Scaling with Purpose: 5 Tips for Redefining Talent Acquisition for Agility and Growth 

In today's rapidly shifting business landscape, talent acquisition leaders face constant fluctuations in hiring demand. Peaks and valleys are now the norm, and organizations must respond quickly — without simply adding headcount or building static teams. As a Workforce Solutions Executive at Allegis Global Solutions, I've seen firsthand how purposeful scaling through strategic partnerships makes all the difference.  

At the recent HRO Today Talent Acquisition Summit, I moderated a panel discussion with workforce leaders from Fresenius and Thermo Fisher Scientific, who shared how their organizations are redefining talent acquisition to drive agility and growth. 

 
The Power of Strategic Partnerships  

When hiring demand surges, it’s tempting to rebuild or expand your TA team. Yet, as Fresenius Medical Care and Thermo Fisher Scientific demonstrate, the most sustainable approach isn’t about numbers — it’s about forging smart, strategic partnerships.  

These organizations have modernized their hiring strategies by embracing blended recruitment process outsourcing (RPO) models — combining internal TA expertise with external support. This shift enables them to stay agile, control costs and accelerate hiring while maintaining high standards for quality and accountability.  

Fresenius, the world’s largest provider of dialysis services, partners with AGS Managed Services (AGS) to ramp up hiring in response to cyclical needs. This approach allows them to increase or decrease recruiter capacity as needed, supporting both permanent and contingent workforce requirements. Global life sciences leader Thermo Fisher Scientific leverages blended RPO to tackle both end-to-end talent acquisition and project-based hiring, striking a balance between flexibility and consistency across global operations. These real-world examples illustrate that organizations achieve success not by being reactive, but by embracing responsive partnerships.  

What Is a Blended RPO Model?  

A blended RPO model integrates internal talent acquisition teams with external RPO providers, creating a unified, flexible solution for workforce needs. Unlike traditional models that rely solely on in-house recruiters or fully outsourced TA, blended RPO offers the best of both worlds. 

Organizations benefit from the scalability and expertise that an RPO partner provides, while retaining control and alignment with their own culture and processes. This approach is gaining popularity for its ability to deliver rapid results with a low risk profile — especially when business needs shift unexpectedly.  

• Flexibility: Shift hiring up or down in response to market changes 

• Scalability: Access global talent pools and delivery centers to meet demand  

• Low Risk: Reduce overhead and avoid long-term commitments to increased headcount 

 
When to Apply Project-Based vs. End-to-End RPO  

Choosing between project-based and end-to-end RPO depends on your organization’s specific hiring needs and strategic goals. Project-based RPO is ideal for short-term spikes, seasonal hiring or specialized roles that require quick results. End-to-end RPO, on the other hand, covers the entire recruitment lifecycle and is better suited for ongoing, large-scale hiring initiatives.  

• Project-Based RPO: Use when facing ad hoc hiring needs, special projects or short-term surges  

• End-to-End RPO: Apply for sustained hiring across multiple functions or locations, ensuring consistency and quality  

Both Fresenius and Thermo Fisher Scientific have leveraged these models to stay agile — ramping up quickly during periods like the COVID-19 pandemic and scaling back just as swiftly when demand normalized. 

 
Lessons in Cost Savings, Agility and Performance  

Panelists emphasized that strategic partnerships go beyond just filling roles — they drive measurable business outcomes. Fresenius, for example, averaged over 10,000 hires annually by flexibly adjusting recruiting resources and utilizing AGS’ managed service provider (MSP) and RPO offerings. During the pandemic, they increased their recruiting capacity by 40%, supporting both clinical and non-clinical roles, then rapidly scaled down as needs changed. Thermo Fisher Scientific uses AGS’ global delivery centers to accelerate screening and hiring across geographies, maximizing efficiency and coverage.  

Technology also plays a growing role in effective scaling. With digital tools and analytics, organizations can anticipate demand, streamline processes and maintain performance — even as the market evolves. 
 

5 Tips for Redefining Talent Acquisition for Agility and Growth 

1. Embrace Blended RPO Models: Integrate internal and external TA resources for maximum flexibility and scalability 
2. Leverage Strategic Partnerships: Build relationships with trusted providers who understand your business and can respond quickly to changing needs 
3. Scale Intentionally — Up and Down: Use data and workforce planning to ramp-up hiring when needed, and scale back efficiently without sacrificing quality 
4. Choose the Right RPO Engagement: Assess whether project-based or end-to-end RPO aligns with your goals, and don’t hesitate to switch as needs evolve 
5. Future-Proof with Continuous Innovation: Invest in technology, nurture partner expertise and remain open to new solutions for persistent talent shortages 

Future-Proofing Talent Strategies  

Looking ahead, workforce leaders agree that flexibility and partnership are more important than ever. As one of our panelists noted, the uniqueness of each business requires tailored solutions and a focus on relationship-building. They further highlighted the importance of consistent performance and strong relationships with hiring managers, especially as the world of work undergoes rapid transformation.  

In a market where talent shortages are common and roles are constantly evolving, organizations can benefit from partnering with experts who bring fresh ideas and deep industry knowledge. To future-proof your talent strategy, prioritize partners who can adapt alongside you, supplement your capabilities and help you stay ahead of workforce trends.  

The journey to agile and scalable talent acquisition begins with intentional growth, strategic partnerships and a commitment to innovation. By embracing blended RPO models and leveraging expert support, TA leaders can navigate fluctuating demand, control costs and deliver quality results — no matter what the future holds. Now is the time to redefine your approach and scale with purpose.