RPO for Engineering Teams Run by Engineers
Scale hiring with RPO managed by engineers who conduct technical vetting, own recruitment process, and deliver qualified candidates.
👋 Talk to an RPO expert.
Trusted and top rated tech team
Internal recruiting can't scale with engineering growth
HR teams often lack the technical depth to vet engineers, while hiring surges can overwhelm your internal capacity. Relying on multiple agencies leads to inconsistent quality and unpredictable costs. Most recruiters don’t understand your tech stack or how to evaluate real-world production experience. Our RPO services solve this by using practicing engineers to manage your recruitment. We handle the technical vetting and hiring operations so you can scale predictably without sacrificing quality or draining internal resources.
Our capabilities include:
- End-to-end recruitment process management
- Engineer-led technical screening and interviews
- ATS implementation and pipeline optimization
- Sourcing strategy and employer branding
- Nearshore and global talent acquisition
- Scalable hiring for growth and project launches
Who we support
Scaling engineering teams through multiple staffing agencies creates quality inconsistencies and cost unpredictability. We help software companies build dedicated recruitment infrastructure managed by engineers who own sourcing, technical vetting, and hiring operations, delivering predictable capacity without internal resource burden.
Companies Scaling Engineering Rapidly
Your product roadmap requires hiring 20-50 engineers annually but internal HR lacks bandwidth and technical expertise. Multiple agency relationships create inconsistent candidate quality, cost per hire escalates unpredictably, and your HR team spends more time managing vendors than strategic initiatives while engineering hiring targets slip quarter after quarter.
Organizations Launching Major Initiatives
Your new product launch, market expansion, or acquisition requires building entire engineering teams quickly. Traditional recruiting can't deliver the volume and technical quality simultaneously, project timelines depend on hiring velocity, and internal resources can't handle the surge without neglecting existing operations and strategic planning.
CTOs Frustrated with Recruiting Quality
Your engineering leaders waste time interviewing candidates who fail basic technical screens. Staffing agencies don't understand your architecture, send mismatched skill levels, and provide no pipeline visibility. You need recruiting partners who speak your technical language and assess candidates the way your engineers would before they reach your interview stage.
Why teams choose RPO for engineering hiring
Traditional RPO firms operate like high-volume recruiting machines without technical depth. We build your recruiting function with engineers managing operations, conducting technical assessments, and owning outcomes. You get predictable hiring capacity, consistent candidate quality, and cost transparency without the overhead of building internal recruiting infrastructure.
Engineers Managing Operations
Get recruitment infrastructure run by practicing engineers who understand production systems, technical debt, and team dynamics, ensuring candidates meet your technical standards before reaching interview stages.
Dedicated Recruiting Capacity
Access full-time recruiting resources scaled to your hiring velocity without hiring, training, or managing internal recruiters, eliminating capacity constraints during growth phases or project launches.
Technical Screening Ownership
We conduct code reviews, architecture discussions, and production experience validation as part of standard process, reducing your engineering team’s interview burden while improving hire quality systematically.
Predictable Cost Structure
Pay fixed monthly fees or cost-per-hire pricing that eliminates agency markup variability and provides budget predictability for financial planning, making large-scale hiring economically viable.
ATS and Pipeline Management
We implement and manage applicant tracking systems, candidate pipelines, and recruiting analytics, providing hiring velocity insights and bottleneck identification without internal administrative overhead.
Employer Brand Development
Build technical reputation through engineer-written job descriptions, technical blog content, and developer community engagement that attracts passive candidates who wouldn’t respond to generic recruiting outreach.
Invested in creating success and defining new standards
Why choose Curotec for RPO services?
Our engineers manage your recruitment operations, conduct technical vetting, and own hiring outcomes. We implement ATS infrastructure, build sourcing pipelines, and scale capacity for growth phases or project launches. You get predictable hiring velocity with consistent technical quality, eliminating agency markup costs and internal recruiting overhead.
1
Extraordinary people, exceptional outcomes
Our outstanding team represents our greatest asset. With business acumen, we translate objectives into solutions. Intellectual agility drives efficient software development problem-solving. Superior communication ensures seamless teamwork integration.
2
Deep technical expertise
We don’t claim to be experts in every framework and language. Instead, we focus on the tech ecosystems in which we excel, selecting engagements that align with our competencies for optimal results. Moreover, we offer pre-developed components and scaffolding to save you time and money.
3
Balancing innovation with practicality
We stay ahead of industry trends and innovations, avoiding the hype of every new technology fad. Focusing on innovations with real commercial potential, we guide you through the ever-changing tech landscape, helping you embrace proven technologies and cutting-edge advancements.
4
Flexibility in our approach
We offer a range of flexible working arrangements to meet your specific needs. Whether you prefer our end-to-end project delivery, embedding our experts within your teams, or consulting and retainer options, we have a solution designed to suit you.
RPO capabilities for engineering team growth
Full-Cycle Recruitment Ownership
Engineer-Led Technical Assessment
ATS Implementation & Management
Scalable Capacity for Growth
Employer Brand Strategy
Cost-Predictable Engagement Models
Infrastructure for RPO operations
Applicant Tracking Systems
We implement ATS platforms managing candidate pipelines, interview scheduling, and hiring workflows with analytics for velocity tracking.
- Greenhouse — Enterprise hiring platform managing structured interviews, scorecards, and approval workflows with extensive integration ecosystem
- Lever — Modern ATS combining candidate relationship management, nurture campaigns, and hiring analytics in unified recruiting platform
- Ashby — Analytics-first recruiting system providing funnel metrics, conversion rates, and bottleneck identification for process optimization
- Workable — Applicant tracking platform streamlining job posting distribution, candidate screening, and collaborative hiring decisions
- SmartRecruiters — Talent acquisition suite coordinating multi-location hiring, employer branding, and candidate experience management
- iCIMS — Enterprise recruitment platform handling high-volume hiring, compliance tracking, and candidate communication at scale
Candidate Sourcing & Talent Intelligence
Sourcing platforms identify passive candidates, analyze talent markets, and build prospect pipelines before roles open actively.
- LinkedIn Recruiter — Professional network providing Boolean search, InMail outreach, and talent insights for proactive candidate engagement
- SeekOut — Talent search engine aggregating profiles across platforms with diversity filters and skills-based matching capabilities
- Entelo — Recruiting automation platform identifying passive candidates, predicting job change likelihood, and personalizing outreach sequences
- Gem — Talent engagement system managing candidate relationships, email campaigns, and pipeline analytics for long-term sourcing
- HireEZ — AI-powered sourcing tool finding candidates across job boards, GitHub, Stack Overflow, and professional communities
- Humanly — Conversational AI automating initial candidate screening, interview scheduling, and qualification questions through chatbots
Technical Assessment Platforms
Engineers evaluate candidates using coding platforms that measure algorithm proficiency, code quality, and problem-solving approaches.
- CoderPad — Live coding interview environment supporting 30+ languages with code execution, debugging, and playback capabilities
- HackerRank — Technical assessment platform providing standardized coding challenges, automated scoring, and skills benchmarking
- CodeSignal — Interview system combining live pair programming, take-home projects, and IDE-quality development environments
- Qualified.io — Project-based assessment tool measuring real-world coding ability through framework-specific challenges
- Codility — Programming evaluation platform testing algorithm efficiency, complexity analysis, and software engineering fundamentals
- TestGorilla — Multi-skill assessment tool combining technical tests, cognitive ability, and personality evaluations
Interview Management & Scheduling
Curotec automates interview coordination, calendar management, and candidate communication reducing administrative scheduling overhead.
- Calendly — Scheduling automation connecting candidate availability with interviewer calendars eliminating back-and-forth coordination
- GoodTime — Interview scheduling platform optimizing interviewer capacity, candidate experience, and timezone coordination at scale
- Prelude — Interview orchestration system managing panel scheduling, room booking, and interviewer preparation workflows
- Zoom — Video conferencing platform enabling recorded technical interviews, screen sharing, and remote candidate assessments
- BrightHire — Interview intelligence tool recording conversations, generating transcripts, and surfacing key moments for hiring decisions
- Metaview — AI note-taker capturing interview highlights, identifying candidate strengths, and reducing post-interview documentation burden
Employer Brand & Job Marketing
Marketing platforms distribute job postings, build careers pages, and promote employer brand across channels attracting candidates.
- LinkedIn Jobs — Professional network distributing job postings to targeted audiences with sponsored promotion capabilities
- Indeed — Job aggregator providing pay-per-click job advertising, company reviews, and applicant tracking integration
- Glassdoor — Employer review platform showcasing company culture, salaries, and interview experiences to attract informed candidates
- ZipRecruiter — Job distribution service posting to 100+ job boards with AI matching and candidate screening features
- Ongig — Careers page platform creating branded job descriptions, video content, and optimized candidate experiences
- Phenom — Talent experience platform personalizing career site content, job recommendations, and candidate journeys
Analytics & Reporting Dashboards
Recruiting analytics track time-to-hire, source effectiveness, and pipeline conversion rates identifying bottlenecks and optimizing processes.
- Tableau — Data visualization platform creating recruiting dashboards, funnel analysis, and hiring velocity reports
- Power BI — Microsoft analytics tool building interactive recruiting metrics, headcount planning, and cost-per-hire tracking
- Looker — Business intelligence platform analyzing candidate sources, conversion rates, and recruiter performance metrics
- Google Data Studio — Free reporting tool visualizing recruiting KPIs, pipeline health, and time-to-fill trends
- ChartHop — People analytics platform tracking hiring plans, org growth, and workforce demographics with forecasting capabilities
- Visier — Workforce analytics system measuring recruiting efficiency, quality of hire, and talent acquisition ROI
FAQs about our RPO services:
How does RPO differ from staffing agencies?
RPO manages your entire recruitment function with dedicated resources, consistent processes, and predictable costs. Staffing agencies fill individual roles transactionally with contingent fees per placement. We own hiring outcomes, implement systems, and scale capacity rather than competing with multiple vendors.
What's included in full RPO engagement?
We handle sourcing strategy, ATS implementation, candidate screening, technical interviews, offer negotiation, and analytics reporting. Our engineers conduct all technical vetting, manage interview scheduling, coordinate hiring managers, and provide pipeline visibility through shared dashboards.
How quickly can you scale recruiting capacity?
Initial setup takes 2-4 weeks for ATS configuration and process alignment. We ramp recruiting capacity within 30 days, delivering first qualified candidates in 4-6 weeks. For urgent needs, we accelerate onboarding and leverage existing talent pools to reduce time-to-first-hire.
What are typical RPO pricing models?
We offer fixed monthly management fees covering dedicated recruiters and technology, cost-per-hire pricing for volume-based engagements, or hybrid models combining base fees with per-placement costs. Pricing depends on annual hiring volume, technical complexity, and required service levels.
Do you provide salary benchmarking?
Yes. We analyze market rates by role, stack, seniority, and region so you can set competitive compensation bands. This helps you make faster offers, avoid overpaying, and justify salary decisions to finance and leadership when competing for senior engineering talent.
How do you ensure technical vetting quality?
Our practicing engineers conduct all technical assessments, reviewing code samples, discussing architecture decisions, and validating production experience. We use standardized evaluation frameworks, maintain technical interview training, and provide hiring managers with detailed technical scorecards before candidate submission.
Ready to have a conversation?
We’re here to discuss how we can partner, sharing our knowledge and experience for your product development needs. Get started driving your business forward.