RECRUITMENT PROCESS OUTSOURCING
Add a Brazil recruiting engine without adding an internal recruiting department.
SIBRA provides dedicated Brazil recruiting capacity, process, reporting and market expertise inside the client's hiring operation. RPO fits sustained or multi-role demand that requires more embedded ownership than individual contingency searches.
- Best fit
- You have sustained or multi-role Brazil hiring demand
- What changes the answer
- Number of dedicated recruiters and sourcers
- Recommended next step
- Scope My Brazil RPO
Use this when
- You have sustained or multi-role Brazil hiring demand
- You need process, reporting and candidate experience, not just résumés
- Internal recruiting cannot cover the Brazilian market
- You want predictable cost per hire at volume
Do not use this when
- You have one or two roles — use recruitment
- You need people employed and administered — combine with an employment route
- The demand is a single confidential leadership hire — use executive search
How it runs
Implementation, with owners and inputs
| Stage | Owner | What we need from you |
|---|---|---|
| Demand plan and scoping | SIBRA RPO lead | Hiring plan, role families, timelines |
| Process and technology alignment | SIBRA RPO lead | Your ATS, stages and approvals |
| Dedicated team mobilization | SIBRA recruiting operations | Role priorities, panels |
| Delivery and weekly reporting | SIBRA RPO team | Feedback turnaround, offer decisions |
| Quarterly review and re-forecast | SIBRA account operations | Updated hiring plan |
What drives the price
We publish the factors rather than hiding them. Your quoted numbers come from approved data and are verified before you plan around them.
- Number of dedicated recruiters and sourcers
- Hiring volume and role complexity
- Duration and ramp profile
- Technology and reporting requirements
- Employment routes required for placed talent
Compare with the adjacent models
- Recruitment
Demand is occasional or single-role
- MSP
The challenge is contingent supplier governance
- Nearshore teams
You want the team delivered, not just hired
Brazil specifics
What is different about doing this in Brazil
- Candidate experience in Brazil is language-sensitive; the process runs in Portuguese with English reporting.
- Salary calibration by city is built into the requisition process to avoid unfillable briefs.
- Offer-to-start mechanics account for local notice periods.
- Placed talent can be employed via your entity or an employment route.
Typical roles and functions
- Technology hiring programs
- Shared-services build-outs
- Commercial team expansion
- Operations and support scaling
Proof and attribution
SIBRA publishes only approved client results. Where a comparable program was delivered by another Gracemark Global Group company, it is attributed to the group and explained in terms of the Brazil operating model. How we document results.
Next step
Scope My Brazil RPO
Send the roles, scope or objective. A Brazil specialist comes back with the model, the cost structure and the launch sequence — not a brochure.
Recruitment Process Outsourcing: questions buyers ask
What is the minimum engagement?
RPO suits sustained demand, so engagements are normally scoped over months with a defined ramp rather than per-role.
Do you work in our ATS?
Yes, where access allows. Reporting is aligned to your stages so data stays in one system of record.
How is RPO priced?
Usually dedicated capacity plus a variable component, which makes cost per hire more predictable than contingency at volume.
Can RPO cover contract as well as permanent hiring?
Yes, and the employment route for each hire is confirmed as part of delivery.
How fast can an RPO team mobilize?
Mobilization is measured in weeks and depends on process alignment and access rather than sourcing capacity.
What reporting do we receive?
Weekly pipeline and throughput reporting, plus market feedback on briefs that the Brazilian market will not support.