01
Clear Accountability
Defined deliverables, recruiter capacity, SLAs, reporting cadence and escalation paths.
Managed workforce & RPO
Turn Recruitment Operations Into A Scalable Workforce Engine
Outsource part or all of your recruitment and workforce operations to a managed partner with defined ownership, reporting, SLAs and scalable delivery.
At a glance
RPO starting₹60K/month
Senior RPO₹90K+/month
Managed workforce5–12% of payroll
Minimum term3 months
549,600
Hours workforce experience
34+
Countries served
22
Industries served
400+
Clients served
1,700+
Projects delivered
4.81/5
Average client rating
Proven & trusted
Why Businesses Trust Digital Aptech
Use verified organisation-level credentials prominently. Digital Aptech publicly reports 549,600 hours of workforce experience, 34 countries, 22 industries, 400+ clients, 1,700+ projects and a 4.81 average rating.
Client Reviews & Ratings
Keep independent review proof visible. Replace or link each rating card to the currently verified platform profile before production.
5.0
GoodFirms
4.9
Clutch
4.6
Google
4.7
Trustpilot
5.0
G2
Managed Workforce Solutions Built Around Your Business Requirement
Focused workforce solutions, structured delivery and transparent engagement — using the core service architecture already represented on Digital Aptech's public service pages.
Dedicated Recruiter / RPO
Deploy a dedicated recruiter or recruiting pod aligned to your hiring plan.
- Dedicated recruiter
- Pipeline management
- Weekly reporting
Managed Recruitment Function
Digital Aptech takes ownership of a defined recruitment workflow and agreed SLAs.
- Sourcing
- Screening
- Interview coordination
- Reporting
Workforce Management
Support larger deployed workforces with operational coordination and workforce reporting.
- Workforce tracking
- Performance support
- Scaling
Recruitment Operations
Improve process discipline, funnel visibility and hiring throughput.
- Process design
- SLA management
- Analytics
Volume & Recurring Hiring
Build a sustainable pipeline for continuous technology hiring needs.
- Talent pools
- Recurring hiring
- Volume pricing
Workforce Advisory
Help determine when to hire permanently, contract, augment or outsource.
- Model selection
- Workforce planning
- Cost analysis
Why Digital Aptech
Why Managed Workforce Works
Managed workforce should be positioned as ownership of a recruitment/workforce function — not simply another CV-sourcing package.
02
Scalable Capacity
Increase recruitment capacity when hiring demand increases.
03
Technology-Aware Recruiting
Align recruiters with technical role requirements and hiring managers.
04
Management Visibility
Provide pipeline, ageing, conversion and hiring reports.
Managed Workforce & RPO Pricing
For managed services, a monthly management fee is more transparent than percentage placement fees. Use payroll percentage only where DAPL owns a broader workforce-management scope.
RECOMMENDED
Managed Recruitment
From ₹1.5L/month
Recruitment function with multiple roles/workstreams.
Managed Workforce
From 8% of payroll
Operational workforce management for larger deployments.
Discuss Managed Workforce| Engagement | Starting Price | Indicative Range | Commercial Trigger | Best For |
|---|---|---|---|---|
| Dedicated Recruiter / RPO | From ₹60,000/mo | ₹60K–₹1.0L per recruiter/month | Monthly | Dedicated recruiting |
| Senior / Specialist RPO | From ₹90,000/mo | ₹90K–₹1.5L/month | Monthly | Complex hiring |
| Managed Recruitment Function | From ₹1.5L/mo | ₹1.5L–₹4L/month | Monthly | Multi-recruiter function |
| Managed Workforce 10–50 | From 8% of payroll | 5–12% of payroll | Monthly | Workforce management |
| Enterprise 50+ | Custom | 5–9% of payroll | Monthly | Large managed workforce |
Commercial note: Pricing is an indicative website architecture, not a statutory tariff. Final fees should reflect role complexity, salary/CTC, volume, duration, location, replacement risk, statutory costs and agreed service scope. GST/applicable taxes should be added separately.
Our process
Discovery & SLA Design
Give prospects a simple view of what happens after they submit a requirement.
01
Discovery & SLA Design
Define scope, roles, recruiter capacity, hiring targets and reporting.
02
Team Setup
Assign recruiters, workflows, tools and communication channels.
03
Pipeline Execution
Source, screen, coordinate interviews and manage the hiring funnel.
04
Optimisation
Review KPIs, improve conversion and scale capacity.
Explore Other Workforce Models
Hire permanently, contract for a project, hand over recruitment operations or build a cross-border team.
What Clients Should Expect From Digital Aptech
Make the service promise tangible before the enquiry.
Quality First
Structured screening and candidate evaluation before any profile is presented.
Transparent Communication
Clear pipeline visibility, feedback loops and a named account contact.
Scalable Support
Adjust the workforce model as your requirements change.
Questions Buyers Actually Ask
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A three-month minimum is recommended so the team has enough time to build pipeline, establish process and demonstrate measurable results.
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Agree role-specific SLAs such as submissions, interview conversion, time-to-shortlist, joining conversion and ageing.
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No. RPO is a managed recruitment service with recurring operational ownership, rather than a fee charged only when one candidate joins.
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Yes. Recruiter capacity and scope can be increased or reduced through agreed change controls.
Get a free quote
Let's Build The Right Workforce Solution
Tell us what you need to hire, deploy or manage and we will recommend the appropriate model.
Typical response path:
-
01
Requirement review
We understand roles, skills, volume and location.
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02
Workforce consultation
A 30-minute call with our staffing specialists.
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03
Model recommendation
Permanent, contract, managed or on-site.
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04
Commercial proposal
Clear fees, timelines and next steps.