Modular RPO Solutions, Designed for Control
Amplify your story, activate your networks, and measure every outcome. Choose only the modules you need – scale up or down as your hiring demands.
Trust Earned, Not Claimed
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Goh Hattori, APAC Talent Acquisition
“Instrumental in hiring key people, including Country Manager, and delivering RPO”
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Kate Berkeley, APAC Talent Acquisition
“One of the top recruiters VMware has worked with, across the whole of Asia Pacific. Exceptional.”
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Jon Robertson, APAC VP
“Murray has been a tremendous help in hiring dozens of individual contributors as well as key leaders”
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Josep Garcia, APAC VP
“Impressive research and a job well done! Thanks for the great work.”
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Anthony Palladino, CRO
“Thanks for your work. Nice job! I appreciate you running at a very intense pace. ”
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Anesh Ravi, APAC Sales Director
“Thanks for all your work throughout the process - I’ve enjoyed working together!”
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Patrick Cook, Director Innovation
“Murray has done outstanding work for PARC in a difficult talent space”
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Matt Thatcher, Global Sales VP
“His business sense and creativity helped fill a high level executive position in a relatively short period of time.”
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Stephen Beck, Services VP
"Murray was invaluable. His advice, cultural guidance, and results were outstanding. I highly recommend him.”
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Gerry Sillars, APAC VP
“If you need someone to assist as you try to enter the Japanese market don’t look any further.”
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Mathew Fleming, APAC Sales Director
“Helped us lock in a key leader for Japan. Did an excellent job.”
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Barry Kent, Global Sales VP
“Excellent work to hire a key sales lead for our new all-flash product in Japan.”
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Brian Burns, Founding Partner
“I see Murray as the only recruiter that really understands the markets that he recruits into.“
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Matt Young, APAC VP
“We almost exclusively found Murray to be our go-to recruiter. I highly recommend him.”
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Sung Hae Kim, Global Head of People
Murray built our Japan team, securing key sales & engineering hires. High quality, knows his stuff.
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North Compton, Executive Recruiter
“Murray has deep knowledge and experience about all things RPO.”
Overview on RPO
A Smarter Way to Scale Hiring
For more than 15 years in RPO, we’ve heard the same frustrations from recruiters, agencies, and clients: too many projects look the same – one recruiter with a LinkedIn account, juggling spreadsheets, and leaving nothing behind once the contract ends. That’s transactional, not strategic.
Our approach is different. We bring recruiters for immediate hiring impact, and we bring the platform that makes the impact last. Your story is controlled, your referral networks are activated, and your data is captured. The value doesn’t disappear when the project ends – it compounds.
With TalentHub, you get faster hiring today and a stronger talent engine for tomorrow.
Built to Solve the Hard Parts of Hiring
For over 15 years in RPO, we’ve been listening to recruiters, agencies, and clients. The feedback is consistent: most agencies provide limited value – short-term hires, little strategy, and nothing left behind. We’re here to fix that.
Most RPOs fail where it matters – employer branding falls flat and referrals go untapped. TalentHub addresses this with two solutions designed for impact:
☑ Brand Amplification – control your candidate narrative, while agencies extend reach with their own recruiter touch. Consistent story, wider trust.
☑ Proactive Referral Mapping – move beyond passive programmes by targeting the people you want. Better hires, stronger impact, longer tenure.
Modular RPO Solutions
Brand Amplification
Your Story, Their Voice, Measured Impact
You set the story.
Build a candidate narrative from your own material – site, reports, press, customer logos, team stories. Show why the company matters, who’s behind it, and how the role fits into a career journey.
Your recruiters deliver it.
Your agencies won’t share your career page, but they will share a tailored microsite with their own logo, intro, bios, testimonials, and calendars. By adding these to the site, candidates get a personal recruiter touch, but your message stays consistent.
We track everything.
Every view, click, and conversion is logged. See which content lands, which recruiters perform, and where candidates drop off. Use the data to coach, refine, and improve continuously. You are in control.
Proactive Referral Mapping
Proactive Referrals, Better Hires
Most referral programmes are passive – someone has to remember a colleague and decide to put their name forward. It’s slow, inconsistent, and often misses the best people.
Referable flips that.
The app maps past colleagues and networks proactively using public data and name recognition.
Your recruiters (or RPO partner) can instantly target people by company, department, skills, or location – no waiting, no guesswork.
The result is a deliberate hunt for high-quality talent, not a hope that someone happens to refer.
And the impact is proven: referred hires stay longer, ramp faster, and deliver more. With Referable, you turn networks into a structured sourcing channel, not a side project.
Evolving Fast
Our platform is modular by design. Expect more solutions to roll out soon.
The Importance of Tracking
With AI-powered tracking, every hire and every outcome is measured against your benchmarks.
Every RPO should be judged against a baseline. That’s why each monthly and quarterly review measures current results against pre-RPO benchmarks.
From our experience with global technology companies, the longest tenure and biggest business impact come from referrals and direct sourcing. Job board hires, by comparison, often turn over faster – usually because those candidates continue to receive new opportunities even after joining. Your results may differ, which is why outcomes must be tracked rather than assumed.
We measure success in two horizons. Short-term effectiveness is reflected in the ratio of introductions that convert into hires, and the turnaround time from client briefing to candidate submission. Long-term impact shows up in retention – how many hires are still with you after 12 months – and in performance, measured by the proportion of hires rated as high performers in manager surveys.
Without this level of tracking, RPO is just another recruiting service. With it, you gain a clear view of impact – faster hiring in the short run, stronger people in the long run, and smarter investment overall.
Tenure by Sourcing Channel
(Months in role)
These figures are illustrative, drawn from prior experience. Results may vary, but referral hires have consistently shown stronger tenure and impact in our observations.
My Story in RPO
From VMware to My Own Company
I first learned RPO the hard way. Before AI and automation, at VMware, I personally ran outbound “hunting” while their in-house recruiter focused on referrals and agencies. That model worked – we complemented each other’s strengths.
Later, I built an RPO division at Technology Futures (now Experis Executive K.K.), which I sold to ManpowerGroup. Using what I had learned in the field, we ran full-country hiring for a number of global tech leaders and delivered RPO solutions across financial services, consumer brands, and even life sciences. I learned how RPO can deliver from executive to entry level.
Here in my latest venture, our partners bring equally, if not stronger credentials across Asia-Pacific. They include recruiters who have led mid-career and executive hiring at Google, AWS, Microsoft, Uber, Salesforce, Red Hat, Dell Technologies, and more – professionals who know what it takes to deliver quality talent inside the world’s top technology companies.
Together, we combine in-house recruitment experience with proven RPO leadership to design solutions that deliver immediate hiring impact and long-term value.
My core functions are business development and program management to ensure that delivery goes to plan, however I will also be found helping with sourcing and executive recruitment, where I can.
Led By Fractional RPO Recruiters
Full-Time or Fractional — Work That Fits Your Life
Not every recruiter wants or needs a full-time desk. At TalentHub, we are preparing to support both full-time and fractional recruiters who want to focus on what they do best — whether that’s agency activation, talent branding, referral mapping, job board optimisation, or direct sourcing.
Our approach is designed to be flexible. Some recruiters will join full-time projects, while others may contribute part-time on specific modules. It’s a model that works for experienced professionals with lifestyle commitments — like working parents or those with side businesses — as well as ambitious full-timers preparing to launch their own ventures.
Whatever the arrangement, the outcome is the same: client success. By combining experience with our AI-powered platform, we aim to create opportunities for recruiters to deliver real results — in ways that fit their lives, while ensuring clients get the quality and consistency they need.
Pricing
Pay for expertise and resources – not commissions.
Our RPO model is built on cost + resources – not placement fees. You pay for the dedicated recruiters and support you need, with full transparency and no surprises.
The Operational RPO forms the base. From there, you can add modules – Agency Optimisation, Client Branding (Microsites), Referral Mapping, Source Optimisation – as required. Each module is priced simply as an additional resource or service, so you only invest in what adds value to your hiring.
No commission. No percentage of salary. Just a clear cost structure aligned with your recruitment goals.
Contact Us
We’re building TalentHub as a platform for recruiters and partners, both agency and RPO. If you’d like to learn more about our technology, approach, or future plans, please share your details below and we’ll be in touch.
– Murray Clarke, Co-Founder