Inside an RPO: Interview with Natalia Sánchez

At Talent Search People, we know that an RPO project only works when there is true integration with the client’s business. Today we speak with Natalia Sánchez, RPO Consultant, who is part of the Recruitment Process Outsourcing project for Semillas Fitó.

Natalia has been with Talent Search People for nine months, and for the last four of them, she has been fully dedicated to this RPO. The project was initially planned to last three months, but thanks to strong results and the client’s trust, it has now been extended for an additional year.

An RPO Inside a leading multinational in the agro sector

Semillas Fitó is a reference company in the agricultural sector and manages a very diverse range of positions. These include highly specialized profiles—such as breeders for specific crops or Product Managers with expertise in seeds—as well as transversal and administrative roles like Customer Service or Accounts Payable.

Role and experience in the RPO project

1. How would you describe your role within the RPO for Semillas Fitó?

“My role is to act as a strategic talent partner for the business. I manage the recruitment processes end‑to‑end, from gathering requirements with the HR Business Partners to presenting finalists. I also adapt the processes to the needs of each area and location, bringing a consultative perspective and a focus on continuous improvement.”

2. What benefits would you highlight from working under an RPO model?

“The main benefit is the direct integration with the business. This allows me to deeply understand the company’s culture, teams, and real needs. That knowledge leads to more accurate, agile processes aligned with the client’s strategy.”

How the day‑to‑day is managed in an RPO

3. What does a typical day look like in your RPO role?

“I combine process management with coordination alongside the HR Business Partners: vacancy follow‑up, screening, interviews, presenting candidates, and maintaining ongoing communication with the client. I also work on optimizing processes to ensure agility and quality in hiring.”

4. What tools do you use to manage vacancies and candidates?

LinkedIn — InfoJobs — Viterbit

5. How does the Talent Search People team coordinate with the client’s internal team?

“Coordination is based on constant communication with the HR Business Partners and area managers. We hold regular follow‑up meetings, align priorities, and share updates through recruitment and reporting tools. This allows us to act as an extension of the internal team.”

Challenges and learnings within the RPO model

6. What has been the biggest challenge you have faced in this project?

“Managing the diversity and specialization of profiles across different areas and countries. It required quickly adapting to very different contexts, deeply understanding the business, and maintaining ongoing communication with the internal client.”

7. What have you learned from working in an RPO?

“I’ve developed a more strategic perspective on recruitment. I’ve enhanced my adaptability, prioritization, and communication skills, acting as a true talent partner.”

One word to define the RPO

If you had to define the RPO model in one word, what would it be and why?

“Integration: because it allows you to become part of the client’s business, understand their needs from the inside, and align talent with their strategy.”