Curtis Grajeda of LevelUp HCS on Improving The Recruitment Process With RPO

Recruitment Process Outsourcing (RPO) positively transforms an organization's recruitment process. In a recent discussion, Lamees Abourahma of RPOA spoke with Curtis Grajeda, Founder, and Chief Executive Officer of LevelUP Human Capital Solutions, about how RPO improves talent recruitment and helps organizations achieve their hiring goals. During their discussion, Grajeda explained the nuances of RPO, its various applications in talent acquisition, and the critical insights employers need when engaging with RPO providers. He also shared examples of how LevelUP’s RPO solutions have positively impacted clients' recruitment processes and discussed leveraging technology to optimize recruiting. The following is an edited version of the second part of this two-part Talent Leader Council interview.

RPOA: What does Recruitment Process Outsourcing (RPO) mean today?

Curtis Grajeda: RPO can mean different things depending on who you ask. Whether speaking to an HR professional or a senior talent acquisition leader, their experiences with RPO may vary. The best way to think of RPO, what we are, and what we do is to think of us as outsourcing partners providing subject matter expertise across various talent-related areas, including acquisition, technology, advisory services, and talent retention.

Q. What should employers understand about RPO companies?

Grajeda: RPO firms offer advisory services and also execute those strategies. We can establish short-term partnerships or long-term collaborations that drive efficiencies and optimize processes for organizations aiming to become best-in-class employers. Employers should look for RPO companies with deep expertise, the ability to identify and solve recruitment challenges, and a proven track record of delivering positive outcomes.

Q. How have LevelUP's RPO solutions improved its clients' recruitment process?

Grajeda: LevelUP HCS specializes in several verticals, including investment banking and technology services. While the hiring demands in these sectors can vary greatly—from sudden surges in investment banking to consistently high demand in tech—our tech clients were facing challenges by hiring too quickly without the thorough screening needed for long-term success.

We collaborated with our investment banking client to overhaul their recruitment platform, focusing on attracting gender and ethnically diverse candidates. This transformation involved re-engineering the recruitment process, refining search launches, targeting markets, crafting messaging to resonate with a diverse audience, and enhancing the client’s brand in the marketplace. We also optimized the interview process, establishing a predefined interview matrix and reducing the interview duration from several months to a more efficient timeline. As a result, industry journals and media have recognized our client as the fastest-growing investment banking firm globally. Our efforts also reduced their time to hire from 200 days to around 70 days by emphasizing interview quality over duration.

In the tech industry, particularly with software engineers and DevOps professionals, we helped clients improve their candidate screening process. Previously, their approach involved just an interview and a test, which needed enhancement. We introduced a cultural fit interview that included local residency verification, case studies, and logical discussions with hiring managers. This revamped approach led to significant improvements in hire quality and diversity, resulting in better cultural fits and longer employee retention.

Q. How can organizations best use technology in their recruitment process?

Grajeda: Technology is crucial for modern talent acquisition, providing the data and analytics necessary for informed decision-making. An Applicant Tracking System (ATS) should do more than just store resumes—it should manage the entire recruitment lifecycle, from interviews and feedback to identifying gaps in the process. It should also offer insights into where diverse candidates fall off in the process, allowing organizations to address potential biases and improve their recruitment strategies for a more inclusive workforce. Organizations should utilize technology to streamline high-volume recruitment, enhance candidate communication through automation, and leverage AI to improve overall efficiency. Many of our clients have outdated technology infrastructures that hinder their ability to meet hiring goals. Updating these systems is essential for improving recruitment efficiency and effectiveness.

In Conclusion

From providing subject matter expertise within talent to driving positive outcomes for organizations, RPO proves itself a game-changer in talent acquisition. The transformative effect of RPO extends beyond the recruitment process, influencing the fabric of organizational success and contributing to the realization of best-in-class employer status. As organizations continue to navigate the dynamism of talent acquisition, embracing the potential of RPO can undoubtedly pave the way for a future of unparalleled recruitment excellence.

We encourage you to read part one of our interview with Curtis Grajeda for insight into ensuring a consistent hiring process throughout the recruitment lifecycle.