TASC manages
- Recruitment planning and delivery
- Candidate sourcing and screening
- Interview and offer coordination
- Recruitment progress reporting
- Ongoing process improvement
HOW OUR RPO WORKS
How TASC RPO works
Your business sets the priorities. TASC runs recruitment at the volume you need, with one accountable team, AI-supported technology and the reporting to manage delivery and improve performance.
Explore our operating model
RPO explained · 0:51
What would RPO take off your team’s plate?
See how a dedicated recruitment team can support your hiring, while you keep control of the decisions.
WHO MANAGES WHAT
Who does what
Your business decides
- Hiring priorities and budgets
- Role requirements
- Selection criteria
- Hiring approvals
- Final candidate decisions
THE PERFORMANCE LOOP
How performance is measured
Sample dashboard · Demonstration data
Cost per Hire
Recruitment spending reviewed against an agreed baseline and target.
Agreed recruitment costs per hire within the reporting scope.Time to Fill
Measure hiring timelines and identify decisions that delay progress.
Average: 28 days in September 2026. Approved vacancy to accepted offer. Target: 30 days.Quality of Hire
Review agreed indicators such as manager feedback, early performance and retention.
4.2/5Manager feedbackTarget ≥ 4.0/5
86%Six month retentionTarget ≥ 90% · Needs review
- Agree the targets
- Review performance
- Identify problems
- Take action
Service targets are agreed for each engagement.
Explore the RPO Control TowerYOUR RECRUITMENT BUDGET
What could more efficient recruitment be worth to your business?
Explore how changes in recruitment costs could affect your annual hiring budget. Adjust the figures to build your own scenario.
hires
501,000
SAR
2,00015,000
%
0%30%
YOUR ILLUSTRATIVE SCENARIO
Illustrative annual savings
200 hires × SAR 6,000 × 20%
- Current annual recruitment cost
- SAR 1,200,000
- Illustrative revised recruitment cost
- SAR 960,000
The percentage and savings are hypothetical user assumptions, not verified TASC performance results. Actual savings depend on your recruitment requirements, baseline costs and RPO service fees.
Explore your scenario without completing a form.
A CONTINUOUS PARTNERSHIP
How an engagement runs
- 01
Understand
Review hiring priorities, recruitment challenges and expected demand.
- 02
Design
Agree recruitment responsibilities, dedicated resources, workflows and performance targets.
- 03
Deliver
Manage sourcing, assessment, interviews, offers and agreed onboarding activities.
- 04
Improve
Review results, resolve issues and adjust recruitment delivery as requirements change.
CAPACITY OR ACCOUNTABILITY
Extra recruiters or Enterprise RPO?
Extra recruitment capacity.
Your HR teamAdditional recruiterYour team manages the wider process
Additional recruiters support hiring while your internal team continues managing the recruitment process.
Responsibility for recruitment delivery.
Client leadershipTASC RPO Lead Delivery + reporting
SourcingCoordinationReporting
A dedicated RPO team manages agreed recruitment activities, coordinates delivery and reviews performance against defined targets.
Who manages recruitment activity?
Additional recruiterYour internal team usually leads day to day work.
Enterprise RPOA named TASC RPO lead manages agreed delivery.
Who coordinates the process?
Additional recruiterYour team typically owns the wider recruitment process.
Enterprise RPOTASC coordinates the agreed process and improvements.
How is performance reviewed?
Additional recruiterThrough individual recruiter activity and delivery.
Enterprise RPOThrough agreed programme measures for speed, cost and quality.
How does capacity respond to demand?
Additional recruiterAdjust recruiter capacity within your existing structure.
Enterprise RPOReview team capacity, pipelines and delivery priorities together.
How are technology and reporting used?
Additional recruiterRecruiters typically use your existing setup.
Enterprise RPOTools and reporting form part of the agreed service design.
SAUDI RECRUITMENT EXPERTISE
Saudi recruitment expertise
TASC combines Saudi talent market experience, national hiring expertise and structured recruitment delivery to support your workforce priorities.
Saudi talent networksSaudization informed recruitmentRecruitment across Saudi cities
AUTOMOTIVE RETAIL CASE STUDY
186Saudi nationals hired
7Saudi cities covered
Recruitment and payroll coordinated together.
View the case studyTHE RIGHT SCOPE
Choose the right RPO model
Your ongoing recruitment functionEnterprise RPO
For organisations hiring continuously and at volume across functions or locations, with a dedicated recruitment team, defined responsibilities and regular performance reviews.
Built for the long term. Weekly delivery review, monthly steering, annual reset of volumes and SLAs.
Measured on: time to fill, cost per hire, quality of hire and Saudization, against SLAs agreed for the engagement.
A defined hiring requirementProject RPO
For a defined hiring surge, such as a new site, store or facility opening, a seasonal peak or a hiring wave, with agreed volumes and joining dates.
Measured on: the volumes, timelines and costs agreed at the start.
Why TASC
Proven at volume
Our own recruitment team onboards 350+ people every month. For clients, we have onboarded 205 Saudi nationals in six weeks across 12+ cities.
Saudi talent at depth
44,000+ Saudi national profiles, with Saudization built into hiring plans from the start.
Capacity that flexes
Recruitment teams sized to your hiring plan and scaled up or down as demand moves, with hiring drives and events run on Recruitify.
Measured and visible
Agreed SLAs for time to fill, cost per hire, quality of hire and Saudization, reviewed with your team in the Control Tower.
BUILD YOUR RECRUITMENT MODEL
Talk to our RPO team
Talk to our RPO team about your hiring priorities, current recruitment challenges and the support your business needs.