The United Kingdom remains one of the most important hiring markets for global companies, offering access to highly skilled professionals across technology, finance, healthcare, legal, and professional services. Despite economic shifts, the UK continues to attract international employers building remote and distributed teams.
As hiring demand increases in 2026, many organisations rely on Recruitment Process Outsourcing (RPO) to manage hiring complexity and scale faster. However, global employers are quickly realising that recruitment efficiency alone is not enough. Employment compliance, worker classification, and IR35 exposure are now central risks.
This is why modern hiring strategies increasingly combine RPO for recruitment speed with Employer of Record (EOR) in the UK for compliant employment, payroll, and risk mitigation.
Why RPO Demand in the UK Is Rising in 2026
Several factors are driving increased RPO adoption across the UK:
- High demand for skilled talent in technology, fintech, healthcare, and engineering
- Rising recruitment costs in London and other major cities
- Ongoing skills shortages and competitive labour markets
- Increased regulatory scrutiny around IR35 and worker classification
- The need to hire quickly without setting up a UK legal entity
For global companies looking to build teams in the UK, RPO provides speed and access—but compliance remains the decisive factor.
What Is Recruitment Process Outsourcing (RPO) and Why It Matters in the UK
Recruitment Process Outsourcing (RPO) is a hiring model where a third-party provider manages all or part of an organisation’s recruitment lifecycle. Unlike traditional recruitment agencies that focus on individual placements, RPO providers act as an extension of the internal talent acquisition team.
In the UK, RPO services typically include workforce planning, sourcing, screening, interview coordination, offer support, and recruitment analytics. This approach is especially valuable in a highly competitive hiring environment.
However, RPO providers do not legally employ workers. They do not manage payroll, National Insurance contributions, pension auto-enrolment, or compliance with UK employment law. For companies hiring employees in the UK without a local entity, this creates compliance and financial risk.
RPO vs Staffing Agencies vs EOR — What’s the Difference?
Global employers often confuse recruitment outsourcing with employment outsourcing. The distinction is critical in the UK context.
| 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 |
| Pension & statutory benefits | Client | Client | EOR |
| Employment law compliance | Client | Client | EOR |
| IR35 risk ownership | Client | Client | EOR |
Key takeaway: RPO determines how you hire. An Employer of Record determines how you employ compliantly.
When Should Global Companies Use RPO in the UK?
RPO is most effective when aligned with growth stage and hiring intent.
Global companies typically use RPO in the UK when:
- Scaling from 10 to 150+ employees
- Hiring specialised or leadership roles
- Building UK-based delivery or sales teams
- Managing project-based or expansion hiring
However, RPO alone is not sufficient when companies lack a UK legal entity or payroll infrastructure. In these cases, a hybrid RPO + EOR model allows companies to scale hiring while managing IR35 and employment risk.
Top 10 Recruitment Process Outsourcing Companies in the United Kingdom (2026)
Below is a curated list of RPO providers supporting hiring in the UK. Each company is summarised briefly, followed by its 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 the UK. Unlike traditional RPO providers, Asanify supports companies through recruitment, legal employment, payroll processing, and statutory compliance—without requiring a UK entity.
Key Features
- Integrated RPO + Employer of Record in the UK
- UK employment law–compliant contracts
- Payroll, PAYE tax, and National Insurance management
- Pension auto-enrolment and statutory benefits
- IR35-safe employment model for global companies
2. Hays Talent Solutions UK
Hays Talent Solutions is a well-established RPO provider in the UK, supporting professional and technical hiring across multiple industries.
Key Features
- Embedded and project RPO
- Employer branding and recruitment marketing
- Strong UK labour market expertise
3. Randstad Sourceright UK
Randstad Sourceright offers global RPO services with strong UK delivery, supporting large-scale and enterprise hiring programs.
Key Features
- End-to-end global RPO
- Talent analytics and workforce insights
- High-volume and specialist hiring
4. AMS (Alexander Mann Solutions)
AMS is a UK-founded global RPO provider with deep experience supporting multinational organisations across sectors.
Key Features
- End-to-end and modular RPO
- Workforce planning and talent intelligence
- Enterprise-scale hiring delivery
5. Allegis Global Solutions UK
Allegis Global Solutions provides enterprise-focused RPO and total talent management solutions in the UK market.
Key Features
- Total Talent Management (TTM)
- RPO and MSP integration
- Workforce optimisation
6. PeopleScout UK
PeopleScout delivers technology-enabled RPO services focused on candidate experience and employer branding.
Key Features
- High-volume RPO
- AI-powered sourcing tools
- Recruitment marketing services
7. Korn Ferry RPO UK
Korn Ferry offers premium RPO services aligned with leadership hiring and organisational advisory.
Key Features
- Executive and specialist RPO
- Workforce strategy consulting
- Leadership talent acquisition
8. Adecco RPO UK
Adecco provides scalable RPO solutions supported by its extensive UK and global staffing infrastructure.
Key Features
- Project and scalable RPO
- Multi-industry hiring support
- Large candidate network
9. Hudson RPO UK
Hudson RPO supports enterprise and public sector hiring in the UK, focusing on long-term recruitment programs.
Key Features
- End-to-end RPO delivery
- Public sector hiring expertise
- Workforce analytics
10. Talent Solutions (ManpowerGroup UK)
ManpowerGroup’s Talent Solutions division delivers RPO services across the UK, supporting regulated and high-volume hiring environments.
Key Features
- RPO and workforce planning
- Project-based recruitment
- Strong governance frameworks
The Missing Piece in Most RPO Models — Compliance & Employment Risk
Most RPO discussions focus on speed and cost metrics. What is often overlooked is employment liability.
RPO providers in the UK do not:
- Issue UK-compliant employment contracts
- Manage PAYE, National Insurance, or pensions
- Assume IR35 or termination risk
For global companies, this can result in IR35 exposure, misclassification, employment tribunal risk, and permanent establishment issues. This is where Employer of Record services in the UK become essential.
How Employer of Record (EOR) Services Complement RPO in the UK
An Employer of Record acts as the legal employer of UK workers, while the client retains control over daily work and performance.
In an RPO + EOR model:
- RPO manages candidate sourcing and selection
- EOR employs workers under UK employment law
- Clients manage output, culture, and performance
This approach enables fast hiring, eliminates entity setup, and ensures full compliance with UK labour regulations.
RPO + Asanify EOR: A Smarter Way to Build Teams in the UK
Asanify provides the employment, payroll outsourcing, and compliance layer that complements RPO providers and internal recruitment teams. This allows global companies to hire in the UK without assuming legal or administrative risk.
Asanify integrates seamlessly into existing hiring workflows, ensuring that recruitment success translates into compliant employment.
What Asanify Handles
- UK-compliant employment contracts
- Payroll, PAYE, and National Insurance
- Pension auto-enrolment and statutory benefits
- Ongoing employment and IR35 compliance
This model is increasingly preferred by companies looking to build teams in the UK 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 statutory benefits | No | Yes |
| Covers employment law compliance | No | Yes |
| Requires UK entity | Yes | No |
| Reduces IR35 and compliance risk | No | Yes |
Key takeaway:
RPO improves hiring efficiency, while EOR manages employment and compliance risk. Together, they form a complete hiring strategy.
How to Choose the Right RPO Partner in the UK (2026 Checklist)
Global employers should evaluate RPO providers beyond hiring metrics.
Key Questions to Ask
- Can you support hiring without a UK entity?
- Are you comfortable working with Employer of Record providers?
- Do you understand IR35 and UK employment law?
Red Flags
- “Compliance is outside our scope”
- No experience with global employers
- Limited awareness of payroll and post-hire obligations
Aligning RPO partners with EOR providers in the UK helps future-proof hiring strategies.
Conclusion
Recruitment Process Outsourcing is a powerful way to access UK talent—but it is not a complete solution on its own.
In 2026, successful global hiring strategies in the UK will:
- Use RPO to accelerate recruitment
- Use Employer of Record services to manage compliance and IR35 risk
- Delay entity setup until scale justifies it
By combining RPO with Asanify’s Employer of Record in the UK, global companies can scale confidently, compliantly, and efficiently.
FAQs
What are the top recruitment process outsourcing companies in the UK in 2026?
Leading providers include Asanify, Hays Talent Solutions, Randstad Sourceright, AMS, and Allegis Global Solutions.
How does recruitment process outsourcing work in the UK?
RPO providers manage recruitment, while legal employment requires a UK entity or an Employer of Record.
Is RPO enough for hiring employees in the UK without an entity?
No. RPO does not manage payroll, pensions, or employment law compliance.
What is the difference between RPO and Employer of Record in the UK?
RPO manages recruitment; an EOR legally employs workers and ensures compliance.
How much do Employer of Record services cost in the UK?
EOR services are typically priced per employee per month and include payroll, tax, pensions, and compliance.
Can startups use RPO and EOR together to build teams in the UK?
Yes. This hybrid model is ideal for fast, low-risk expansion.
What labour laws in the UK should foreign companies consider?
UK employment law, IR35, PAYE, National Insurance, pensions, and termination rules.
Which EOR providers in the UK 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.