digital Marketing Agency
“Contracts, PF, ESI, TDS and payroll all in one place. Invoicing in USD meant zero exchange rate surprises. The compliance rigour is genuinely reassuring.”
Vedant T. Founder, Digital Marketing Agency
Via G2
Design Studio
“Setting up in a new country can get messy fast, but their India EOR made onboarding feel easy. The team is responsive, clear, and great to work with.”
Setu C. Studio Owner, Design Studio
Via G2
US Startup
“We used Versatile to hire our first employee in India after months of putting it off because the compliance side seemed like a mess. They walked us through it and now we don't think about it.”
Verified US Founder First-time Founder, US Startup
Via G2
Mid-Market Tech Co.
“Versatile consistently delivered work that was both strategically sharp and execution-ready. Their turnaround times are impressive, and they think about problems the way an in-house team would.”
Shivani K. Senior Manager, Tech TA
Via G2
Growth-stage Startup
“Their team was highly responsive, professional, and easy to work with. They made a complex process feel simple.”
Mukul S. Core Team, Growth-stage Startup

Case studies.

Largest food delivery app in India, decacorn View case study The world's largest professional network, part of Microsoft View case study Legacy US software company, publishing platforms View case study

One RPO fee per cycle, all roles together.

12% of annual CTC per hire, billed at day ninety. One invoice covers sourcing, coordinating and verification for three roles or thirty. Pay once per cycle, no per-hire setup, no schedule surprises.

RPO Process

Ongoing hiring cycle
12% of annual CTC

Covers all junior and mid-senior roles in parallel. 15% on senior, leadership quoted per scope. Roles you source are free.

Start your cycle
  • Dedicated RPO coordinator
  • Intake and process management
  • Sourcing for all roles in parallel
  • Market pay benchmarking per role
  • Interview scheduling and logistics
  • Nine-day cycle guarantee
  • Background verification included
  • Billed once at day ninety per cycle
  • Dedicated RPO coordinator
  • Intake and process management
  • Sourcing for all roles in parallel
  • Market pay benchmarking per role
Four more terms
  • Interview scheduling and logistics
  • Nine-day cycle guarantee
  • Background verification included
  • Billed once at day ninety per cycle

Building a whole team or standing up a new location? Speak to sales.

Employer of Record

After RPO sourcing
$149 /employee/mo

After twenty hires, team moves to $129. Billed monthly, no lock-in, walk away anytime.

Start hiring
  • Employment on our entity
  • Payroll each month with payslips
  • PF, ESIC, PT and TDS monthly
  • Gratuity accrual from day one
  • Group health insurance included
  • One USD invoice
  • Form 16 and year-end docs
  • Support and compliance handling
  • Employment on our entity
  • Payroll each month with payslips
  • PF, ESIC, PT and TDS monthly
  • Gratuity accrual from day one
Four additional terms
  • Group health insurance included
  • One USD invoice
  • Form 16 and year-end docs
  • Support and compliance handling

Team of twenty-plus or moving existing headcount? Speak to sales.

Twenty-one employees, all locations

$149 $129 /employee/mo

Team reprices when the twenty-first person starts. Same entity, no renegotiation.

RPO and employment together

  • Dedicated RPO coordinator for intake
  • Parallel sourcing and vetting
  • Market pay data per role and state
  • Interview scheduling and confirmation
  • Background verification and checks
  • Employment contract from our entity
  • Monthly payroll and payslips
  • PF, ESIC, PT and TDS filing

Twenty-one hires triggers the rate

$149 $129 /employee/mo

All employees globally move to $129 that month, all staying on the same payroll.

RPO and employment together

  • Dedicated RPO coordinator for intake
  • Parallel sourcing and vetting
  • Market pay data per role and state
  • Interview scheduling and confirmation
  • Background verification and checks
  • Employment contract from our entity
  • Monthly payroll and payslips
  • PF, ESIC, PT and TDS filing

RPO fees bill at 12% of annual CTC on day ninety for all hires in the cycle. Employment billing starts day one at actuals for salary and statutory. Devices, insurance and workspace bill through partners at cost. Your scenario fits the EOR versus entity calculator, set to growth mode.

Recruitment Process Outsourcing in India.

Eight questions growing companies ask when they move from hiring one person at a time to running hiring as a repeatable process.

What is RPO and how is it different from normal recruiting?

RPO means outsourcing your entire recruitment process to one embedded coordinator, not hiring a recruiter per-role. Intake, sourcing, scheduling and vetting become a repeatable pipeline run by us. You brief roles, our coordinator sources them in parallel on a nine-day cycle.

How does one coordinator handle multiple roles?

By running them in parallel, not sequentially. Role one is being sourced while role two is in interviews. Nine-day cycles overlap, so shortlists land regularly without gaps. One dedicated person focused only on your pipeline is more efficient than four hiring managers doing it part-time.

What if we have ten roles and only a nine-day timeline?

Ten roles source in parallel under one RPO process. Three shortlists ready on day nine, four more coming day eighteen, and so on. Capacity is built in without hiring coordinator scaling.

How is pay benchmarked in RPO?

Every role gets market data before sourcing starts. We pull current rates for the role, seniority and state, so you know comp before interviews. Removes the back-and-forth of discovering market data mid-cycle.

Who is responsible for hiring quality in RPO?

We are. The coordinator is dedicated to your pipeline, so accountability is direct. If a hire does not work out inside ninety days, we recruit again for free. RPO coordination lives with us, outcomes matter to us.

Can we add or remove roles mid-cycle?

Yes. Roles can be added throughout the cycle, pulled if cancelled, or paused if priorities shift. Coordinator adjusts sourcing and timeline accordingly. Flexibility is built in.

How does RPO transition to employment?

Without gaps. The same coordinator coordinates with our payroll team. Offer to day-one experience is unified. No handoff between recruiting and onboarding, same organisation, same process.

When is RPO the wrong choice?

If you hire one person every six months, RPO overhead is not worth the investment. Spot recruitment or contract work is cheaper. RPO is designed for companies hiring multiple people per quarter or more. The coordinator pays for themselves at scale.

Longer reading: EOR India 2026 · EOR India playbook · Pay employees in India

Tell us where you are on the decision.

A role you want to hire, a team you want moved, or just the two routes to compare. A named person replies in 4 to 6 hours.

A named person replies in 4 to 6 hours, not an autoresponder.

We use these details to respond to your enquiry.

A named person replies in 4 to 6 hours, not an autoresponder. We use these details to respond to your enquiry.

What the first call covers

30 minutes

A cost comparison for your headcount, on your numbers, both routes.

  • A written cost breakdown
  • Entity documents before the call
  • PF, ESI, TDS, termination law
  • No follow-up sequence
Book a call →

You pick the time, we send a Meet link. Any timezone.

See pricing Speak to sales