Recruitment Process Outsourcing, Local Compliance And SLAs

RPO delivers full recruitment from role briefing through onboarding. Services include talent mapping, proactive sourcing from LinkedIn, GitHub and niche communities, candidate screening, structured interviews, offer negotiation, background checks, visa coordination, and onboarding handover. You receive ATS integration, reporting dashboards, and SLA reports on time-to-hire, cost-per-hire, offer acceptance, and first-year retention.

RPO assigns onshore compliance specialists who handle visa sponsorship, MOHRE filings, free zone rules, work permit steps, and Arabic contract requirements. The vendor schedules GDRFA appointments and medical tests, manages document translations, and runs regular compliance audits. Your team receives clear timelines, escalation paths, and regulatory updates for each hire.

Pricing follows FTE, per-hire, or fixed project models with transparent fee schedules. Contracts include SLA metrics such as time-to-fill, offer acceptance rate, cost-per-hire, quality-of-hire and first-year retention targets. Your agreement should state reporting cadence, remediation steps for missed SLAs, sample scorecards, and a reference case with comparable sector and volume.

RPO designs Emiratisation programs with targeted pipelines for UAE nationals, partnership outreach with government programs, and campus recruitment plans. The provider creates localized employer messaging, training and career progression plans, and tracks quota progress in dashboards. Your reports show placements, retention rates, and audit-ready Emiratisation evidence.

Prevent vendor lock-in by requiring knowledge transfer, exit transition plans, and ownership of candidate records. Insist on ATS integration, regular data exports in common formats, and role-based access controls. Require data protection aligned to UAE PDPL, scheduled security audits, and governance meetings. Keep internal talent leads to preserve institutional hiring knowledge.