Being recognised once again as one of the leading providers in the EMEA region by the Everest RPO PEAK Matrix Assessment, is a reflection of the consistent effort we put into shaping and delivering high-impact RPO programmes. It affirms our ability to anticipate and respond to emerging client needs, which raises important questions about how those needs are evolving.

Throughout 2025, we’ve received many Requests for Solutions (RfX) across Europe, and I sensed there was something different in the type of solution our customers were asking for. Analysts have long been predicting a change in the kinds of services clients would engage with and looking at what we’ve seen in practice gives us a chance to test that theory. Are talent acquisition leaders genuinely moving in a new direction, or is it just a coincidence?

Some of the requests we received were to support corporate hiring at great scale, while others focused on discreet business projects. What really stood out for me was that, whether it was for 500 or 5,000 hires, the same objectives and challenges appeared consistently across all RfX, covering multiple countries and skill sectors.

Let’s take a closer look at what’s starting to feel like a more standardised approach to RPO services.

The Common Threads in RfX Across Europe

• Agility – A critical requirement to scale quickly, seamlessly adding capacity to existing teams under temporary strain—either to fill roles quickly or meet business demands for new services and products.
• Access to Talent – A recurring need to quickly identify, locate and engage talent to assure competitive advantage. This is especially evident in specialised digital, technical and STEM roles.
• Flexibility – A strong demand for adaptable solutions that respond to changing business needs. This could mean an interim solution or freeing up internal resources by outsourcing a specific part of the workflow, such as talent mapping or sourcing.
• Technology – A desire to leverage both existing and new technologies to achieve a return on investment. This includes improving efficiency, providing a contemporary end user experience, and streamlining hiring processes to eliminate pain points.
• Strategic Support – A need for guidance on how to communicate an employment proposition, reach the right talent and recommend the most effective engagement model for different resource types.

Rethinking the Approach to Talent Acquisition Challenges

The typical response to these complex challenges often revolves around established types of RPO programmes. While these models do provide efficiency, they often fall short in delivering the creativity and precision required to meet the evolving demands of today’s market.

Modular RPO introduces a more agile and targeted approach. By allowing organisations to select only the components they need, it provides the flexibility to address immediate business requirements while remaining adaptable to future changes. This tailoring approach supports a more strategic and sustainable talent solution, one that aligns closely with organisational goals and market dynamics.

Modular RPO

Breaking down the RPO solution into distinct, purpose-built modules empowers organisations to focus on the elements that matter most to them, curating a strategy that fits their unique needs. Recruitment can be streamlined through targeted solutions, including:

• Advanced sourcing techniques
• Talent market mapping
• Candidate engagement strategies
• Employer branding initiatives
• Screening and assessment
• Onboarding support
• Recruitment analytics and reporting

The real advantage lies in the ability to respond quickly and efficiently to evolving business challenges, without the need to overhaul your entire recruitment organisation and strategy. It ensures your organisation stays agile and ready to meet market demands and talent challenges head-on.

To maximise impact, we collaborate closely with Talent Acquisition and HR teams, ensuring each modular element integrates seamlessly with overall strategy. This partnership not only boosts efficiency but also delivers valuable insights and data, helping organisations to remain competitive in attracting and retaining top talent.

Rethinking the Future of RPO

Given the consistent themes we’re seeing in our RfX requirements across Europe, it’s clear that a modular RPO approach is emerging as a powerful and scalable strategy for talent acquisition for TA and Human Resources leaders alike.

This flexible, tailored approach allows your organisation to remain agile. Not just in execution and delivery, but also in deploying solutions that efficiently meet talent needs, which can often be unpredictable and rapidly changing. This way, you stay competitive and fast-paced.

Let’s move forward with a solution that’s as dynamic and forward-thinking as your business. If you're ready to explore the next steps, get in touch today.

Author

Tina Millis
Head of Delivery EMEA and Global Contracts

Tina has been managing and delivering corporate relationships since 1991, and has over 20 years at Director level. Tina has experience in leading UK, pan EMEA and Global RPO MSP delivery teams in Financial Services, ITC and Pharma sectors. This includes both on and off-site, near and off shore delivery models.

Tina has also directed one of the industry's largest MSP/RPO contracts using a tiered contracted supplier base. Her key strength is building and leading teams within a culture of collaboration. Tina creates enduring partnerships based on high quality delivery, continuous improvement and integrity.