Flexible RPO Solutions, Built for Scale
From operations oversight to full-stack delivery, our RPO modules help you hire smarter, faster, and with measurable ROI. Choose only what you need, when you need it.
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 candidates, 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
Most RPOs in Japan still look like this: one recruiter with a LinkedIn account, working on spreadsheets, leaving nothing behind once the contract ends. That’s transactional, not strategic.
Our approach is different. We combine hands-on recruitment execution with technology that stays. The result is immediate hiring impact plus long-term value for your talent organisation, even after the RPO ends.
Our Solutions
Model: Operational RPO
At the core, we deliver an Operational RPO model – embedding experienced recruiters into your business to manage day-to-day hiring execution. Every project is grounded in compliance, discipline, and delivery, with our AI-powered platform tracking and supporting the entire process.
From there, clients can select from our modular approach, adding the components that best fit their needs. Each module is enhanced by our platform, ensuring insights, tracking, and efficiency are built in from the start.
Module 1: Agency Optimisation
Benchmark, Optimise, and Drive Agency ROI
We review your agencies, classify them as specialists or generalists. As contingency is success-based, our role is to identify, educate, and motivate the agents who can be effective partners.
☑ Lower cost per hire, stronger pipelines, better accountability.
Module 2: Client Branding
Tell Your Story, Consistently
Branded microsites present your story with images and video. Recruiters have custom sections for profiles, testimonials and calendars. Activity is tracked, giving clients visibility and candidates a consistent message.
☑ Transparency, speed, less admin.
Module 3: Referral Mapping
Turn Employee Networks into Pipelines
We map employee networks to uncover high-probability talent. The platform tags skills, roles, and achievements, so employees can identify referrals and scouting prospects from any secure device.
☑ Higher-quality hires, reduced agency spend, faster time-to-hire.
Module 4: Channel Optimisation
Smarter Use of Job Boards
We evaluate job boards and external channels, designing a smarter mix for your goals. Our platform monitors channel ROI and ensures spend is allocated where it makes the most impact.
☑ Better spend allocation, new candidate pools, improved reach.
Collective Experience In Practice
We’re not just another agency calling itself an RPO. Together with our partners, we’ve led Asia-Pacific recruitment programmes that helped build some of the world’s top technology companies. From executive search to large-scale hiring, our experience spans the leaders that have shaped today’s innovation economy.
And more.
Success Starts With Strategy
Hope isn’t a strategy. Every effective RPO begins with a clear plan – one that shows where you can improve quickly and how to build lasting capability.
Our approach focuses on three critical levers that create the foundation for rapid wins and sustainable results:
Agency Optimisation
Agency management with teeth
We don’t just manage agencies – we audit and classify them. We identify which recruiters are true specialists and which are generalists.
Easy-to-fill reqs go to referrals and direct sourcing. Hard-to-fill or urgent reqs go to qualified, motivated agencies, with the right incentives to get the job done.
Because great results are about partnership and mutual success.
Content Strategy
Tell Your Story with content that converts
Most agencies pitch candidates with their own improvised story. We fix that. We create micro-sites for each project, with a storytelling model that works:
Industry trends and drivers, company positioning, product market fit and impact, people (leadership credibility), the role (kept concise), the candidate’s career path.
Every recruiter, every candidate, sees a consistent, compelling message – controlled by you, amplified by your agents.
Direct Sourcing
Candidate-first, Channel-smart
Our RPOs start with candidate mapping with the goal of optimising direct sourcing. We build a view of who’s in the market, who can be referred, and who should be avoided. From there:
Referrals – engage employee networks first.
Direct sourcing – outbound targeting of the right people.
Job boards – assessed and used tactically, not by default.
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.
Pricing
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.
Pay for expertise and resources – not commissions.
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