China remains one of the most strategically important hiring markets for global companies. With deep talent pools across manufacturing, technology, AI, electronics, life sciences, logistics, and consumer industries, China continues to be a key destination for regional operations and global supply chains.
However, hiring in China is legally and administratively complex. Employment regulations vary by city, mandatory social insurance and housing fund contributions are strictly enforced, and employment contracts must comply with PRC Labour Law. For foreign companies, non-compliance can result in fines, disputes, and permanent establishment risk.
As a result, companies hiring in China in 2026 increasingly rely on Recruitment Process Outsourcing (RPO) for access to local talent while pairing it with Employer of Record (EOR) in China to manage employment, payroll, and compliance without establishing a Wholly Foreign-Owned Enterprise (WFOE).
Why RPO Demand in China Is Rising in 2026
Several market and regulatory factors are driving RPO adoption in China:
- Continued demand for skilled local talent in Tier-1 and Tier-2 cities
- Rising hiring competition in technology and advanced manufacturing
- Complex city-level labour and payroll regulations
- High compliance risk for foreign employers without local expertise
- The need for faster market entry without WFOE setup
For global companies looking to build teams in China, RPO accelerates recruitment but compliance remains the critical risk area.
What Is Recruitment Process Outsourcing (RPO) and Why It Matters in China
Recruitment Process Outsourcing (RPO) is a hiring model where an external provider manages part or all of an organisation’s recruitment lifecycle. Unlike traditional recruitment agencies, RPO providers embed into hiring workflows and support workforce planning, sourcing, screening, interviews, and offer coordination.
In China, RPO is particularly valuable due to language requirements, relationship-driven hiring, and the need for strong local networks. RPO providers help global companies navigate the local talent market more effectively.
However, RPO providers do not legally employ workers. They do not manage payroll, social insurance, housing fund contributions, or compliance with PRC labour laws. For companies hiring employees in China without a local entity, this creates significant legal and financial risk.
RPO vs Staffing Agencies vs EOR – What’s the Difference?
Understanding the distinction between recruitment and employment outsourcing is essential in China.
| Aspect | Staffing Agency | RPO Provider | Employer of Record (EOR) |
| Primary role | Candidate placement | Recruitment management | Legal employment |
| Who employs the worker | Client | Client | EOR |
| Payroll & tax | Client | Client | EOR |
| Social insurance & housing fund | Client | Client | EOR |
| PRC labour law compliance | Client | Client | EOR |
| Termination risk | Client | Client | EOR |
Key takeaway: RPO defines how you hire. An Employer of Record defines how you employ compliantly in China.
When Should Global Companies Use RPO in China?
RPO is most effective when aligned with market-entry strategy and hiring scale.
Global companies typically use RPO in China when:
- Hiring their first local employees
- Scaling from 5 to 200+ employees
- Recruiting technical, operational, or leadership roles
- Supporting regional manufacturing, sales, or R&D expansion
However, RPO alone is insufficient when companies lack a WFOE, payroll registration, or labour law expertise. In these cases, a hybrid RPO + EOR model enables fast hiring while managing compliance risk.
Top 10 Recruitment Process Outsourcing Companies in China (2026)
Below is a curated list of RPO providers supporting hiring in China. Each company is summarised briefly, followed by key capabilities.
1. Asanify (RPO + Employer of Record–Led Model)
Asanify leads with a compliance-first hiring approach by combining Recruitment Process Outsourcing with Employer of Record services in China. Instead of stopping at recruitment, Asanify enables global companies to legally employ talent, manage payroll, and comply with PRC labour laws without establishing a WFOE.
Key Features
- Integrated RPO + Employer of Record in China
- PRC labour law–compliant employment contracts
- Payroll processing, individual income tax, and statutory compliance
- Social insurance and housing fund management
- Entity-free hiring for global companies
2. Randstad China (RPO)
Randstad China provides RPO services across manufacturing, technology, life sciences, and professional services.
Key Features
- End-to-end and project-based RPO
- Strong local hiring networks
- Enterprise recruitment programs
3. Hays China (RPO)
Hays China delivers professional and technical RPO services for multinational companies operating in China.
Key Features
- Embedded and project RPO
- Specialist and professional hiring
- Global recruitment standards
4. Allegis Global Solutions China
Allegis Global Solutions offers enterprise-grade RPO and total talent management services in China.
Key Features
- Enterprise RPO delivery
- Total Talent Management (TTM)
- Workforce optimisation
5. Korn Ferry China (RPO)
Korn Ferry provides RPO services aligned with leadership hiring and workforce advisory in China.
Key Features
- Executive and specialist RPO
- Leadership and succession hiring
- Talent advisory integration
6. PeopleScout China
PeopleScout delivers technology-enabled RPO services focused on candidate experience and recruitment marketing.
Key Features
- High-volume RPO
- AI-powered sourcing tools
- Employer branding support
7. ManpowerGroup China (Talent Solutions)
ManpowerGroup offers RPO and workforce solutions supporting regulated and high-volume hiring environments.
Key Features
- RPO and workforce planning
- Multi-industry hiring support
- Governance-driven recruitment
8. Adecco China (RPO)
Adecco provides scalable RPO services backed by its global staffing infrastructure and strong China presence.
Key Features
- Project-based RPO
- Multi-industry coverage
- Large candidate databases
9. FESCO Adecco (China)
FESCO Adecco is a leading local HR and outsourcing provider supporting recruitment and employment services.
Key Features
- Strong government and local compliance knowledge
- Professional and operational hiring
- Extensive China coverage
10. CIIC Human Resources (China RPO)
CIIC is a state-backed HR services provider offering RPO and workforce solutions across China.
Key Features
- Nationwide hiring capability
- Government-aligned HR services
- Large-scale recruitment programs
The Missing Piece in Most RPO Models – Compliance & Employment Risk
In China, employment compliance is the most significant hiring risk for foreign companies.
RPO providers do not:
- Manage social insurance and housing fund payments
- Handle compliant employment contracts and renewals
- Ensure lawful termination under PRC labour law
- Assume labour dispute or inspection risk
This exposes companies to fines, arbitration cases, and regulatory scrutiny. This is where Employer of Record services in China become essential.
How Employer of Record (EOR) Services Complement RPO in China
An Employer of Record acts as the legal employer of Chinese workers, while the client retains full operational control.
In an RPO + EOR model:
- RPO manages sourcing and candidate selection
- EOR employs workers under PRC labour law
- Clients manage performance, output, and culture
This approach enables faster hiring, eliminates WFOE setup, and ensures full compliance with Chinese employment regulations.
RPO + Asanify EOR: A Smarter Way to Build Teams in China
Asanify provides the employment, payroll outsourcing, and compliance layer that complements RPO providers and internal recruitment teams. This allows global companies to hire in China without assuming legal or operational risk.
Asanify integrates seamlessly into hiring workflows, ensuring recruitment success translates into compliant employment.
What Asanify Handles
- PRC-compliant employment contracts
- Payroll, individual income tax, and statutory filings
- Social insurance and housing fund contributions
- Ongoing labour law compliance
This model is increasingly preferred by companies looking to build teams in China in 2026 with speed and certainty.
Cost Considerations – RPO Fees vs Employer of Record Services Cost
| Cost Aspect | RPO | Employer of Record (EOR) |
| Pricing structure | Percentage of salary, retainer, or per hire | Per employee per month |
| Covers recruitment | Yes | No |
| Covers payroll & tax | No | Yes |
| Covers social insurance & housing fund | No | Yes |
| Covers labour law compliance | No | Yes |
| Requires WFOE | Yes | No |
| Reduces compliance & PE risk | No | Yes |
Key takeaway: RPO accelerates recruitment, while EOR manages employment risk. Together, they deliver a compliant and scalable hiring model in China.
How to Choose the Right RPO Partner in China (2026 Checklist)
Global employers should evaluate RPO providers with compliance and localisation in mind.
Key Questions to Ask
- Do you support hiring without a WFOE?
- Can you work with Employer of Record providers?
- Do you understand city-level labour and payroll rules?
Red Flags
- “Employment compliance is not our responsibility”
- No experience with foreign employers
- Limited understanding of social insurance requirements
Aligning RPO providers with EOR providers in China helps future-proof hiring strategies.
Conclusion
Recruitment Process Outsourcing is a powerful way to access Chinese talent but it is not a complete hiring solution on its own.
In 2026, successful global hiring strategies in China will:
- Use RPO to accelerate recruitment
- Use Employer of Record services to manage labour law compliance
- Avoid premature WFOE setup
By combining RPO with Asanify’s Employer of Record in China, global companies can scale confidently, compliantly, and efficiently.
FAQs
What are the top recruitment process outsourcing companies in China in 2026?
Leading providers include Asanify, Randstad China, Hays China, Allegis Global Solutions, and FESCO Adecco.
How does recruitment process outsourcing work in China?
RPO providers manage recruitment, while legal employment requires a WFOE or an Employer of Record.
Is RPO enough for hiring employees in China without an entity?
No. RPO does not manage payroll, social insurance, or labour law compliance.
What is the difference between RPO and Employer of Record in China?
RPO handles recruitment; an EOR legally employs workers and ensures compliance.
How much do Employer of Record services cost in China?
EOR services are typically priced per employee per month and include payroll, social insurance, and compliance.
Can startups use RPO and EOR together to build teams in China?
Yes. This hybrid model is ideal for fast, low-risk expansion.
What labour laws in China should foreign companies consider?
PRC Labour Law, Labour Contract Law, social insurance rules, and termination requirements.
Which EOR providers in China work best with RPO companies?
Modern EOR platforms like Asanify integrate seamlessly with RPO and internal hiring teams.
Not to be considered as tax, legal, financial or HR advice. Regulations change over time so please consult a lawyer, accountant or Labour Law expert for specific guidance.