Talent Acquisition: Recruitment Outsourcing

Are you ready to take your recruitment process to the next level?

If so, Nonprofit HR is the Recruitment Outsourcing partner you’ve been searching for. At Nonprofit HR, we understand the unique challenges social sector organizations face when it comes to talent acquisition, from inadequate budgets to a lack of bandwidth among hiring decision makers. Our sector-leading Recruitment Outsourcing practice makes it possible for social impact organizations like yours to attract and secure the top talent you need to move your mission forward more efficiently and effectively.

When you partner with our Recruitment Outsourcing practice, you’ll be paired with one of Nonprofit HR’s Recruitment Business Partners (or a team of RBPs, depending on your organization’s size). RBPs take the place of your internal recruitment function and handle every element of the recruitment process end-to-end, from improving your employer brand and marketing your open positions to conducting interviews and negotiating offers with key prospects. Our Recruitment Outsourcing clients report a range of positive outcomes, such as reductions in cost and time to hire, improved hiring outcomes and increased time to focus on their most mission-critical work.

Nonprofit HR works with social impact organizations that are committed to making an impact on the social sector.


Practice Lead

Yvonne Rivera, CSP, CSC

Director, Talent Acquisition
Email: yrivera@nonprofithr.com
Phone: 202-644-7422

Nonprofit HR’s Recruitment Outsourcing Services

How our Process Works!

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Listen & Understand


At the onset of every Recruitment Outsourcing engagement, we take the time to build a deep understanding of the organization’s mission and structure, workforce strategies, and most of all, its culture. Before we begin seeking talent for any open position, we’ll have in-depth conversations about the most critical challenges facing your organization. Our discussions will cover the positions or departments that require immediate attention; how you onboard new hires; cultural, management and interpersonal dynamics and more.

Organize the RO Process


  • Communicate with hiring manager and/or recruitment team to identify, in detail, core competencies, desired characteristics, skills, qualifications and experience desired for the position(s).
  • Meet with hiring manager and/or recruitment team to discuss and understand current organizational issues, challenges and priorities.
  • Gather and review positions descriptions pertaining to the RO process.

Source, Identify & Screen Potential Candidates

  • Source qualified candidates with the goal of attracting significant numbers of highly qualified, diverse candidates.
  • Identify the most qualified candidates for presentation to hiring manager.
  • Conduct thorough telephone pre-screens with individuals that meet the minimum requirements of the position(s).

Interview & Present Candidates for Presentation

  • Conduct in-person and/or video/phone interviews for thorough evaluations of selected candidates using structured, in-depth behavioral based interview techniques and proven leadership assessment tools to identify individual strengths and weaknesses vis-à-vis the needs of the position.
  • Prepare and submit written comments for each candidate.
  • Recommend slate of candidates to hiring manager for interviews.

Facilitate Interviews & Decision-Making Process


  • Prepare final report and in collaboration with hiring manager to discuss finalists for interviews.
  • Prepare/brief candidates and the hiring manager for interviews.
  • Provide guidance in the selection of a finalist.

Complete Background Screening & References


  • Conduct comprehensive reference checks and background investigations/screenings (including social media footprint, criminal, education verification, and employment history) of finalist. (Please note: there is an additional cost for the background screenings).

Partner with our Recruitment Outsourcing team.

Let us handle every aspect of your recruitment needs so you can focus on increasing impact. Enter your information below and someone from our Recruitment Outsourcing team will be in touch to help you find your next hire or answer your questions.


Nonprofit HR values diversity and inclusion.

diversity inclusion

We cast a broad net that is national in scope to attract the best talent. We value and seek diversity throughout our search process by: recruiting high-performing talent from all segments of society; pursuing diverse individuals without regard to national origin, language, race, color, disability, ethnicity, gender, age, religion, sexual orientation, gender identity, socioeconomic status, veteran status, family structures, and differences of thought and life experiences to efficiently and effectively pursue organizational objectives; fostering inclusion by connecting the new leader to the organization; encouraging collaboration, flexibility, and fairness to enable full participation that contributes to a leader’s full potential; and working with our clients to understand the strategies and systems that are in place to effectively manage diversity, be accountable, measure results, and cultivate a culture of inclusion.

Nonprofit HR has been awarded Inavero’s Best of Staffing® and Best of Talent® Award for providing superior service to job seekers. Presented in partnership with CareerBuilder, ClearlyRated’s winners have proven to be industry leaders in service quality based completely on the ratings given to them by the permanent and temporary employees they’ve helped find jobs. On average, talent of winning agencies are 50% more likely to be completely satisfied with the service provided compared to those placed by non-winning agencies.

  Nonprofit HR made Inc. 5000 list of the nation’s fastest-growing private companies. The prestigious ranking list represents a unique look at the most successful companies within the American economy’s most dynamic segment—its independent small businesses.


An overarching credential that covers essential labor and employment law from a staffing perspective; covers federal law and state law for a selected state. No other industry certification program delves as deeply into the topics that matter most to staffing professionals and their clients.

The Certified Search Consultant program is designed specifically for search and placement professionals and focuses on federal employment law specific to recruiters. The CSC® program also includes state licensing and registration laws that affect direct hire firms. Everyone who works in search and placement—including recruiters, direct hire professionals, search consultants, talent acquisition managers, executive recruiters, and HR professionals—will benefit from earning the CSC credential.