My Trade Talent vs RPO.
Recruitment process outsourcing is built for enterprise-scale hiring programs. Most commercial trades firms do not have RPO-scale volume - here's what actually fits instead.
RPO outsources your entire recruiting function - sourcing, screening, employer branding, technology - and is priced and structured for firms hiring dozens to hundreds of roles a year across every department. It typically takes weeks to months to implement before it is running at full value. Most commercial trades firms do not have that volume or that timeline. We give you a dedicated, specialized commercial-trades pipeline at a flat monthly rate, with no program minimum and no multi-month ramp-up.
The comparison, row by row.
| RPO | My Trade Talent | |
|---|---|---|
| Pricing model | Retainer, per-hire, or hybrid fee covering an entire hiring program | Flat monthly fee, same every month, no program minimum |
| Scoped to | The whole recruiting function - sourcing, screening, employer branding, ATS/tech - usually across dozens or hundreds of roles a year | Your commercial trades hiring, specifically, at whatever volume you actually have |
| Implementation time | Weeks to months of process and technology buildout before full ramp | Start receiving submittals within days |
| Minimum scale to make sense | Enterprise-level hiring volume - RPO pricing and process overhead assumes real scale | Works from one open seat up; no volume minimum required |
| What you are buying | An outsourced recruiting department, evaluated on program-level volume and time-to-fill metrics | A dedicated pipeline of pre-vetted commercial trades candidates |
| Specialization | Usually generalist across all the client's hiring, not trade-specific | Commercial trades only, across every trade vertical, daily |
| Contract structure | Typically multi-year program agreements | Month-to-month; no long-term program lock-in required |
When each model fits.
RPO is not the wrong model - it is the wrong model for most commercial trades firms specifically, because it is built and priced for a scale most of them have not reached.
When RPO fits
- You are hiring at real enterprise scale - dozens to hundreds of roles per year across many departments
- You want to outsource the entire recruiting function, not just one hiring category
- You have the runway for weeks-to-months of process and technology implementation before full value
When My Trade Talent fits
- Your hiring need is specifically commercial trades, not your whole company's recruiting function
- You want to start receiving real candidates in days, not after a multi-month implementation
- You do not have RPO-scale hiring volume, but still need a real, specialized pipeline
- You want month-to-month flexibility instead of a multi-year program agreement
The scale question.
RPO pricing and process overhead assumes a program - dedicated implementation teams, shared technology, multi-year agreements - that only makes financial sense at real volume. If you are hiring a handful of commercial trades roles a year, or even a few dozen, you are paying for infrastructure sized for a much bigger hiring operation than the one you actually run.
Our model skips the program-level overhead entirely. You get a specialized pipeline sized to your actual commercial trades hiring - not a scaled-down enterprise recruiting department.
Not hiring at RPO scale?
Tell us how many commercial trades roles you're actually trying to fill. We'll show you what a pipeline sized to your real volume looks like.