There’s no one-size-fits-all !

The Talent Acquisition (TA) landscape is evolving at a rapid pace. Many organisations are rethinking how they structure their recruitment functions, with some reducing internal TA teams while increasingly leaning on external solutions such as Recruitment Process Outsourcing (RPO) and contingency recruitment.

In this shifting environment, there’s no one-size-fits-all model, but it’s clear that a blended approach—tailored to the specific needs of each organisation—offers the greatest potential for success.

Looking Ahead

As the TA landscape continues to evolve, adaptability will be key. The future isn’t about choosing between internal teams and external partners—it’s about building a bespoke, blended function that reflects the unique demands of each organisation. By striking the right balance between internal expertise and external solutions, businesses can create a recruitment model that is both agile and deeply aligned with their culture and long-term goals.

What’s your approach? How are you balancing internal TA with external support to meet your organisation’s needs?

I’d love to hear your thoughts; here are some of mine...

Re-evaluating Internal TA Functions

Historically, internal TA teams have been integral to the recruitment process, valued for their deep understanding of company culture, long-term goals, and strategic workforce planning. However, with fluctuating hiring needs and increasing pressure to control costs, many businesses are reassessing the size and structure of their in-house teams.

Automation and AI have transformed the recruitment process, taking over some of the administrative tasks such as initial candidate screenings. This technological progress has led some organisations to reduce internal headcount, especially for high-volume hiring or transactional roles.

However, internal TA expertise still plays a critical role—particularly in shaping recruitment strategy, managing employer branding, and ensuring a seamless candidate experience. The unique understanding that internal teams have of a company’s culture and values cannot easily be replicated by external partners… or can it?

The Rise of RPO and Contingency Models

RPO and contingency recruitment models are becoming increasingly attractive to businesses seeking flexibility and scalability. RPO providers can manage all or part of the recruitment process, acting as an extension of the organisation, and providing a scalable, cost-effective solution. They bring deep market insights, access to wider talent pools, and can quickly adjust to changes in hiring demand.

Similarly, contingency recruitment offers a valuable solution for organisations looking to fill urgent or highly specialised roles. Contingency recruiters are paid on a success basis, providing quick access to skilled candidates without long-term commitments, particularly for niche positions that internal teams may find challenging to fill.

So, depending on organisational needs and hiring volumes, a well structured agency supply chain can be the correct solution. Both RPO and contingency however must be built on trust, strong communication, well structured SLA/Processes and robust commercial agreements to ensure best outcomes for all.

While these external solutions offer clear advantages, they should not be viewed as replacements for internal TA. Instead, they work best when integrated with internal expertise, ensuring that recruitment remains aligned with the organisation's broader goals and culture.

Creating a Blended, Bespoke TA Function

The most successful talent strategies today blend internal and external recruitment resources in a way that is bespoke to the organisation. There is no single “correct” approach—each company must assess its unique needs, growth trajectory, and talent challenges to determine the right balance.

For some, a core internal TA team may focus on key areas like strategic hiring, culture alignment, and long-term workforce planning, while RPO or contingency partners handle volume recruitment or highly specialised roles. For others, relying more heavily on external partners might make sense, particularly when agility and cost-efficiency are priorities.

Whatever the mix, maintaining internal TA expertise ensures that the company retains control over strategic decisions, while external partners bring the flexibility and specialised knowledge needed to scale with changing demand.

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