Better Together: How Thermo Fisher Benefits from a Blended RPO Model

Coming out of the COVID-19 pandemic, Thermo Fisher Scientific knew it needed to shift its workforce model to stay competitive and effective in a continuously shifting marketplace. To scale to business demands, they needed to build permanent flexibility and agility into their global infrastructure. 

The organization analyzed its job profiles and hiring trends over the previous years and identified that they could outsource recruitment for entry-level manufacturing roles globally. Regional flexibility was as important as global consistency. Their recruitment processing partner (RPO) would need to support multiple countries and languages, and provide on-site, remote and hybrid solutions to meet the unique regional and local demands of their many facilities.  

We recently invited the Thermo Fisher team to share how they transformed their strategy through a blended RPO model in partnership with AGS Managed Services (AGS) – and as a result, achieved quicker time to hire, greater access to talent and a consistent, high-touch candidate experience globally. 

The conversation was candid and enlightening. And while I recommend all TA leaders take a listen, I want to highlight a few key takeaways from the discussion on how to futureproof your workforce strategy with the support of a strong RPO partner. 

It’s OK – and Sometimes Necessary – to Build the Airplane While You’re Flying 

As much as a ”big-bang” approach to launching a large RPO program looks good on paper, we’re all working in the real world, and urgent business needs take precedence. As AGS was standing up the global enterprise RPO program, hiring volumes rose quicker than anticipated. To focus on developing the larger program — including  change management and concurrent technology implementation — Thermo Fisher turned to AGS to address increased hiring needs in key global markets through project RPO models.  

Blending that model from Day 1 really helped AGS to build trust with the Thermo Fisher team while shaping the delivery model together. “We weren't just launching the program, we were co-creating it,” shared Jorden Hudgens, Market Executive, AGS Managed Services. The relationship building enabled AGS to establish continuity with client stakeholders early, which made the broader implementation smoother.  

Thermo Fisher’s Director of HR Operations James Fitzgerald added: “It was really advantageous at the end of the day because the team was able to come into the organization and work under our management and understand our ways of working within the Thermo Fisher world, so they were already ingrained within the team.”  

Change Management Isn’t Linear 

As Thermo Fisher shifted to a blended RPO delivery model, the organization was also undergoing a major technology transformation. One key insight was realizing that the team couldn't treat these changes as separate tracks.  

The delivery model and the tech were deeply intertwined and implementing them together would allow Thermo Fisher to measure that impact holistically. There were going to be operational impacts, and we had to be incredibly intentional about communication and coordination to achieve the No.1 goal going into it – no business disruption. 

Fitzgerald noted: “It was critical for us with our evaluation of bringing on an RPO partner that we had support from a consultative standpoint with the tech aspect of the project. We leaned heavily into AGS and their partners in this process and allowed our internal teams to focus on the change management and experience shift that our hiring managers and leaders were going to be embracing going forward.”  

White-Glove Service Doesn’t End at Go-Live 

Our client stakeholders had a deep understanding of hiring manager and business needs at each site, recognizing not only the differences from country to country but also the unique cultural nuances at each location. From the outset, both partners agreed on the importance of AGS becoming truly embedded within Thermo Fisher’s business. They prioritized visiting individual sites—particularly those that were critical or presented unique challenges for change management.  

AGS Ignite was able to use these site visits to create day-in-the-life videos that illustrated what it’s like to work for Thermo Fisher. Our Ignite team has traveled to sites across North America and EMEA, continuously visiting locations and gathering new insights, resulting in some amazing stories.  For instance, when Thermo Fisher’s locations in North Carolina were impacted by storms, we helped to develop a campaign highlighting how Thermo Fisher supported its local community—shifting the narrative from purely hiring to focusing on the human side of the story.

Don’t Be Forced into a Cookie-Cutter Model 

At the end of the conversation, we asked the team what tips they’d offer fellow TA peers looking to build a future-focused talent strategy.  Fitzgerald emphasized that while it’s important for TA leaders to learn from best practices and discuss strategies that have proven effective elsewhere; it’s just as critical to partner with an RPO provider who truly listens to their client’s needs.  

Your internal TA team knows your business better than anyone. Look to customize your solution in partnership with your vendor rather than taking a pre-cut approach. Allow for conversations to align on what you’re trying to accomplish – like cost savings, speed to hire and quality – and collaborate with your partner to build a roadmap tailored to your organization. 

You Don’t Have to Sacrifice Long-Term Vision for Short-Term Wins 

TA demands are shifting rapidly. By implementing a blended RPO model, Thermo Fisher has achieved greater flexibility and scalability, resulting in significant reductions across key metrics such as time to present candidates, time to fill and, most importantly, time to productivity. This approach has sparked new conversations about how Thermo Fisher engages with talent, moving beyond traditional FTE or contractor silos. 

Thermo Fisher’s collaboration with AGS Managed Services as its MSP and RPO provider demonstrates how transformation is driven by partnership, adaptability and a willingness to challenge the status quo. By embracing a blended RPO model and prioritizing open communication, the organization has not only strengthened its talent strategy for the future but also set a new standard for how global teams can work effectively and cohesively.