Recruitment Process Outsourcing.
Recruitment Process Outsourcing (RPO) means handing the entire hiring funnel — sourcing, vetting, scheduling, offers, onboarding, payroll, and HR compliance — to an external partner under one contract. Obelisk Talent runs RPO as the default delivery mode for every engagement: you brief the role, we own the rest, and you get pre-vetted, full-time dedicated professionals embedded on your team, typically in about 10 days.
The TL;DR
What this engagement is, in 4 lines.
- Single B2B Canadian contract covers source-to-hire and beyond — we handle HR, payroll & management
- Typically about 10 days from brief to onboarded
- Flat monthly CAD per hire, with no per-placement fee and no markup
- Scales to multiple roles across Tech, Marketing, Creative, Finance & Ops
Who this is for
Founders, Heads of People, and CFOs running SMBs without an internal talent acquisition team
If you are a 5-to-50-person company without an internal recruiter, your hiring is currently a stack of agency invoices and a stalled pipeline, or you need to scale headcount faster than your local funnel allows — RPO with Obelisk is the structural fix. One partner. One contract. Multiple roles, multiple disciplines.
WHAT YOU GET
The full operational surface, on one contract.
Each component is a self-contained part of the engagement — sourcing, vetting, embedded delivery, and managed HR/payroll all sit on our side.
Source-to-onboarded under one contract
RPO covers the entire hiring lifecycle for pre-vetted, full-time dedicated professionals: requirements gathering, sourcing across Egypt, Jordan, Lebanon and the wider Middle East, the four-stage Obelisk Vetting Process, shortlist preparation with assessment notes, candidate scheduling, offer logistics, contract administration, equipment provisioning, and Day-1 onboarding. One throat to choke, one invoice in CAD.
Flat monthly pricing instead of per-placement fees
Traditional recruiters charge 20–25% of base salary per placement and disappear after Day 1. RPO with Obelisk runs on a flat monthly per-hire CAD rate that includes ongoing HR, payroll, and account management — the cost band is comparable for a single role and meaningfully lower once you scale to two or more concurrent hires.
Multi-discipline coverage from one partner
Most RPO providers specialize in either tech or non-tech. Obelisk covers all four disciplines (Tech & IT, Marketing & Sales, Creatives, Finance & Ops) from the same Middle Eastern talent pool. A scaling SMB often needs roles in more than one discipline — keeping the whole funnel in one partner reduces vendor sprawl and contract overhead.
Fully managed post-hire — we handle HR, payroll & management
RPO does not end at the offer. We continue payroll, HR compliance, equipment renewal, account check-ins, and replacement support for the duration of the engagement. The end state is closer to an embedded talent operations function than to a recruiting agency that vanished after billing.
ROLES WE COVER
The roles inside this engagement.
Each linked role page has the responsibilities, skills, sample profiles, and pricing tier breakdown.
Flat monthly CAD. Everything included.
RPO with Obelisk is priced per active hire at the flat monthly tier rate — same Junior $1,500–$2,000, Mid-Level $2,500–$3,500, Senior $3,500–$5,000, Lead $5,000–$6,500 CAD structure as our individual placements. There is no separate retainer for RPO; the monthly fees per hire cover the full source-to-managed delivery.
See full pricing breakdownQUESTIONS, ANSWERED
Common questions about this engagement.
If you don't see your question, every first call is with a co-founder — bring it then.
What is the difference between RPO and a traditional recruiting agency?
A traditional recruiter sources candidates and bills a percentage of base salary on placement, typically 20–25%, then exits the relationship. RPO is end-to-end: source, vet, place, onboard, payroll, HR, and ongoing management — under one contract and one fee structure. The structural difference is continuity — the RPO partner has skin in the game past Day 1.
How is Obelisk's RPO model different from an Employer of Record (EOR) like Deel?
An EOR like Deel handles payroll and compliance for talent you have already sourced and selected — the hard part (finding and vetting the right person) stays with you. Obelisk's RPO covers payroll and HR plus sourcing, vetting, and ongoing management under one contract — everything that has to happen before and after the payroll layer.
Can we run RPO across multiple roles at once?
Yes — you can ramp from one role to several under the same Master Agreement. Each placement runs on its own monthly tier rate; the contract structure does not change. We can also stagger starts to manage cash flow across a hiring plan.
How long is the typical RPO commitment?
RPO engagements run on the same terms as individual placements: month-to-month with no minimum term, and either party can end an engagement with 30 days' written notice. The 30-day replacement guarantee applies from each hire's start date.
Does Obelisk RPO cover Canadian-specific HR compliance?
The professional is engaged and paid by Obelisk Talent Inc., and we handle HR, payroll & management; they work remotely from their country of residence, so Canadian provincial employment standards do not directly apply to them. Your engagement with Obelisk runs on Canadian B2B contract law (Nova Scotia jurisdiction by default). For CRA-facing payroll on your own Canadian employees, you keep your existing payroll provider.
Can we transition an RPO hire to direct employment later?
Yes. Per §08 of our Terms of Service, a Client may negotiate a written buy-out to transition Talent to direct employment, typically equal to six months of the Talent's monthly fee. The non-circumvention clause prevents informal poaching — the buy-out is the canonical path.
RELATED ENGAGEMENTS
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Ready to brief this engagement?
15-minute call, written brief same day, shortlist within a week. Start with one role and add disciplines under the same Master Agreement when you are ready.
Talk to a Co-Founder