AUDITABLE MARKET INTELLIGENCE
DIVERSE PROFESSIONAL SECTORS
TRANSPARENT SEARCH PROCESSES
RESEARCH DRIVEN RESULTS
Developing companies experiencing growth can often have a need for multiple executives over the course of the year and new executive talent.
We offer both an onsite and external solution for your recruitment process outsourcing (RPO) needs. Your dedicated executive search expert is backed by the same comprehensive set of research competencies and services we deliver to all our clients.
Our scalable, quality led RPO allows you to attract the highest calibre individuals whilst reducing expenses and time to hire.
We are highly research-driven and offer market mapping to identify a particular level or skill set across a given market sector. Whether your requirements are for a hire, internal benchmarking, finding trends or market intelligence.
Elevate Your Leadership Talent Strategy with Executive RPO
In an era where speed, quality and adaptability are non-negotiable, your senior leadership recruitment shouldn’t be left to chance. With Executive Recruitment Process Outsourcing (RPO) from Wyman Bain, you get a solution that’s bespoke, scalable and grounded in research, not guesswork.
We don’t just fill roles—we build leadership pipelines. Whether you require full outsourcing or a hybrid partnership, we flex to your needs:
- Full Executive RPO — we manage end-to-end recruitment across multiple senior roles, taking full ownership of the process so you can focus on strategic priorities.
- Hybrid Executive RPO — ideal when your in-house team handles some roles, but you require expert support for those that are technically complex, globally scoped, or hard to source.
Why Choose Wyman Bain for Executive RPO?
1. Research-Driven Talent Discovery
Our market mapping and intelligence capabilities give you unparalleled insight into candidate availability, salary benchmarks, competitor trends and industry dynamics.
2. Transparent & Audit-friendly Process
Each step in the recruitment journey—from sourcing to shortlisting to selection—is documented, measurable and open to your oversight.
3. Scalable and Quality-Led
Whether you’re hiring one executive or ten, we adjust resources to match your scale without ever compromising on calibre.
4. Sector & Role Agnostic
With deep experience across verticals—energy, healthcare, telecoms, private equity and more—we’re equipped to deliver for CEOs, CFOs, COOs, MDs, HR Directors, CIOs, and beyond.
The Real Value You’ll Get
1. Reduced Time-to-Hire — by tapping into our networks and research capabilities, you shorten the search cycle without compromising quality.
2. Lower Recruitment Costs — outsourcing senior search can avoid the hidden costs of mis-hires and prolonged vacancies.
3. Stronger Succession Pipelines — as part of the process, we can help you forecast and develop a leadership bench, not just fill one-off roles.
4. Risk Mitigation & Continuity — even when market or organisational changes come, you’re supported by a partner who understands transformation.
Leading Change in Leadership
The executive landscape is evolving rapidly. Stakeholders expect bold vision, ethical leadership, and agility. Wyman Bain’s Executive RPO service ensures you don’t just keep pace, you lead it.
If you’re facing a period of growth, transformation, or even turbulence, or simply want to future-proof your leadership capacity—let’s talk about how we can design a recruitment solution suited to you.
Contact us today to explore how Executive RPO can transform your leadership hiring approach.
Who is this for?
We offer this service for both organisations who are looking for multiple roles and the cultural fit is vital for organisational success and agencies who have established a need at the senior level, however, are not able to deliver an executive search assignment:
Full
The client outsources all senior recruitment. The outsourced team manages end-to-end recruitment solutions for some or all roles across their business.
Hybrid
The client retains their own internal recruitment at the senior level, nevertheless, they need a partner on an ongoing basis to manage the roles they cannot recruit themselves. The reason for this can be varied from technical difficulty of the roles, lack of geographical exposure or potential performance issues within the senior management team/board.
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