Have questions about RPO pricing and how it all works? 

<p>
  The demand for Recruitment Process Outsourcing (RPO) has increased dramatically as companies seek to optimize their talent acquisition efforts while minimizing costs and enhancing efficiency. To make the best choice for your organization, it’s important to consider the many factors, 
  potential benefits and estimated ROI that go into RPO pricing. 
</p>
<h2> Let’s Define RPO</h2>
<p>
  Recruitment Process Outsourcing is a strategic partnership between an organization (like you) and an external service provider (like Cross Country Search) that assumes responsibility for all or part of your talent acquisition process. Our RPO model increases candidate flow, reduces time-to-hire, lowers turnover rates, 
  cuts reliance on contingent staffing and modernizes your hiring process. 
</p>
<h2>Factors Influencing RPO Pricing</h2>
<p>
  The three main pieces to consider are the scope of services, average salary and volume of hires. The pricing of RPO largely depends on the extent of outsourcing needed. Some companies may choose to outsource the entire recruitment process, from sourcing to onboarding, while others may prefer to outsource specific stages of the hiring funnel like initial application review or scheduling interviews. At Cross Country Search, 
  we have end-to-end capabilities and can shift to meet your specific needs over time.
</p>
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<p> The average salary of a full-time Nurse, Non-Clinical or Allied Professional can also impact the cost of an RPO. When pricing is calculated on the basis of annual salary, higher salaries yield higher costs per hire, and lower ones decrease the price. If your hospital is located in Alabama, you can expect to pay less per hire than a hospital in California.  </p>
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<p> The number of hires your company needs within a specified time frame is also a  significant determinant of RPO pricing. High-volume seasons may entail more resources and effort, while during low-volume seasons we can scale back. This level of flexibility is unique to Cross Country Search’s RPO. It’s important to remember that increased hiring volume decreases the overall cost of a hire when compared to traditional direct-hire staffing models – similar to buying from a wholesale store vs buying from a convenience store. You buy more, you pay less.</p>
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<p> For example, if you're hiring 100+ healthcare workers you can expect to pay between $3K to $8K per hire depending on the skill set with an RPO. Those same professionals sourced through a traditional agency direct-hire (permanent placement) model would cost between $18k - $25k.</p>
<h2>Four RPO Pricing Models</h2>
<ol style="margin-left:25px">
  <li> Flat-Fee Pricing: Some RPO providers offer a fixed fee for specific services, regardless of the number of hires or scope of work. This pricing model offers predictability and transparency for budget planning.</li>
  <li> Cost-per-hire (CPH): CPH pricing ties the RPO service provider's compensation to the number of successful hires. It is calculated by dividing the total cost of the RPO service by the number of hires made during a defined period.</li>
  <li>	Percentage of Salary: In this model, the RPO provider charges a percentage of the hired candidate's annual salary as their fee. This method aligns the provider's interests with your goals of hiring the best 
    talent within budget constraints. This is different than traditional direct-hire pricing models that can charge as much as 35% on top of a candidate's salary. </li>
<li> Hybrid Pricing: Some RPO partnerships combine multiple pricing models to suit the unique needs of their clients. For example, a mix of flat fees for specific services and CPH for overall recruitment may be used.
  </li>
</ol>

<p>
Cross Country Search’s RPO uses a hybrid pricing model. Try our new ROI Calculator  to get an estimate right now.
</p>


 <h2>Calculating the ROI of RPO</h2>
 <p>Despite the initial investment, using a RPO can result in significant cost savings and improved ROI for your organization. By streamlining the hiring process, RPO helps cut down on vacancy costs and avoids bad hires (which end up costing you double to replace). Having a fully-staffed core team means you are spending less on contingent labor. Moreover, a RPO partnership allows your HR team to focus on strategic initiatives, leading to enhanced overall productivity.</p>
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 <p> Cross Country Search’s RPO has a track record of recruitment efficiency, 
   increasing the chance of hiring top talent by 32% and reducing time-to-fill positions 
   by 40%. By reallocating recruitment responsibilities, your HR team can focus on 
   retention. Our clients have seen a 25% increase in employee satisfaction and an 
   18% reduction in turnover. This collaborative approach ensures patient care 
   remains optimal while nurturing a skilled and engaged workforce.</p>
<h2>Additional Value-Added Services</h2>
<p> Apart from standard recruitment services, Cross Country RPO provides advanced reporting, onboarding assistance and ongoing training for your team. Our network of 5 
  million healthcare professionals  is ready to be matched with your open reqs.</p>
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<p> Recruitment Process Outsourcing has become a game-changer for modern hospitals and healthcare systems, enabling them to efficiently acquire top talent and provide better patient care. We understand the nuances of 
  health care and want to strategically partner with you for the best possible outcomes. 
</p>
<p> You now know what influences RPO pricing and how to assess the potential benefits. 
  With your talent acquisition goals and overall organizational objectives in mind, 
  you can better evaluate your options and make an informed decision on which RPO is 
  right for your company. 
</p>
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<p> <a href="mailto:rpoleads@crosscountry.com">Let’s Talk </a> </p>

How Much Does RPO Cost: Demystifying Recruitment Process Outsourcing