Written By: Marfie Ramos
The proposed legislation may target BPO—but RPO leaders should be paying close
attention.
In March 2025, U.S. lawmakers introduced the Keep Call Centers In America Act, a bill
designed to curb the offshoring of customer service jobs and increase transparency around
call center operations. While its primary focus is on Business Process Outsourcing (BPO),
the implications for Recruitment Process Outsourcing (RPO)—especially offshore
providers—could be profound.
For companies that rely on global recruitment support, this bill raises a critical question:
How do we stay compliant while still leveraging offshore talent solutions?
What the Bill Proposes
The legislation includes several key provisions:
- Companies must notify the Department of Labor 120 days before relocating call
center work overseas - Employers must disclose the use of AI and the physical location of call center
agents - Violators may lose access to federal grants and face public listing as non-compliant
Although RPO isn’t explicitly named, the bill’s language around “customer-interfacing
roles” and “outsourced labor” could create gray areas for offshore recruitment teams—
especially those involved in candidate screening or onboarding communications.
How Employers Can Still Benefit
Despite its restrictions, the bill doesn’t eliminate outsourcing—it simply demands more
accountability. Employers can still benefit from RPO partnerships by:
- Using hybrid recruitment models that combine U.S.-based and offshore support
- Focusing offshore efforts on non-client-facing tasks like sourcing, data
management, and ATS optimization - Partnering with RPO firms that offer compliance-ready solutions and transparent
reporting
This is where strategic RPO providers like 24HRPO can make a difference.
RPO vs. BPO: Why It Matters
Understanding the distinction between BPO and RPO is essential:
- BPO typically handles transactional tasks like customer service, billing, or tech
support - RPO is a strategic function focused on talent acquisition, workforce planning, and
employer branding
Because RPO operates behind the scenes, it’s less likely to fall under the bill’s direct
scrutiny—especially when structured properly.
If the bill passes, 24HRPO is uniquely positioned to help employers adapt without
sacrificing efficiency. Here’s how:
- Reframe offshore services as strategic talent solutions, not call center labor
- Offer U.S.-based account managers to handle client-facing communications
- Provide transparent reporting on recruitment workflows, agent locations, and
compliance safeguards - Use offshore teams for back-end sourcing, resume screening, and pipeline
building—functions that remain unaffected by the bill
By doing so, 24HRPO can help employers stay agile, compliant, and competitive.
Strategic Offshoring: A Smarter Way Forward
Rather than viewing the bill as a roadblock, employers should see it as a prompt to rethink
their outsourcing strategy. With the right RPO partner, companies can:
- Maintain cost-effective recruitment operations
- Ensure compliance with evolving labor laws
- Build scalable talent pipelines that support long-term growth
24HRPO’s hybrid model offers the best of both worlds—global reach with local
accountability.
Conclusion: The Future of RPO Is Adaptive, Not Obsolete
The Keep Call Centers In America Act may change the rules, but it doesn’t change the
game. For employers and RPO providers alike, the key is strategic adaptation.
By focusing on compliance, transparency, and smart task allocation, companies can
continue to benefit from offshore recruitment support—without running afoul of new
regulations.
Looking for guidance on how to future-proof your recruitment strategy?
Whether you’re an employer navigating policy changes or an RPO firm seeking to evolve,
24HRPO is here to help. Contact us today to explore how we can support your talent goals
with innovative, compliant, and cost-effective solutions.