RPO puts a dedicated Prometeo recruiting squad inside your company — sourcing, screening, and closing on your behalf. One monthly fee covers every hire, so the faster you grow, the less each hire costs.
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If one of these is on your desk right now, this model was built for you.
You raised, you signed, or you're expanding — and suddenly the roadmap needs more people than your team can recruit. An embedded squad absorbs the spike without you hiring recruiters you won't need next year.
Contingency fees punish you for succeeding: the more you hire, the more you pay. RPO inverts the math — one flat monthly fee, so your cost per hire falls with every offer accepted.
Every week a senior role sits open, the roadmap slips. Dedicated sourcing capacity — not a recruiter juggling twelve clients — is what compresses time-to-hire.
Your people team is running payroll, onboarding, and culture — and now technical sourcing on top. We take the pipeline so they can keep the company running.
Lead recruiter · [specialty, e.g. engineering hiring, LatAm markets]
Every engagement is led by a senior recruiter who owns your roles from calibration to close — runs your weekly pipeline review, joins your channels, and is accountable for the numbers on this page.
30 minutes · No commitment
This is what a typical Prometeo pipeline looks like for a single senior engineering role — and what we own at every stage so you don't have to.
Your engagement starts with a dedicated pod: a lead recruiter, sourcers, and a coordinator who work only your roles. They join your Slack, run your ATS, and report in your standups. To candidates, they are your talent team.
That embedding is the point. An agency learns your company once per role. An embedded pod learns it once — then compounds that knowledge across every search, so hire two feels faster than hire one, and hire ten feels routine.
The reframe
Most companies frame the choice as agency vs. in-house. RPO is the third option: in-house capability at agency speed — you get the embedded knowledge of an internal team without the fixed headcount, and the surge capacity of an agency without the per-hire tax.
From week 6 on, the pod keeps roles moving in parallel — a steady hiring engine rather than a series of one-off searches.
You pay one monthly subscription for the pod — no placement fees, no percentages, no surprises. Hire one person in a month and the fee covers it. Hire five and your cost per hire drops to a fifth.
Against a typical 20–25% contingency fee on senior salaries, most clients see cost per hire fall by roughly 60% once the engagement is running at pace. And because sourcing spans LatAm and EU markets, the salaries themselves are often 30–50% below US benchmarks for equivalent seniority — a second saving stacked on the first.
Scale is elastic in both directions: expand the pod for a hiring push, shrink it when the roadmap settles. You never carry recruiting headcount you don't need.
Replacement guarantee. If a hire leaves within the guarantee window, we rerun the search at no additional cost. Our incentive is retention, not placement volume.
Transparent pipeline. You see the funnel live — sourced, screened, assessed, shortlisted — in weekly reports and a shared dashboard. No black box between kickoff and shortlist.
Your brand, protected. Every candidate touchpoint runs under your employer brand, with response times and rejection communication we commit to in the SLA. Candidates you don't hire still walk away recommending you.
A pod that works inside your tools and speaks as your team — company knowledge that compounds across every hire.
One subscription, unlimited hires. Cost per hire falls as velocity rises, and the pod resizes with your roadmap.
Sourcing across 20+ countries in LatAm, the EU, and the US — with the market knowledge to calibrate comp and close.
Tell us the roles, the timeline, and the bar. We'll show you the pod, the pipeline plan, and the math — before you commit to anything.
Book a free consultation30 minutes · No commitment