• Deep and Mutual Appreciation

    Top Customer Satisfaction ratings from our clients three years running.

  • Global Recruitment Capabilities

    Global recruiting talent where and when you need it.

  • Passion for Hiring Performance

    Best-practices solutions to your unique challenges.

  • Recruiting's Innovation Engine

    Because state-of-the-art can always get better.

  • Committed to Business Impact

    Whatever it takes, that's what we do.

If your company has complex hiring needs, Seven Step RPO can make the process a whole lot easier. Our custom recruiting solutions are flat-out effective against a range of large, complex hiring challenges. Ask our clients: Seven Step can help you get ahead of talent acquisition.

Custom RPO Solutions

We help companies with unique hiring needs fill jobs more effectively than they ever have before.

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Record of Success

We've faced down complex hiring challenges for some of the globe's leading companies.

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Committed Partners

We're personally and universally committed to our clients' success, whatever that might mean.

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From Our Blog:

5 Essential Steps To Develop Your Team

You’ve finally become a manager, now what? Now, it is time to build your team. It can be scary, but knowing what steps and what to look for in a potential hire can alleviate a lot of pressure. To become a good manager, it’s critical to know what to look for in a potential employee. Your team is a reflection of your management style and the rate of your success as a business. Donna Decosta, Strategic Director for Seven Step RPO, lists five essential tips regarding how to hire a team that will succeed with different experience levels....  read more

6 Tips to Help Your Company Hire More Veterans

Hiring veterans has always been a hot topic in the recruiting field. Veterans can considerably open your talent pool as they can bring unique aspects and visions to your team. These brave men and women, whom have fought for our freedom, can be the most highly skilled and experienced employees. It’s important to implement successful initiatives so that you can attract the most talentedindividuals. Our Strategic Directors, Michael Vecchio and Krista Williams offer insight on helping your company hire veterans.  ...  read more

Don't Do This

Staying current with recruiting practices is vital to business success. Knowing the current trends and anticipating future shifts in recruiting practices will help you nab that perfect candidate. Nowadays, potential candidates have become more savvy and more connected. With so many ways to approach future hires, recruiters have to remember to reach out with care and ditch outdated practices. Strategic Director Emily Gordon offers insight on The Global Recruiter on how to stay current on new recruiting practices.  

The Global Recruiter: We’re all guilty of holding on to methods that once worked well, right? As a recruiter today, you can’t afford to waffle in the past. You need to be current and even ahead of the curve on embracing the latest methods and technologies for connecting with great talent. Today’s candidates are savvy, sophisticated, connected, and want ease and accessibility. That said, here are three outdated recruiting approaches that you need to ditch ASAP. ...  read more

Some emerging apps for recruiters

HR Review Logo

Thanks to smart phones, we live in an app dominated world. It’s not just for personal use or fun games. Businesses release new apps for their customers every day, and it’s impossible to go to a networking event without seeing people check LinkedIn on their phones. Recruiters are huge proponents of the benefits of using apps to help win the war on talent, but it’s important to know which ones are right for what you’re looking for. Mike Weil, Sourcing Specialist, provides insight on what apps to use before jumping to the app store and improving recruiting efforts.

HR Review: Technology evolves faster than anything else on earth. The websites, social platforms, and apps available for recruiters and job seekers are no exception. Just because Monster, CareerBuilder, Facebook, and LinkedIn are some of the most popular websites right now for those services, they’re not the only ones out there or the newest. And they will eventually be replaced. So, as a recruiter, it’s important that you keep abreast of what’s emerging. A bit of time spent regularly searching for new Apps and job boards could well be worth your time and give you a “got there first” advantage to finding great candidates....  read more

Is Social Recruiting Your Go-To Strategy? (If not, here’s why it should be)

We all know that social media is an integral part of our daily lives. It’s how we connect, interact, share our lives and respond to brands, companies and yes… seek and find jobs and employees. Social media has become a cornerstone of talent acquisition. In fact, according to BPO and outsourcing analyst firm NelsonHall, nine out of 10 companies in the U.S. already utilize some form of social media in their recruiting, while two-thirds of job seekers are using social media to search for employment. This just goes to show that engaging candidates via social channels is indeed a best practice and one you can’t afford to fall behind on. 

In his recent post, Gary Bragar, NelsonHall’s HR Outsourcing Resource Director, commented on their 2014 RPO market analysis, which highlighted the trends toward social recruiting. According to their report, the global shortage of talent predicted for the foreseeable future will cause RPO buyers to continue to seek specialists to attract candidates through social networks. A major purpose is to create a pipeline of passive candidates (i.e., via talent communities) to improve speed, quality of hire and talent retention. His post also cites JobVite’s finding that in 2013, 92% of recruiters made a hire through LinkedIn. LinkedIn is the top platform used, followed by Facebook, then closely followed by Twitter, which is growing in usage at the fastest rate....  read more

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Seven Step RPO is part of the Motion Recruitment family of innovative recruitment companies

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