DFP vs people2people: accountable recruitment delivery for employers

Compare recruitment services, expertise and support to find the right agency for your needs.

Is your current recruitment partner delivering what you need?

Are you receiving too many CVs, but too few genuinely suitable candidates from ?

Are you struggling to get direct access to your  consultant?

Does  understand your business beyond the position description?

Does  provide a tailored recruitment strategy, or place your vacancy into a standard process?

Does support from  drop away once the candidate starts?

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  • Will the provider reduce unsuitable application volume?

    Application relevance was the leading hiring challenge in our 2026 employer research at 27%, while overseas applications were cited by 16%. We clarify eligibility, location, experience and mandatory requirements before advertising and use direct sourcing where an open process is unlikely to reach the right market. Our network contains more than 1.35 million candidates, but the commercial value comes from assessment and relevance rather than database size alone.

  • Will each candidate recommendation be supported by evidence?

    people2people’s capability material records 106,000 candidates interviewed and 63,000 permanent and temporary roles filled. The value of that activity is the assessment discipline behind it. Our network contains more than 1.35 million candidates, but the commercial value comes from assessment and relevance rather than database size alone.

  • Will one person own communication, progress and escalation?

    We establish a clear account owner and delivery rhythm from the start. The client knows who is responsible for the search, when updates will occur and how problems will be escalated. Sixty-four per cent of hiring managers reported losing candidates because of speed, so governance must remove delay rather than add another approval layer.

  • Can the agency handle public-sector compliance without weakening candidate experience?

    Our government recruitment capability can support eligibility, documentation, screening and panel requirements while maintaining clear candidate communication. Long or structured processes still need honest timelines and timely feedback. Sixty-two per cent of job seekers were involved in at least three interview processes, while 64% of hiring managers had lost candidates because of speed.

  • Can recruitment delivery connect to broader workforce support?

    people2people can add temporary staffing, payroll, contractor management, RPO, MSP and bulk-recruitment support when the requirement expands. Reporting and governance can be scaled to the size of the program. More than 20% of staff in our 2026 research worked in temporary, contract, part-time or casual arrangements, and 48% of employers had used temp-to-perm.

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