A Dedicated Recruiter on Your Openings for One Fixed Fee
4 Corner Resources provides recruitment process outsourcing for employers that hire steadily. A senior, US-based recruiter works your open roles full-time, onsite or embedded remotely, for one weekly or monthly fee, with no per-hire fee and no long-term contract. Fixed-fee recruiting starts at $2,500.
Your recruiter is typically active on your openings within days, backed by our sourcing technology, a database of more than 1.5 million resumes, and the methodology behind more than 16,750 placements. More than 2,300 candidates have been placed through our fixed-fee programs.
New to the model? Our guide explains what recruitment process outsourcing is and how it works, and our pricing post covers how RPO is priced across the market. The rest of this page covers what we offer, who it fits, and what it costs.
Outsource your recruiting for a single, predictable fee.
We embed a senior US-based recruiter in your hiring process, dedicated to filling your job openings.
What This Looks Like
- Full Sail University: 20 call center hires a month, one predictable fee. Full Sail needed roughly 20 call center representatives every month, a volume that made per-placement fees impossible to plan around. We placed a senior 4CR recruiter onsite, working full time on their hiring and backed by our tools and database. The recruiter was filling roles within a week of the first conversation, and Full Sail has paid one flat weekly cost for a dedicated recruiter ever since.
- A talent acquisition team with more open roles than it could fill, covered for one fixed weekly fee. One client’s TA team had more open roles than it could handle. For a fixed weekly fee, we took ownership of up to 5 of those roles every week. Their dedicated 4CR recruiter joined intake calls with the hiring managers, sourced and screened candidates using our tools, presented qualified people, and coordinated interviews, so the internal team could focus on the rest of its workload.
What Are the Benefits of RPO?
Outsourcing some or all of your recruiting to 4 Corner Resources changes six things for your team.
A fixed, predictable cost. You pay a set monthly or weekly fee instead of a per-hire fee, allowing recruiting to become a line item you can budget for.
Faster fills. Our recruiters use technology that pairs AI with human judgment, built for both speed and thoroughness, so your roles move through the process faster than a stretched internal team could manage alone.
Stronger candidates from a passive network. You reach candidates who are already employed and were never going to apply to your posting in the first place.
Capacity that flexes up and down. Add recruiters when hiring picks up, and scale back when it settles, without keeping headcount you don’t need in between.
Your HR team gets time back. With the recruiting load handled, your team can spend their time on retention, development, and the parts of the job only they can do.
Freedom to start small, without a long-term commitment. Start with one recruiter or a single project, expand when it’s working, and walk away without penalty if your needs change.
Schedule a free consultation today!
When Does RPO Make Sense?
RPO is worth considering when your hiring situation matches one or more of these.
- Hiring is growing faster than your team can keep up. Openings pile up, time-to-fill increases, and your recruiters are too stretched to catch up on their own.
- Per-hire agency fees are piling up. Every contingency hire generates another invoice, and the total is harder to predict than a fixed RPO cost would be.
- Your hiring process is inconsistent. Each manager screens differently, timelines vary role to role, and good candidates slip through the cracks that a standardized process would catch.
- You’re standing up a new team, location, or function. Launching something new means hiring across multiple jobs and functions simultaneously, faster than your current recruiters can source and screen alone.
- Seasonal or cyclical spikes overwhelm your recruiters. A few months account for more openings than the rest of the year combined, but staffing your TA team permanently for that peak doesn’t make sense either.
- You have one or two internal recruiters and no bandwidth for a surge. When req load jumps, there’s no one to absorb the overflow without burning out your team or work suffering in other areas.
- You’ve outgrown one-off agency hiring, but an expensive engagement with a global RPO firm is more than you need. You want the consistency of a real recruiting partner, without the multi-year contracts and heavy implementation that come with an enterprise program.
RPO Models We Offer
However you want to structure it, we build the engagement around your specific hiring needs, and every version is powered by the same 4CR engine: our candidate database, sourcing technology, and proven methodology.
- Dedicated recruiter (onsite or embedded). A senior 4CR recruiter works full-time on your behalf, either onsite with your team or embedded remotely, for one fixed weekly or monthly fee. Your recruiter works your openings exclusively, sits in on your intake calls, and reports numbers weekly. Companies with steady, ongoing hiring gravitate to this model, since it delivers dedicated attention without adding internal headcount.
- Recruiter on-demand. Add dedicated recruiters as flexible, on-demand RPO capacity, then pull them back once volume settles. Priced by the week or the month, it’s the fastest model to stand up and the easiest to adjust as req load changes. If your hiring fluctuates from month to month, this is likely the fit.
- Project RPO. A defined hiring push with a clear start and finish: a new location to staff, a funded growth plan to hit, a backlog to clear. 4CR staffs up to hit the number, then winds down, leaving no permanent overhead behind. It’s the right call for a hiring need with a defined end date.
- Modular RPO (partial-cycle). Outsource just the stages you want covered; sourcing and/or screening are the two stages clients ask for most, while your team owns final interviews and offers. It’s the best fit for an internal recruiting function that needs extra hands at specific stages of the process.
- Full-cycle RPO (including high-volume). 4CR manages your recruiting end to end, from sourcing through onboarding, as a dedicated team embedded in your process. The same model scales to high-volume hiring, where many similar roles need to be filled on a recurring basis. Companies that want the entire function handled land here, whether that means one role at a time or dozens a month.
Most clients start with a dedicated recruiter or a single project and grow from there.
RPO vs. Traditional Staffing vs. MSP
Traditional staffing fills one role at a time for a per-hire fee. RPO manages the recruiting process itself, across as many roles as you outsource. An MSP manages the staffing vendors that supply your contract workforce. The table is the short version; the full comparison is in our RPO guide.
RPO brings a partner into your recruiting process. Traditional staffing fills one role at a time. An MSP manages your vendors.
| Question | RPO | Traditional staffing | MSP |
|---|---|---|---|
| What it manages | Your recruiting process, for some or all of your open positions | One open role at a time | Your contingent workforce and the vendors that supply it |
| How you pay | A fixed fee | A per-hire fee or an hourly bill rate | A program management fee |
| Best for | Ongoing or repeated hiring you want handled consistently | Occasional or one-off openings | Managing multiple staffing vendors at scale |
| Relationship | An embedded partner working under your brand | Transactional, per role | A vendor-neutral program manager |
4 Corner Resources fixed-fee recruiting (RPO) starts at $2,500, with no per-hire fee.
How Our RPO Process Works
However we structure the engagement, your recruiter works the way your team already works, using your ATS or ours, your messaging on every candidate touchpoint, your hiring criteria, and your process for interviews and offers.
We report on the metrics you care about: time-to-fill, cost per hire, quality of hire, and hiring manager satisfaction. You keep visibility and control while we handle the work.
Our Recruiting Process
Intake & discovery
We start by learning the role, the team, the timeline, and what success looks like in your environment. This is also where we agree on which parts of the process you want to keep and which you’re outsourcing to us.
Position profile
We turn what we learned in discovery into a written profile: the requirements, the deal-breakers, and the traits that matter for this specific team. Every candidate we bring you gets measured against it.
Sourcing
We reach out directly to candidates in our database and network who match the profile, and source new candidates through a wide variety of services to find people who are not actively looking.
Screening
Every candidate who advances goes through a structured screen and a face-to-face interview covering skills, experience, compensation, and team fit. We only move forward the candidates who meet the standard on all four.
Reference checks
We verify each candidate’s experience and work history directly with their former managers. We complete this step before you ever see the candidate, so the people you interview and hire have already been checked out.
Candidate delivery
We present only fully qualified candidates, along with our candid take on each one, and coordinate interview scheduling with your team. For many RPO clients, we also make final hiring decisions.
Why Partner With 4 Corner Resources?
These are the numbers behind why companies partner with 4 Corner Resources for their hiring.
Client retention
93%
Nearly every company that works with us comes back for the next hire.
Placements
16,750+
Placed across every major industry and every major US market since 2005.
Interview-to-hire ratio
1.4 to 1
In 2026, employers interview an average of 11.7 candidates for every business hire and 17.6 for every technical hire, according to Ashby. Hiring managers who work with 4CR spend time interviewing people they hire, not screening the wrong candidates.
Fill rate
86%
We fill more than eight of every ten roles we take on, and we’re upfront about the ones we won’t.
The People Behind Your Placements
Your 4CR recruiter will be a senior, US-based professional you know by name, backed by the accountability of a firm the founder still leads. We focus on the mid-market companies that enterprise RPO providers tend to overlook, and every client is supported by a recruiting professional who knows it well.
Organizations We’ve Worked With
What Does 4 Corner Resources Charge for RPO?
RPO is priced as a fixed monthly or weekly fee for a dedicated recruiter or team. Following an intake call, we will provide a quote based on your hiring volume, the roles involved, and how much of the process you want us to handle. Fixed-fee recruiting starts at $2,500, and our full fee breakdown compares it with our direct hire and contract staffing fees. For how the wider market prices RPO, with the management fee, pay-for-performance, and blended models explained, read our blog on How Much Does RPO Cost?
Because the fee is fixed rather than tied to each hire, your protection is flexibility instead of a per-hire replacement guarantee. If your needs change or hiring slows, you can cancel the service without penalty and stop paying for capacity you no longer need.
What’s included
The fixed fee covers your recruiter’s full working time on your account, from sourcing through candidate delivery, along with our technology and candidate database. Nothing here gets billed separately.
Areas of Expertise
Our core areas of expertise are below. If your hiring needs fall outside these, ask us; we fill positions across every industry.
Frequently Asked Questions
A staffing agency fills one open role at a time for a per-hire fee. RPO manages your recruiting process itself, consistently, across as many roles as you outsource.
RPO manages your recruiting process, mainly for permanent hires. An MSP manages your contingent workforce and the vendors that supply it.
Fixed-fee recruiting starts at $2,500 for a dedicated recruiter, billed weekly or monthly, with no per-hire fee. We quote after an intake call based on your hiring volume, the roles, and how much of the process you want handled.
It depends on the roles. In volume hiring, one 4CR recruiter fills about 20 call center roles a month for Full Sail University. Professional and specialist roles take more recruiter time per hire, so we size the engagement during intake.
Mid-market employers with steady hiring, usually companies with 1 or 2 internal recruiters, or none, that have outgrown one-off agency hiring but don’t need an enterprise program with a multi-year contract.
Often within days, and weeks at most, depending on the roles. In one recent engagement, our recruiter was actively filling positions within a week of the first conversation.
No. You can start with a dedicated recruiter, a few roles, or a single project, and expand when it’s working; if your needs change, you can cancel without penalty.
No, it supports them. RPO takes on the recruiting load so your HR team can focus on retention, development, and the rest of their responsibilities.
Ready to Get Started? Let’s Talk!
The next step is a short conversation about your hiring: your timeline, your roles, and what fits. If contract staffing or direct hire would serve you better, we’ll say so. Fill out the form below or call us now at 407-872-1521.