RPO — Design RPO: Recruitment Process Outsourcing for Design Teams

The typical timeframe to identify the right candidate is 1 to 4 weeks where we will deliver 3-5 highly qualified candidates. Our process involves tapping into our vetted network and possibly extending the search externally, if necessary. We meticulously match candidates based on the specific opportunity, presenting them to clients with a succinct rationale that underscores their suitability for the project, all while coordinating interviews to ensure a seamless hiring process.

The recruiting arm of our business employs the Container Model, functioning on a retainer basis. An initial fee is charged to initiate the candidate search, followed by a success fee upon successful placement. This structured approach ensures that substantial resources are devoted to meticulously identifying and vetting the perfect candidates, aligning with the precise needs and expectations of our partner organizations. To delve deeper into our strategy and for guidance on selecting the right recruiting model for your UX team, we invite you to read our informative article titled: "How to Choose the Right Recruiting Model for Your UX Team".

If the person we helped you hire doesn't work out in the first 90 days, we've got a money-back plan. Here's how it goes: If things end within the first month (1-30 days), we'll give you back the full fee - half of it in cash and the other half as credit for next time. If it's between the second and third month (31-60 days), we'll return 70% of the fee, split the same way: half in cash and half as credit. If it's between the third and fourth month (61-90 days), we'll refund 50% of the fee, again, half in cash and half as credit. This way, you have a safety net if things don't go as planned.

Yes, engaging us in a search for a full-time hire does involve some costs. We use the Container Model where we charge an initial fee to start looking for the right candidate, and then a success fee when we find them and you hire them. This differs from the contingent model used by other businesses where you only pay if you hire someone they found. We choose not to use this model because it often leads to a less personal relationship with clients, can result in recruiters prioritizing other roles over yours, involves fewer dedicated resources since no upfront fee is paid, and might lower the quality of candidates due to a rushed approach to finding potential hires. In essence, our model ensures that we can give your search the time and focus it deserves. You can learn more about the different models here: "How to Choose the Right Recruiting Model for Your UX Team".

Yes, we serve as a responsible Employer of Record for many professionals in our network. Predominantly, the talent at Academy are brought on board as W-2 employees, minimizing risks associated with worker misclassification while also offering a range of benefits such as paid sick leave, retirement plan contributions, and unemployment insurance, even for those in part-time or short-term assignments. However, we also collaborate with international contractors who may not be classified as W-2 employees and therefore do not have access to the same range of benefits. This allows us to maintain a flexible and diverse talent pool to cater to a wide variety of client needs. Importantly, we always engage in thorough discussions with our clients before initiating any partnership, to ascertain and agree upon the employment model that best suits their specific business requirements and objectives.

Our talent pool primarily resides in the United States, complemented by a global network spanning Europe, South America, and the Middle East. We prioritize aligning talent with our clients' time zones to facilitate seamless collaboration. While we can engage with professionals in Asia or Australia, such instances are exceptional, given the significant time zone differences which could potentially lead to an impractical work schedule.

Our commitment to Diversity, Equity, and Inclusion (DEI) is a defining pillar of our operations, serving as a beacon in the journey toward fostering a richly diverse talent pool. Our multifaceted approach begins with a globally diverse team of recruiters adept at bypassing biases to focus on the inherent value of each candidate, often seeing beyond polished resumes to identify untapped potential. This commitment extends to active community engagement, where we not only participate in key industry dialogues through platforms such as ADPList, Design Leadership Forum, Design Ops Assemble and more but also offer vital resources for career growth and development. Equally important is our role in shaping inclusive job listings, where we work tirelessly to ensure our partners adopt language that underscores a deep commitment to diversity and inclusion. Our sourcing strategy is expansive, giving precedence to candidates from marginalized groups and leveraging a vast international talent pool, facilitated by our remote-first approach. Furthermore, we champion the cause of pay transparency and equity, nurturing an equitable compensation structure upheld through regular audits that consider factors like ethnicity and gender. Stay tuned for further updates as we continually refine our strategies to nurture a more diverse, equitable, and inclusive industry.

We specialize in UX recruitment, expertly connecting mid to executive-level professionals with suitable positions in the industry. Our focus lies in placing top-notch Product Designers, Design Engineers, UX Designers, UI Designers, UX Researchers, and Product Managers. Additionally, we facilitate roles for DesignOps, Strategists, and UX Writers. Our network also extends to skilled individuals in fields such as illustration, game design, motion graphics, Webflow design, AR/VR, interaction, and service design, making us your one-stop solution for all UX recruitment needs.

At Academy, we pride ourselves on a robust and supportive screening process for potential candidates. Initially, every application undergoes a meticulous review, followed by progressive stages of phone and portfolio interviews. If a candidate progresses to the client interview stage but isn't selected, we ensure to offer constructive feedback based on client insights. Throughout each step, we maintain a transparent communication line, providing candidates with detailed feedback and resources to foster their growth. This process, rooted in a strong foundation of evaluating execution strategies and behavioral traits, ensures that we find the perfect fit for our clients while assisting candidates in honing their skills. To get an in-depth view of our process, refer to our article, "A Guide to Interviewing for Your Next UX Role".