RPO Recruitment Process Outsourcing in Bangladesh

QUICK OVERVIEW

Recruitment process outsourcing (RPO) is the HRBD service that runs your hiring process in Bangladesh while every hire joins your own payroll. HRBD takes the role briefs, sources and screens candidates, arranges interviews and drafts offer paperwork in your company name. You approve each shortlist and make each hiring decision. The service is built for local companies and foreign-owned entities that hire repeatedly across roles.

✓What happens after you enquire: HRBD holds a scoping call with your HR head. The call fixes the roles in scope, the approval steps, the screening standard and the report format.

✓What HRBD carries: role intake, sourcing, screening, interview scheduling, candidate communication, reference checks and the draft offer documents for each vacancy.

✓What stays with you: the hiring decision, the employment contract, the salary and the payroll of every person you hire.

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Outsourced Recruitment Team for Your Entity

Your vacancies are filled through one hiring process that HRBD runs and your managers control. HRBD works as the recruitment team of your Bangladesh entity under a standing agreement. The team takes each new role from your department heads, runs the search and brings you a screened shortlist. Your company stays the legal employer of every person hired. The appointment letter is issued in your company name, and the hire joins your own payroll from the first day. HRBD does not employ the hire at any point in this service.

✓Your entity employs: every hire signs with your company, not with HRBD.

✓Standing agreement: one agreement covers all roles in scope, so a new vacancy starts without a new contract.

✓Your decision: HRBD recommends, and your manager approves the shortlist and chooses the hire.

What Do HRBD RPO Services Include?

HRBD RPO services include every working step between an approved vacancy and a signed appointment letter. Six services make up the engagement. You can take all six, or only the ones your HR desk does not want to carry. Each one is delivered by the same HRBD team under the same standing agreement, so nothing is handed between suppliers and nothing is explained twice.

Role Briefs and Job Ads

HRBD sits with your department head, writes the role brief and turns it into a job description and an advertisement. You approve the grade and the salary band before anything is published. A clear brief keeps every later shortlist close to what the manager asked for.

Sourcing Across Channels

Each role is advertised on job boards and LinkedIn, searched in the HRBD candidate database and opened to your internal referrals. Sourcing starts as soon as you approve the brief. You see where each shortlisted candidate came from, so you learn which channels work for you.

Screening and Interviews

HRBD screens each application against your written standard and holds the first interview. Your managers meet only those who pass. HRBD then books your panel interviews, keeps every candidate informed and collects the panel feedback, so you can decide on each one.

Checks Before the Offer

With the consent of the candidate, HRBD checks references, identity, education and past employment before you make an offer. The check report goes to your HR head. Roles that handle money, client data or company assets can carry a wider check, agreed role by role.

Offer and Letter Drafting

HRBD drafts the offer and the appointment letter in your company name and in your letter format. Each draft states the class of worker and the probation term under the Bangladesh Labour Act, 2006. Your authorised signatory signs, and your company issues the letter.

One Hiring Pipeline Report

Your HR head receives one report covering every open vacancy: the stage each role has reached, the candidates in play and the decisions waiting on your side. It replaces separate updates from several agencies and shows where a search is slowing down and why.

✓Covered: the roles and departments named in your agreement.

✓Covered: job advertising, sourcing, screening, scheduling, checks and draft offer paperwork.

✓Not covered: employing the hire. HRBD is never the legal employer in this service.

✓Not covered: leadership search and temporary staff on HRBD payroll, which are separate HRBD services.

✓Your call: salary, grade, final selection and the signed appointment letter.

Which Hiring Problems Does RPO Solve?

RPO gives your business a working hiring function without building a recruiting team in-house. Your managers get their time back, every department is hired to the same standard, and hiring capacity rises and falls with your vacancies. The table sets the common hiring problems of a growing employer beside what changes once HRBD runs the process.

Common hiring challenges for employers in Bangladesh, without RPO and with HRBD RPO.
Hiring challenge	Without RPO	With HRBD RPO
Manager time	Managers sort applications and chase candidates.	Managers meet only screened candidates.
Hire quality	Each agency screens to its own standard.	One written screening standard for every role.
Hiring peaks	The HR desk is stretched when many roles open.	HRBD adds search capacity for the peak.
Quiet periods	An in-house recruiting team sits idle.	The service scales down with your vacancies.
Paperwork	Offer letters vary from one department to another.	Letters follow your format and the Labour Act.
Visibility	Updates arrive from several agencies.	One pipeline report covers every vacancy.

The result is a hiring process that your HR head controls and HRBD runs.

Why Do Employers Choose HRBD for RPO?

Employers choose HRBD because recruitment is joined to the HR, payroll and compliance work that follows a hire. HRBD is a Dhaka-based HR, payroll and PEO company, so the team that runs your search also knows what a compliant appointment letter and personal file look like. Section 4 of the Bangladesh Labour Act, 2006 classifies workers and sets the probation period, and each draft offer reflects it (Bangladesh Labour Act, 2006, Section 4). The Department of Inspection for Factories and Establishments (DIFE) inspects employer records under the Act. After the offer, the hire can move onto PEO services in Bangladesh run by the same company, which is what HRBD means by PEO recruitment outsourcing.

One Accountable Lead

A named HRBD recruitment lead owns your account and signs off every shortlist before it reaches you. Each shortlist carries the screening notes behind it, so your manager can see why a candidate was included. If a search stalls, the lead reports the reason and the next step.

Labour Act Paperwork

Offer and appointment letters are drafted by a team that works with the Bangladesh Labour Act, 2006 every day. Each draft names the class of worker, the probation term and the documents for the personal file, so your new hire starts on compliant paperwork from the first day.

Hire to Payroll Handover

The candidate file built during the search passes straight to your HR desk, or into HRBD PEO and payroll support if you use it. Documents are collected once. Your new employee moves from signed letter to first payslip without a second round of forms to fill.

✓Confidential by contract: your vacancies, salary bands and candidate data are shared only with the managers you name.

✓Consent first: candidates agree before any reference or background check is run.

✓Same team every time: your screening standard and letter formats carry over from one vacancy to the next.

Local Companies Hiring Across Many Roles

Your HR team keeps control of hiring without carrying the search work for every vacancy. Local companies with steady growth open roles across sales, operations, finance and support through the year. HRBD runs those searches in parallel under one screening standard, so managers in different departments receive shortlists built the same way. Your HR head reads one pipeline report instead of separate updates from several agencies.

✓One screening standard across every department and location.

✓Parallel searches when several roles open at once.

✓A single pipeline report for your HR head.

✓Offer documents drafted to your own letter format.

Foreign Subsidiaries and Branch Offices

Your head office sees a documented hiring process in Bangladesh without sending its own recruiters. A subsidiary, branch office, liaison office or joint venture runs on a small HR desk, and the parent company asks for evidence at each step. HRBD runs the search locally, records every screening decision and reports in English in the format your head office sets. Your local entity signs each appointment letter, so the hire sits on your own payroll and your group structure stays unchanged.

✓Screening records kept for each candidate and shared on request.

✓Reports in English in your head office format.

✓Expatriate roles flagged early, because those roles need a work permit.

✓Interviews arranged across time zones for head office panels.

How Does the Hiring Handover to HRBD Work?

The handover runs in six steps, and your HR head approves the set-up before any search begins. The table shows each stage and the decision you take in it. The numbered list under it gives the same sequence in order. Under Section 5 of the Bangladesh Labour Act, 2006, no employer may employ a worker without a letter of appointment. The last step therefore ends with a letter issued by your company (Bangladesh Labour Act, 2006, Section 5).

Six stages of the handover to HRBD and the decision your company takes at each stage.
Stage	What HRBD does	Decision you take
1. Scoping call	Maps your roles, approval steps and current agencies.	Name the roles in scope.
2. Agreement	Drafts the standing agreement and the screening standard.	Sign the agreement.
3. Role intake	Takes the first briefs from your department heads.	Approve each brief.
4. Search	Sources, screens and sends shortlists with notes.	Approve each shortlist.
5. Selection	Schedules interviews and runs the agreed checks.	Choose the hire.
6. Offer and handover	Drafts the offer and hands the file to your HR desk.	Sign the appointment letter.

1Scoping call. HRBD meets your HR head and maps the roles, the approval steps and any agencies you use today.
2Agreement. HRBD drafts one standing agreement with the roles in scope and the screening standard, and you sign it.
3Role intake. Your department heads brief HRBD on each vacancy, and you approve each written brief.
4Search. HRBD advertises, sources and screens, then sends a shortlist with interview notes.
5Selection. HRBD schedules the interviews and runs the agreed checks, and your panel chooses the hire.
6Offer and handover. HRBD drafts the offer and appointment letter in your company name, you sign it, and the candidate file passes to your HR desk.

RPO or a Recruitment Agency for Your Hiring?

Choose RPO when you hire repeatedly and want one team running the whole process. Choose a single recruitment brief when you have one vacancy. In both, your company employs the hire. The two differ in scope and in who runs the process between vacancies. Staffing and executive search answer different needs again. The table sets the four HRBD routes side by side, so your HR head can match each hiring need to the right service.

Four HRBD hiring services compared by legal employer, scope and the need each one suits.
Service	Legal employer	Scope	Suits
Recruitment process outsourcing	Your company.	Your whole hiring process under one agreement.	Repeated hiring across roles.
HR recruitment services	Your company, or HRBD where you have no entity.	One vacancy or a set of vacancies per brief.	A single search.
Staffing solutions	HRBD.	Temporary or contract staff on HRBD payroll.	Short-term or seasonal work.
Executive search	Your company.	One senior leadership role.	A confidential leadership hire.

If roles keep opening through the year, RPO fits. If you have one vacancy, a single recruitment brief fits.

Hiring Law and Compliance Reading

These references sit beside the RPO service. Each one covers a duty or a step that follows a hiring decision, and each is written for employers with their own entity in Bangladesh. Use them to check what your HR desk must do once the appointment letter is signed. They are open to read without an enquiry.

Bangladesh Labour Law Compliance Guide

Employer duties under the Bangladesh Labour Act, 2006, from appointment letters and working hours to leave, termination and the registers an employer keeps. Read it before you issue your first offer through HRBD, so your letter format and your service rules match the Act.

Bangladesh Labour Law Compliance Guide

Employee Background Screening Service

Identity, education, employment history and reference checks run with the consent of the candidate. RPO clients use it when a role handles money, client data or company assets. The check report goes to your HR head before the offer is signed, and it stays in the candidate file.

Employee Background Screening Service

PEO Onboarding and Integration Services

The step after the signed appointment letter: joining documents, the personal file, payroll set-up and the first-day checklist, run by HRBD on your own entity. Read it if you want the person HRBD recruited to be onboarded by the same team without a second round of paperwork.

PEO Onboarding and Integration Services

Unsure Whether to Outsource Recruitment?

These are direct answers to the questions HR heads, country managers and finance leads ask before an RPO agreement with HRBD. The first sentence of each answer is the answer itself. Anything not covered here is settled at the scoping call, which fixes the roles in scope and the approval steps before any search begins.

What is RPO in recruitment?

RPO stands for recruitment process outsourcing. It is a service in which an outside team runs all or part of your hiring process under a standing agreement. With HRBD, the team takes your role briefs, sources and screens candidates, arranges interviews and drafts the offer paperwork. Your company makes each hiring decision and employs each person hired.

Is RPO the same as BPO?

No. BPO means business process outsourcing, and it covers any business function handed to an outside provider, such as accounts, customer support or data entry. RPO is one kind of BPO that covers only recruitment. In an HRBD RPO agreement, the outsourced function is your hiring process, and the people hired become your own employees.

Who legally employs each hire?

Your company is the legal employer of every person hired through this service. Your entity signs the appointment letter, pays the salary and keeps the employment records. HRBD runs the search and drafts the documents but never signs as employer. If you need HRBD to act as the legal employer, that is a separate HRBD service with its own agreement.

How is RPO different from an agency?

A recruitment agency fills one vacancy at a time, and RPO runs your whole hiring process under one agreement. With an agency, each vacancy is a new brief. With RPO, HRBD holds your screening standard, letter formats and approval steps, so each new role starts from the same base. In both models your company employs the hire.

Is volume hiring different from bulk hiring?

No. The two terms describe the same need, which is filling many similar roles in one hiring round. Volume hiring is the term used in RPO agreements, and bulk hiring is the everyday phrase. HRBD handles either under the same standing agreement, with one screening standard for the round and one pipeline report for your HR head.

What happens after we send an enquiry?

The work starts with a scoping call and moves in a fixed order. 1. HRBD meets your HR head and maps the roles in scope. 2. HRBD drafts the standing agreement and the screening standard. 3. You sign the agreement. 4. Your department heads brief HRBD on the first vacancies. 5. HRBD begins the search and sends the first shortlist.

Can we switch from our current agencies?

Yes. You can move to HRBD while your current agencies finish the searches they have already started. At the scoping call, HRBD lists your open vacancies and agrees with you which ones stay with the current agency and which ones move. New vacancies then come to HRBD under the standing agreement. HRBD does not ask you to end an agency contract early.

How does HRBD handle candidate data?

HRBD collects candidate data only for your search and shares it only with the managers you name. Candidates give consent before any reference or background check. Interview notes and check reports are kept in your account file, and the file passes to your HR desk when the person is hired. The confidentiality clause in the standing agreement covers your vacancies and salary bands as well.

Can RPO hires move to HRBD PEO?

Yes. Once your company signs the appointment letter, the hire can move straight into HRBD PEO support on your own entity. HRBD then administers onboarding, HR records and payroll support for the same person, while your company remains the employer. The handover uses the candidate file built during the search, so your HR desk does not collect the documents twice. You can also use RPO alone.

Which law applies to the appointment letter?

The Bangladesh Labour Act, 2006 applies. Section 5 says that no employer may employ a worker without giving a letter of appointment and an identity card with photograph. Your company is the employer, so your company issues the letter. HRBD drafts it in your format and sends it to your authorised signatory for signature.

How long does filling a role take?

It depends on the role, the salary band and how quickly your panel can interview. HRBD does not promise a number of days. At the scoping call, HRBD agrees the stages and the reporting rhythm with you, and the pipeline report shows where each vacancy stands. Roles with a clear brief and a ready interview panel move through the stages sooner than roles still being defined.

What does HRBD RPO not cover?

HRBD does not make the hiring decision and does not employ the hire in this service. It also does not cover leadership search or temporary staff on HRBD payroll, which are separate services. No recruiter can promise that a given role will be filled. HRBD commits to the process and the record, and your company decides on every candidate.

Reviewed by Romana Aktar, Head of Compliance, HRBD

Hiring and employment statements for recruitment process outsourcing clients, Bangladesh.

Statutory source: the Bangladesh Labour Act, 2006. Regulator named on this page: the Department of Inspection for Factories and Establishments (DIFE).

Brief HRBD on Your Open Roles

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RPO Recruitment Process Outsourcing in Bangladesh

Outsourced Recruitment Team for Your Entity

What Do HRBD RPO Services Include?

Role Briefs and Job Ads

Sourcing Across Channels

Screening and Interviews

Checks Before the Offer

Offer and Letter Drafting

One Hiring Pipeline Report

Which Hiring Problems Does RPO Solve?

Why Do Employers Choose HRBD for RPO?

One Accountable Lead

Labour Act Paperwork

Hire to Payroll Handover

Local Companies Hiring Across Many Roles

Foreign Subsidiaries and Branch Offices

How Does the Hiring Handover to HRBD Work?

RPO or a Recruitment Agency for Your Hiring?

Hiring Law and Compliance Reading

Bangladesh Labour Law Compliance Guide

Employee Background Screening Service

PEO Onboarding and Integration Services

Unsure Whether to Outsource Recruitment?

What is RPO in recruitment?

Is RPO the same as BPO?

Who legally employs each hire?

How is RPO different from an agency?

Is volume hiring different from bulk hiring?

What happens after we send an enquiry?

Can we switch from our current agencies?

How does HRBD handle candidate data?

Can RPO hires move to HRBD PEO?

Which law applies to the appointment letter?

How long does filling a role take?

What does HRBD RPO not cover?

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EAP

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