RPO · Bangladesh
Recruitment Process Outsourcing for Companies Hiring in Bangladesh
Hand us part or all of your hiring. Our recruiters work as an extension of your team: we agree the brief with you, source and screen candidates, run interviews to your timetable and manage offers through to day one. You keep the final say on every hire.
- A recruiting team assigned to your project
- One written pipeline report every week
- No local entity needed to start hiring
Your hiring pipeline Run by us
Role briefSigned scorecard
SourcingAdverts, referrals, direct approach
ScreeningCalls, tests, references
ShortlistSent to you with notes
Offer and joiningManaged to day one
Engagement models
Choose How Much Hiring You Hand Over
Three ways to work with us. Each one starts with a written brief and ends with people in seats.
For a set number of hires
Project RPO
A recruiting team for a defined hiring push: a new office, a product launch or a backlog you need cleared within a fixed window.
PlanSourceScreenShortlistOfferOnboard
For the stages you choose
Partial-cycle RPO
Keep your in-house process and hand us the stages that slow it down, often sourcing and screening for one skill set or one region.
PlanSourceScreenShortlistOfferOnboard
For ongoing hiring
Full-cycle RPO
We run your hiring end to end, from workforce planning to the new starter's first day, and report on every role each week.
PlanSourceScreenShortlistOfferOnboard
Where it fits
When Recruitment Process Outsourcing Pays Off
RPO makes sense when hiring is bigger than one vacancy. These are the four situations companies bring to us most often.
Opening in Bangladesh
Your first team needs hiring before you have an HR function on the ground.
Volume hiring
Support, operations or sales roles in batches, with the same screening for every candidate.
Hard-to-reach skills
Engineers, finance and compliance specialists who rarely answer job adverts.
A stalled backlog
Open roles piling up while your in-house team runs day-to-day HR.
Functions
Teams We Recruit For
One recruitment process outsourcing project can cover several teams at once, each with its own scorecard.
Customer supportHelp desk, chat and voice agents
IT and softwareDevelopers, QA and IT support
Finance and accountsAccountants, AP/AR and payroll staff
Sales and business developmentField sales, account managers, BD executives
Operations and supply chainSupervisors, planners, logistics coordinators
HR and administrationHR officers, recruiters, office admins
Who does what
Your Desk and Ours, Clearly Split
Before sourcing starts we agree who owns each task, so no candidate waits on an unanswered email.
You keep
Final say on every hire
Interviews with your hiring managers
Salary bands and budget sign-off
We run
Job descriptions and adverts
Sourcing and direct approach
Screening calls and skills tests
Interview scheduling and feedback chasing
Reference and background checks
Offer drafting and joining papers
We agree together
The role scorecard before sourcing starts
A weekly pipeline review
How your company is presented to candidates
How a project runs
From Brief to Joined Hire
Five stages, each with something in writing you can check before the next one begins.
Timing depends on the roles, the number of hires and candidates' notice periods, so you get a written stage plan once the brief is signed.
Agree the brief
We define each role with your hiring manager: must-have skills, salary band, interview panel and target start date.
a signed role scorecard
Source the market
Job boards, referrals, social channels and direct approach to people who are not job-hunting.
a sourcing plan for each role
Screen and test
Screening calls, skills tests and reference checks, all measured against the scorecard.
assessment notes on every candidate
Shortlist and interviews
We send the shortlist, book interviews with your managers and chase feedback within the agreed time.
an interview calendar
Offer and day one
We support the offer, handle counter-offers and prepare joining papers for the start date.
a joining checklist
Reporting
You See the Pipeline Every Week
Recruitment process outsourcing should never feel like a black box. One report covers every open role, so you can spot a stuck stage before it costs you a start date.
If you use an applicant tracking system, our recruiters work inside it. If not, we keep a shared tracker your managers can open at any time.
Weekly RPO report
Pipeline by stageEvery open role
Time in each stageFlagged if stalled
Interview feedbackLogged per candidate
Offers and declinesStatus and reasons
Next actionsOwner and date
Shared withYour hiring team
What you get
What One Hiring Partner Gives You
Six things you can check in your weekly report or your paperwork, not promises on a slide.
Niche skills reachedDirect approach to people who are not job-hunting
Time in each stage trackedEvery stage dated in your weekly report
Same screening for allEvery candidate scored on one scorecard
Compliant appointment lettersOffers drafted to the Labour Act
Decline reasons loggedSo the next offer lands better
One fee basis in writingAgreed before any work starts
After the offer
No Company in Bangladesh? Your Hires Can Still Start
Choosing the candidate is half the job. They also need a compliant contract, payroll and statutory registrations. If you have no entity here, our employer of record service employs your hires on your behalf while you direct their work.
Hiring for one seat rather than a team? For a senior or C-level role, executive search is the better fit. For one or two mid-level roles, permanent staffing is simpler than a full RPO project.
FAQs
Recruitment Process Outsourcing: FAQs
Straight answers to what companies ask before they hand us their hiring.
General information for companies hiring in Bangladesh. It is not legal advice. Rules change, so PayrollBangladesh confirms the current position for your case in writing.
Recruiting is not the same as supplying workers
Section 3A of the Bangladesh Labour Act 2006 bars a contracting agency from supplying workers to other organisations unless it is registered with the government, and treats the workers it supplies as its own. In an RPO project your hires join your payroll or your employer of record, so ask any provider which of the two models it is using before you sign.
Appointment letter and ID card
Section 5 of the Act says no employer may employ a worker without an appointment letter, and every worker must receive an identity card with a photograph. The Labour Rules 2015 list what the letter should state, including designation, class of worker, joining date and wages.
Probation periods
Under section 4, probation is six months for clerical work and three months for other work. For a skilled worker it can be extended by a further three months if the quality of work cannot be judged in time. A worker is treated as permanent once probation ends, even without a confirmation letter.
The 2025 and 2026 amendments
The Bangladesh Labour (Amendment) Ordinance 2025, enacted by Parliament as an Act in April 2026, widened the definition of worker to include trade promotional and business development roles. A role is excluded only if its appointment letter limits it to administrative, managerial or supervisory duties. The amendments also ban the blacklisting of workers.
Hiring foreign nationals
A foreign national needs a work permit before starting work in Bangladesh. For most private-sector employers the permit is issued through BIDA; enterprises in export processing zones apply through BEPZA.
Sources: Bangladesh Labour Act 2006, OGR Legal, Mondaq, Apparel Resources.
Ready to Hand Over Your Hiring?
Tell us the roles, how many people and your target start dates. We will reply with an RPO plan and a written quote.