Advanced RPO

Celebrating our May work anniversaries! 🎉    Thank you for the hard work, dedication, and positive impact you bring to Advanced RPO every day. We’re grateful for everything you do to support our clients, candidates, and teammates, and we’re proud to celebrate your accomplishments with you.    Please join us in celebrating:  ✨ Kevin Armstrong - 15 years ✨ Tim Oyer - 11 years ✨ Hailey Freeman - 5 years ✨ Tina Rockey - 5 years ✨ Kristie Burrows - 4 years ✨ Molly Cruz, CDR Cruz - 4 years ✨ Cheyenne Lloyd - 4 years ✨ Ashlynn Waite, CDR - 4 years ✨ Grace Kraemer - 3 years ✨ Victoria Smeaton - 3 years

Hiring needs rarely stay consistent—and your recruiting model shouldn’t either. Recruitment on Demand gives teams flexible access to experienced recruiters exactly when hiring pressure spikes, without adding permanent overhead or slowing down delivery. Scale up when demand rises. Scale down when it shifts. Keep quality consistent throughout. It’s a simple shift that helps hiring teams stay agile in a constantly changing market. Learn more: https://hubs.la/Q04d5hCv0

Hiring in 2026 is changing fast. The organizations winning right now are the ones adapting faster. Our latest Q2 2026 HIRE Report breaks down the trends shaping talent acquisition this quarter. https://hubs.la/Q04d6gc60

AI consulting and expertise is now the number one value employers expect from RPO partners, according to RPOA's 2026 RPO Buyer Trends Study. That is a meaningful shift — and it reflects how much the stakes have changed for talent acquisition leaders navigating AI adoption. Advanced RPO's Jan Grohoske, Senior Director of Digital Strategy and Implementation, joined the Time to Hire podcast to share what that expectation looks like in practice — and what it actually takes to deliver on it. The conversation covers a lot of ground worth paying attention to: Why process integrity is the foundation of any successful AI implementation — and why skipping that step is where most organizations go wrong. How RPOs are building governance frameworks around AI adoption, including bias monitoring, compliance review, and candidate experience standards, before recommending tools to clients. What the data shows about real recruiter time savings and workload reduction — and the conditions that produce those outcomes. Why applicant fraud is becoming a more urgent challenge, and what a layered response looks like across technology, process, and interview design. At Advanced RPO, we believe the organizations that win in this era will not be defined by how much AI they implement. They will be defined by how purposefully and responsibly they use it. This episode is a strong entry point for any talent or HR leader thinking through their AI strategy. Listen to the full episode on Apple Podcasts, Spotify, or at https://lnkd.in/ea3ieT44  

The latest edition of Advanced Talent Trends is here. This month we’re looking at the real impact of open roles, why interview experience is shaping employer brand more than ever, how pharma reshoring is intensifying talent challenges, and how rising application volume is changing the way teams approach screening. Across all of these themes, one thing is clear: hiring is becoming more directly tied to business performance, candidate expectations, and the ability to act on better signals earlier in the process.

Great partnerships drive great outcomes. We’re excited to share our experience with GR8 People and how platform flexibility helps us support complex hiring needs across our client base.

Most job descriptions still read like marketing copy. Over promised. Over polished. And quickly dismissed by candidates who’ve seen it all before. The result? Mismatched expectations, early turnover, and longer time-to-fill. What’s working instead: • Being upfront about challenges in the role • Sharing what the first 90 days actually look like • Letting the right candidates opt in—and the wrong ones opt out Honesty doesn’t scare people away. It builds trust faster. See how leading teams are approaching this: https://hubs.la/Q04c7yX50

Every day a role sits open, it’s costing more than most teams realize. Lost productivity. Delayed projects. Strained teams. Missed revenue. The problem? Most organizations can’t clearly quantify it fast enough to act on it. That’s why we built the Cost of Vacancy Calculator. A simple way to turn open roles into real financial impact—so talent decisions become business decisions. If you’re still treating time-to-fill as the only metric that matters, this changes the conversation. Try it here: https://hubs.la/Q04d5p-D0

The first 90 days in a TA leadership role set the tone for everything that follows. It’s not just about quick wins—it’s about building credibility, aligning stakeholders, and creating momentum that lasts. We break down 3 practical wins that help new Talent Acquisition leaders establish impact early and avoid common missteps. Worth a read if you’re stepping into a new role or leading a team through change: https://hubs.la/Q04d5tzF0

Hiring in life sciences isn’t getting any easier—but the organizations seeing real results are approaching it differently. In a recent conversation, we break down what’s actually driving hiring challenges today—and more importantly, what’s working to overcome them. From navigating talent shortages to building more resilient workforce strategies, this discussion is packed with practical insights you can apply right now. If you’re hiring in life sciences or planning ahead for growth, this is worth a listen. Explore the full piece here: https://hubs.la/Q04d4Q6r0