What Is Recruitment Process Outsourcing?

Recruitment process outsourcing is a service where an outside team runs your hiring steps for you. It is the talent acquisition function handed to a specialist provider rather than built in house. Payroll2Bangladesh handles recruitment process outsourcing in Bangladesh for foreign employers, covering role scoping, sourcing, screening, shortlisting and interview coordination. You keep the hiring decision. The Dhaka team does the search work and the paperwork under it.

Why Is Hiring Here Hard?

A foreign employer hiring in Bangladesh starts with no local candidate network. There is no easy way to judge a CV against the local market. Job boards return volume, not fit. Interviews slip because nobody local is chasing candidates, and each gap costs weeks an expansion plan cannot spare.

Which Recruitment Steps Can You Hand Over?

Payroll2Bangladesh takes over the search work a foreign employer cannot run from abroad. You choose how much to hand over. That can be one vacancy, or a rolling hiring pipeline across several roles. Each block below names what the step covers and what comes back to you.

Four steps you can hand over, together or one at a time.

Role Scoping

We turn your job description into a search brief the local market understands. That means the title, the duties, the must-have skills, the pay band and the start date. It is written so a Dhaka candidate reads it the way you meant it. You get the brief back in writing before any search starts.

Candidate Sourcing

Our recruiters search the local market against the agreed brief. Candidate sourcing runs across job boards, our own candidate records, and direct approaches to people already doing the job elsewhere. You see where each name came from. The pipeline is never a black box.

Screening and Shortlisting

Every applicant goes through CV screening against the same written criteria before you see them. We check the CV against the brief and confirm the claimed experience. We record why each person passed or did not. What reaches you is a short list with reasons attached, not a stack of CVs.

Interview Coordination

We book the interviews, brief the candidate, hold the schedule across time zones and chase the ones who go quiet. After each round we collect your feedback and pass it on the same week. You interview. We handle everything around the interview.

How Does Payroll2Bangladesh Run RPO?

Payroll2Bangladesh runs recruitment process outsourcing in Bangladesh as a defined process, not a favour called in through a contact. Three things hold that process together: real access to the local candidate market, one screening standard applied to everyone, and a scope you can widen or narrow without reopening the contract. Searches for distributed teams run alongside it through our remote employment service.

Three things hold the process together.

Since 2007, Payroll2Bangladesh has delivered 35 HR and payroll services across all 8 divisions of Bangladesh, with hiring paperwork aligned to the Bangladesh Labour Act 2006. Reviewed by Sabina Yeasmin, Head of Payroll & HR Compliance — see our team and track record.

Local Talent Access

Our recruiters work the Bangladesh market daily, so a search starts from live knowledge of who is available and what they are paid now. That reach covers both open applicants and people already in post who are not reading job boards.

One Screening Standard

The engagement runs on one written brief, one screening standard and one feedback loop. Every candidate is measured against the same criteria. Every stage of the search is logged as it happens. A hiring decision can then be explained months later without leaning on anyone’s memory.

Scope You Control

Start with one vacancy. Widen to a rolling hiring pipeline when hiring picks up, or narrow back down when it pauses. Each scope change is agreed in writing first. You never pay for search capacity you are not using, and you never wait for a new contract to add a role.

What Does the Engagement Cover?

The five tabs below open the whole engagement. They cover the outcomes to expect, who the service fits, the four hiring steps in order, what you need to give us, and where our scope stops. Read them in order and you will know what an RPO engagement with Payroll2Bangladesh involves before you speak to anyone.

1. Business Outcomes

What Outcomes Should You Expect?

Foreign employers buy recruitment process outsourcing in Bangladesh for four practical outcomes. Each one comes from a named part of the process, not from effort in general. The four below are what we plan against, and what we report against once the search is running. Wider HR support can be connected to any of them.

1. Shorter Hiring Timelines

A written brief, a live candidate market and a booked interview schedule remove the three delays that stall most offshore hires.

2. Better Candidate Quality

One screening standard applied to every applicant means the people who reach you were measured the same way, against criteria you signed off.

3. Lower Recruitment Workload

Your team stops sourcing, chasing and scheduling, and spends its time on interviews and the decision instead.

4. More Controlled Hiring Risk

Recorded screening reasons, statutory checks at offer stage and written scope changes leave a trail you can audit later.

2. Who It Fits

Who Is This Service For?

Recruitment process outsourcing in Bangladesh suits foreign employers who need to hire here without building a recruiting function to do it. Four buyer situations come up most often. Each needs a different depth of support from the same team, and the depth is set during planning.

This service is a strong fit for:

  • First hires in Bangladesh — foreign firms hiring here for the first time, with no local network and no local HR to lean on.
  • No internal recruiting team — global businesses that need sourcing, screening and interview support without adding recruiters to headcount.
  • Hiring plus onboarding — employers that want the search connected to onboarding and HR continuity rather than stopping at the offer.
  • Growth-stage hiring — companies that need to cut hiring delay while headcount is rising month on month.

3. How It Works

What Are the Four Hiring Steps?

Every engagement runs through the same four steps, in the same order, whether you are filling one seat or twelve. Each step has one owner and one written output, so you always know what is due next and who owes it.

1. Submit Your Hiring Requirements

You send the job description, the candidate requirements, the pay band and the target start date. We turn that into a written search brief. It comes back to you for sign-off before any search begins.

2. Recruitment Consultation and Planning

We agree the candidate profile, the sourcing channels, the screening criteria and the interview stages. The plan is written down, so later shortlists can be checked against what was agreed at the start.

3. Talent Sourcing and Candidate Screening

Our recruiters search the market and screen applicants against the agreed criteria. We confirm claimed experience and prepare a short list. Each profile arrives with the reason it passed screening.

4. Interview Coordination and Offer Support

We book interviews, brief candidates, collect your feedback and support the offer stage. Appointment paperwork follows the Bangladesh Labour Act 2006, Section 5, at the point of hire.

4. What You Provide

What Do You Need to Provide?

A search can start from a short brief. The five inputs below are what we ask for, and the more precise each one is, the tighter the first short list comes back. Anything you cannot fix at the start, we agree together during the planning step.

Typical inputs include:

  • Role details — job description, duties, qualifications and the experience level you need.
  • Candidate profile — skills, certifications, language expectations and the background you want.
  • Timing — hiring timeline, target start date and how many seats you are filling.
  • Terms — pay band, benefits, work arrangement and contract type.
  • Evaluation — interview stages, assessment method and your selection standards.

5. Scope Boundaries

Where Does Our Scope Stop?

Being clear about the edge of the service matters as much as describing the middle. Recruitment process outsourcing with Payroll2Bangladesh covers the search itself: scoping, sourcing, screening, interview coordination and support at the offer stage. Onboarding, payroll, benefits and ongoing HR administration sit outside that scope. They are added as separate services when you want them.

One honest limit: we do not run psychometric testing or technical assessment platforms in house. Where a role needs one, you supply the tool or we agree a third party before the search starts.

Single Vacancy or Ongoing Hiring?

RPO is bought in two shapes, and the shape changes how the work runs rather than how good it is. One is a single search with a defined end. The other is a standing pipeline that keeps producing candidates while you keep hiring. Both are delivered as recruitment process outsourcing in Bangladesh, and the table sets the two side by side.

What Changes Single Vacancy Ongoing Pipeline
Search brief Written once Reused and updated
Sourcing Runs to one offer Runs continuously
Screening standard Set for the role Carried across roles
Reporting On completion On agreed cadence
Adding a role New engagement Written amendment

Rule of thumb — if you expect to hire the same kind of role again within six months, the pipeline model saves the re-briefing every time.

Which Laws Govern Hiring in Bangladesh?

Recruitment in Bangladesh runs inside a set legal frame. Payroll2Bangladesh builds those duties into the search rather than checking them afterwards. Employment terms follow the Bangladesh Labour Act 2006. Every duty in the table below is quoted from that Act, section by section, and each one lands at a named point in the hiring sequence.

Work permits for foreign staff run through the Bangladesh Investment Development Authority (BIDA), whose published service list includes Visa and Work Permit Support. The table below maps each duty to the hiring stage where it applies.

Hiring Stage What the Law Requires Governing Provision
Age screening No child may be employed; a person aged 14 to under 18 is an adolescent Labour Act 2006, Sections 34 and 36
Adolescent hire A registered medical practitioner certifies fitness to work Labour Act 2006, Section 37
Guardian agreements A parent or guardian may not contract out a child’s service Labour Act 2006, Section 35
Offer and appointment Every worker receives a letter of appointment and a photo identity card Labour Act 2006, Section 5
Probation terms Six months for clerical roles, three months for other workers Labour Act 2006, Section 4
Foreign national hires Work permit handled through the authority’s permit service Bangladesh Investment Development Authority

Scoping note — we confirm which of these apply to your roles during the planning step, before the first candidate is approached.

What the engagement covers

  • Candidate sourcing runs across job boards, our own candidate records and direct approach — screening, scheduling and offer support follow the same written standard.
  • Screening is measured against criteria you sign off before the search begins, and interview scheduling, briefing and follow-up sit with us rather than with your team.
  • Appointment paperwork follows the Labour Act 2006 at the point of hire, while onboarding, payroll and ongoing HR administration remain separate services.

What Else Should You Read?

These pages cover the parts of hiring in Bangladesh that sit next to the search itself. Read them if you want the employment, permit or payroll side before you commit to an RPO engagement.

Employer of Record in Bangladesh

How a foreign company employs staff here without registering a local entity.

Talent Management for Bangladesh Teams

What happens to the person after the offer: onboarding, performance and retention.

Remote Employment for Foreign Companies

Hiring and holding staff who work away from a fixed office in Bangladesh.

Expatriate HR and Work Permits

The permit and administration route when the person you hire is not a Bangladeshi national.

Payroll Compliance in Bangladesh

The statutory deductions and filings that follow once someone is on the payroll.

HR Services in Bangladesh

The wider HR function once your hires are in place: policies, records and day-to-day support.

What Do Buyers Ask Before Starting?

These are the questions foreign employers put to us before a recruitment process outsourcing in Bangladesh engagement starts. Every answer opens with the answer itself. Anything that turns on your own roles or timeline is settled during the planning step. We do not guess it here.

Do we need a local legal entity in Bangladesh to use your RPO services?

No, not in every case. Some clients already hold a local entity. Others hire through an outsourced employment arrangement while the entity is being set up. We shape the search and the offer paperwork around whichever setup you have, and we confirm the route during the planning step.

What is included in Recruitment Process Outsourcing with Payroll2Bangladesh?

The service covers role scoping, candidate sourcing, CV screening, shortlisting, interview coordination, feedback collection and support at the offer stage. The written brief agreed in step two lists exactly what your engagement includes. Onboarding, payroll and HR administration can be added through linked services.

Can you help us hire for multiple roles or ongoing recruitment needs?

Yes. RPO suits ongoing and multi-role hiring better than one-off placement, because the brief, the screening standard and the candidate records carry over from one search to the next. You can start with a single vacancy and widen to a standing pipeline later. The scope change is agreed in writing each time.

How does Recruitment Process Outsourcing help reduce hiring risk?

It reduces risk by making every hiring step repeatable and recorded. One written brief, one screening standard and logged reasons mean shortlists can be compared and defended later. Statutory duties are handled at the right stage too. That includes the appointment letter and photo identity card required by the Bangladesh Labour Act 2006, Section 5.

Who is legally the employer of the person you hire?

You are, unless you separately engage our employer of record service. RPO covers the search only. The appointment letter and photo identity card set out in the Bangladesh Labour Act 2006, Section 5 come from the hiring employer. If you hold no local entity, our employer of record service can take that role.

How do you handle our job details and candidate CVs?

Both are kept private and used only for your search. The job brief goes to candidates in the form you signed off, and nothing beyond it. CVs reach you through the agreed channel and are never passed to another client. We write down how long records are kept, and when they are deleted, before sourcing begins.

How long does an RPO search usually take?

It depends on the role, so we commit to the sequence rather than to a date. A tightly specified role with a live candidate pool moves faster than a rare skill set that needs direct approach. What is fixed is the order of the steps and the point at which each output reaches you. The timeline for your specific role is agreed in writing during the planning step.

What happens after we send you an enquiry?

The Dhaka team replies and asks for the role details, then the planning step begins. The sequence is: (1) we confirm the roles, the number of seats and who signs off the brief; (2) we hold a planning call and agree the candidate profile, sourcing channels and screening criteria; (3) we send the written search brief back to you for sign-off; (4) sourcing starts once the brief is signed.

Can you take over a search another agency started?

Yes, and we begin by rewriting the brief rather than inheriting the previous one. We ask what was agreed, which candidates have already been approached and where the earlier process stopped. Anyone already in play is recorded, so nobody is contacted twice or counted twice. From that point the search runs on our own written brief and one screening standard.

What will you not do as part of RPO?

We do not onboard, pay or administer the person after the offer, and we do not run psychometric or technical testing platforms in house. Those sit outside RPO and are added as separate services when you want them. Where a role needs an assessment tool, you supply it or we agree a third party before the search starts. We also do not make the hiring decision, which stays with you.

Build Your Bangladesh Hiring Pipeline