RPO vs. In-House Recruitment: What’s Best for Real Estate Firms in 2025?

Hiring in real estate has never been easy. And these days, it’s the closest thing to a full-on battle. The talent competition is so tight that even experienced firms are falling behind.

And that’s not just talk: according to a Manpower Group report, 67% of real estate companies in the U.S. are struggling to fill open roles.

You might be feeling it already.

Deadlines are tight, you need to fill positions fast, and your internal team just can’t keep up.

You know that sticking to the same strategy won’t cut it anymore, but handing over the process entirely doesn’t feel right either.

That’s probably why you’re asking yourself: Should I keep hiring with my internal team, or bring in an external partner to handle it?

You’re not the only one asking that. For many real estate firms, the options come down to this: RPO vs. in-house recruiting.

But don’t worry. Next, we’ll break both down clearly and walk you through which one might actually work for your business.

TL;DR

Short on time? Here’s what you need to know, straight to the point:

• RPO gives you speed and scale. It’s ideal when you need to hire in bulk or across multiple markets.
• In-house teams offer control. Better alignment, closer oversight, but they can hit a ceiling under pressure.
• RPO can cut time-to-fill by up to 40%. Thanks to ready-to-go talent pools and refined workflows.
• Hybrid models work. Keep control where it matters, and get support where you’re stretched thin.
• If growth is your reality (or your goal), RPO is your best option.

Understanding RPO and In-House Recruitment in Real Estate

Before deciding which model fits your firm, let’s break down what each option actually looks like.

Not in theory, in real estate firms like yours.

What Is RPO in the Real Estate Industry?

RPO (Recruitment Process Outsourcing) means outsourcing your hiring process to a specialized team that plugs directly into your operation.

But it’s not just about handing off tasks.

If we compare a traditional staffing agency and an RPO provider, RPO doesn’t charge per candidate or spam you with resumes.

They work with defined processes, clear goals, and a recruiting strategy that aligns with your business.

In real estate, this is key if you’re hiring across cities, need hard-to-fill roles like property managers or bilingual agents.

Or if you simply don’t have the time (or the internal team) to do it all yourself.

A solid RPO partner brings tools, filtered databases, and recruiters who know exactly what to look for.

Instead of flooding your inbox with candidates, they help you close vacancies with profiles that are ready to contribute from day one.

What Does In-House Recruitment Look Like for Real Estate Firms?

On the other hand, in-house recruiting means sticking with what you know: your team, your rules, your control.

It works well when the hiring volume is manageable and you’ve got a crystal-clear picture of who fits your culture.

And for many smaller firms or local teams, that formula still holds up.

So where’s the downside? Well, it’s all about what happens when you scale.

If your operation grows, you expand into new markets, or turnover spikes, the in-house model starts to crack.

And it is not due to a lack of effort, but for lack of real capacity to scale.

Maybe your internal processes are well armed. But that doesn’t guarantee access to new profiles or the tools that shorten the times.

And in real estate, each vacancy open for too long slows down the operation, and sales too.

RPO vs. In-House Recruitment: 5 Main Differences

When you put both recruitment models side by side, the differences aren’t subtle.

Here’s what you really need to consider:

Cost and Budget Control

First of all, in-house recruitment gives you fixed costs: salaries, benefits, tools, and training.

It’s predictable, yes. But it can also become a burden when hiring slows down or your structure outgrows your business pace.

RPO, on the other hand, adjusts to your operation.

You’re paying for a service that scales with your hiring needs, which makes it more flexible. And, in many cases, more profitable. Especially if your firm is expanding into new regions or launching new offices.

Also, here’s something most firms overlook: time costs money. Every week a position stays open is revenue that’s not coming in.

A good RPO reduces that time. A good RPO reduces that time. And that also impacts your budget, even if you don’t see it on an invoice.

Speed and Hiring Volume

Your internal recruiting team might be great, but they’ve got limits.

And in real estate, those limits get exposed quickly when you’re trying to hire 10, 20, even 30 roles at once.

That’s where RPO pulls ahead. These providers bring pre-vetted talent pools, ready-made processes, and recruiters focused on filling roles fast.

📊 Key Stat: Companies that use RPO report hiring 40% faster on average, and 60% say the quality of candidates improved. When you’re short on time and under pressure to fill roles, those numbers matter.

In a market where each week without covering a position can stop sales, this speed is necessary.

Quality of Hire

Here’s the thing: hiring fast doesn’t help if you bring in the wrong person.

But hiring the right person doesn’t move the needle if it takes you months to find them.

You want quality without friction, and that’s where your recruitment model makes a real difference.

📢 Expert says: “Recruiting in real estate is unlike traditional hiring. You’re not offering stability. You’re offering upside. You’re not filling roles; you’re inviting entrepreneurs to build a business inside your business.” Júlio da Zome, COO at Zome

Your internal team knows your culture, your workflows, and your people. That helps them spot the kind of profile that clicks beyond what’s on paper.

But let’s be honest: their reach is limited. Fewer sources, more manual processes, and less capacity to actively hunt for talent.

An RPO changes the game. They tap into broader talent networks, leverage advanced screening tools, and usually have recruiters who understand the real estate world inside out.

Compliance and Risk Management

If you’re hiring in just one market, compliance might not be your top concern.

But as soon as you start expanding (new cities, new states, even cross-border), the legal side gets trickier.

And internal teams aren’t always equipped to keep up.

From license checks to sensitive documentation, it’s easy for something to slip. And when that happens, you’re risking fines and your reputation.

RPO providers typically have this locked in. They run with standardized protocols, compliance tech, and teams who know the rules specific to your sector.

Does that mean zero risk? No. But it means significantly fewer headaches.

Candidate Experience and Brand Alignment

Here’s one more thing that often gets overlooked: your hiring process is part of your brand.

And if this process is slow, confusing, or unprofessional, that can damage your firm’s reputation.

📊 Key stat: According to Genius, 60% of candidates drop out when the application process is too long or complicated. In a space like real estate, that’s lost revenue.

With an internal team, you’ve got more control over the tone, the experience, and the messaging.

You can show off your culture right from the first interaction.

But don’t count RPOs out here. They’re catching up fast.

With defined workflows, agile platforms, and clear communication, they can offer more fluid and less frustrating processes.

When to Choose RPO for Your Real Estate Firm

Not every real estate firm needs RPO; that’s fair. But there are moments when it’s simply the smartest move.

If you’re facing any of the following scenarios, it’s worth a serious look:

– Rapid growth or geographic expansion

When a business is scaling, you can’t afford to sit on open roles. 

Be it due to regional expansion or new openings, RPO allows you to scale without compromising times or quality.

And if your internal team is already maxed out, outsourcing could be the difference between moving forward or falling behind.

– Limited internal hiring capacity

Let’s face it: not every real estate firm has a solid in-house recruitment setup.

If you hire promptly or with limited resources, RPO gives you structure without having to build it from scratch. 

It does it quickly, without a learning curve. And you get results faster.

– Need for niche or specialized talent

Some roles just don’t fill themselves. Agents with specific licenses, bilingual profiles, technically skilled staff… These hires require more than a LinkedIn search.

A real estate-focused RPO already knows where to find them. That saves you time, energy, and a whole lot of trial and error.

When In-House Recruitment Is the Better Fit

Not every hiring challenge needs to be outsourced. In fact, managing recruitment in-house can still be the smartest play in situations like these:

– Long-term talent strategy

Are you building a solid team for the long term? Then, keeping it in-house has clear benefits.

You can build stronger relationships with candidates and stay close to your company culture. Also, each new hire will be aligned with your long-term goals.

– Predictable or low hiring volume

If your hiring needs are low or follow a clear rhythm, you don’t need heavy infrastructure. Your in-house team can handle the search with focus and precision.

In this situation, bringing in an RPO might add more cost than value.

– Strong preference for full control

Some companies just want to keep the reins, and that’s completely valid.

Your firm has an experienced internal team, good response times, and a clear vision of who you want to hire. So, keeping in-house control can give you consistency without depending on third parties.

Is a Hybrid Model Right for Your Real Estate Firm?

Now, there are cases when you don’t have to pick one side.

In fact, many real estate firms find balance by using both models depending on the need. And yes, that’s a strategy in itself.

A hybrid model blends what’s already working in your internal team with the support you need to scale without slowing the business down.

Instead of duplicating efforts or complicating things, you put every resource where it actually moves the needle.

Here’s how that usually plays out:

• Your internal team handles key roles; the ones where cultural fit, business alignment, or trust make all the difference.
• The RPO takes over high-volume or location-based hiring, where speed and reach matter more than a personal touch.
• You can also use RPO as a temporary boost during critical moments without overwhelming your in-house team. That makes it ideal for expansions, openings, or peak seasons.

If your firm is at that stage where growth isn’t optional but giving up control isn’t either, this model gives you real flexibility. And in real estate, that’s worth its weight in gold.

Ready to Choose Smarter?

How you hire in your real estate firm is no small detail.

It can shape your growth, impact your day-to-day, and define the quality of the team representing you out there.

If you’re making a few hires and everything’s under control, sticking with your in-house team might still work.

But if every search is stretching your time, or your team’s already maxed out, it might be time to think differently.

After all, RPO isn’t just for massive companies; it’s also for firms that want to scale without adding chaos.

At Estate Skyline, a leading real estate recruitment agency, we work with real estate teams that are ready to move forward.

From the moment you define what kind of talent you need to long after they’re hired, we’re in your corner: helping you fill key roles with the right people.

Already feeling like your current model’s not cutting it?

Let’s talk. We’ll help you build a hiring approach that actually works for your firm.

FAQs

What is the difference between RPO and in-house recruitment for real estate firms?

With RPO, an external team takes care of finding the talent you need. In-house means your team handles everything internally. 

RPO gives you speed and reach. In-house gives you full control. Which one’s right for you? That depends on how many people you need, how fast you need them, and how much your internal team can realistically handle.

What real estate roles are best suited for RPO recruitment?

RPO works great for high-volume or hard-to-fill roles: agents, sales advisors, property managers, bilingual profiles, or multi-location hiring.

If it’s a role you need filled as soon as possible, RPO gives you the edge.

Can RPO handle bulk hiring for real estate expansions?

Yes, and that is precisely one of its strengths. When you’re opening a new office or need to hire 15 people in 3 weeks, RPO already has the setup to move fast without burning out your internal team.

Can real estate firms use both RPO and in-house recruitment at the same time?

Yes, and many do. Your team can focus on strategic roles, while the RPO handles volume and speed. You stay in control, but don’t have to slow down your growth.

It’s a solid combination if you’re scaling without wanting to overbuild your internal structure.

What are the best alternatives to RPO for real estate hiring?

If RPO is not an option, you’ve got alternatives: freelance recruiters, real estate–focused agencies, or hiring platforms with geo-targeted candidate databases. These work well if you’re hiring occasionally and just need a little extra support.