Hiring System Audit
Seven days inside your hiring process. I find where time and candidates get lost. You get a written plan: what's broken, what each leak costs, and what to fix first. €3,500 flat.
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Fixed-fee. You own the infrastructure. Permanently.
Your team hires senior engineers in weeks, not months. Then we leave.
We deploy hiring infrastructure inside your team — fixed fee, full handover, no ongoing agency dependency.
A senior engineer hire through an agency in Prague costs €10,000–18,750 in fees — every time. A system your team owns doesn't.
20+
Years Expertise
500+
Placements
13 yrs
Longest placement
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The Framework
What Talent Engineering means
Most internal teams are being asked to do more with less — tighter budgets, fewer recruiters, no agency line, and leadership that still expects senior hires to land on time. The bottleneck is rarely talent or effort. It is process: unclear intake, passive pipelines, inconsistent screening, and calendars filled with interviews that should never have happened.
Talent Engineering treats hiring as a technical system — measurable inputs, identifiable failure points, deployable fixes. We audit where your flow leaks time and candidates, build the infrastructure to replace what is broken, embed it with your team, and hand you the keys.
Typical deployment runs 8–12 weeks. When we leave, you own the workflows, vetting scripts, and sourcing playbooks — documented, recorded, and run by someone on your team.
How We Deliver
The 5-Sprint Deployment Model
A clear, comprehensible framework that explains how Recberry delivers. Each sprint builds on the last.
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Audit
Where your hiring loses time and candidates, and what each leak costs.
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Sourcing
A pipeline that keeps finding candidates, including people who aren't applying.
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Market watch
You see when competitors hire, cut, or lose people — and move first.
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Referrals
Your team's network, mapped, so warm introductions become a habit.
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Screening
Your engineers only meet candidates worth meeting.
8–12 weeks in total. When I leave, your team runs it.
Proof we can stand behind
What I can show you
First profile
14–30 days
to the first qualified profile — after most teams have already tried alone for about 6 months.
Agency fee
€10,000–18,750
agency fee per senior engineer hire in Prague. A system you own is paid for once.
Commercial model
Fixed fee · you own it
No 20% per placement. No subscription to our access. Infrastructure transfers to your team when the engagement ends.
Experience base
20+ years
Principal-level technical recruitment across CEE and Western markets — pattern recognition that job boards and generic AI cannot replicate.
The test that matters
Our goal is for you to never need us again — not because we want to lose a client, but because a team that still hires faster six months after handover is the only proof the system was real.
One IT company was about to pay an agency for four hires. Instead, I trained a recruiter and placed them inside their team. That recruiter filled all four roles. The client paid one salary, not four agency fees.
I've also hired juniors part-time who became full-time team leads within a year and a half.
Before
Agency Recruiters
€10,000–18,750 in fees per senior hire, every time. Roles open for months before anyone calls for help. A cost that grows with your pain.
After Recberry
With Recberry
A system that filters noise before it reaches your calendar. Paid for once. You own it.
Who it's for
Built for
Not the right fit
Built for a specific kind of team.
We're deliberate about fit. If you're in the left column, we'll move fast. If you're in the right, we'll tell you honestly.
Technology companies that are…
- Stretching an internal TA team past capacityWe multiply what your team can do — more senior roles filled, no new headcount.
- Watching agency spend become indefensibleEvery senior hire without an agency saves €10,000–18,750.
- Hiring leaders who need to punch above their weightYou get the system, the playbooks, and the confidence to run it alone.
- Ready to own the infrastructureNot rent access that disappears when the engagement ends.
You need something different if you…
- Need a single urgent hire in 30 daysFor one hire you need a recruiter, not an infrastructure engagement.
- Are pre-revenue with fewer than 3 open rolesThe investment won't return value until hiring volume justifies it.
- Want ongoing outsourced recruitmentWe deploy and leave. The system compounds only if someone inside owns it.
- Aren't ready for your team to own new processesWhat we build needs someone inside to operate it.
20 years inside the machine.
Two decades in technical recruitment — mostly hard-to-fill roles where quality mattered more than volume: niche skills, senior hires, roles that had been open too long.
You can ask ChatGPT for a hiring process. It will give you a good one. What it can't do is sit with your CTO, notice that the brief describes the wrong person, and fix it before you source a single candidate. Or get your hiring managers to actually use the new process.
That part is people work. I've done it since 2005 — in the UK, in Czechia since 2008, and at Recberry since 2015. More than 500 engineers placed, from early-stage startups to Skype and Avast.
Client Success
What Our Clients Say
Real feedback from tech leaders who've experienced the Recberry difference.
I rely on Barbora already for more than 2 years. She is always the person I go to when we need to hire
new engineers into our projects. She has a great sense for recognising the talent and culture fit into
our teams. I've never seen anyone structuring all the information as well as she is.
I've met dozens of recruiters who claimed to be "determined to help us", but until I met Barbora,
I didn't think they actually presented a real added value. Building employment branding, changing
the way we approach our future employees—the whole process was smooth and flawless.
Barbora was helping us on consulting basis and helped us hire 4 great engineers just in 2 months.
I'm very happy with the result of our cooperation and definitely recommend Barbora to anyone who
struggles to acquire talent on today's tough tech job market.
Barbora is one of the very few agency consultants who has managed to secure hires at major tech companies — must be good!
Her friendly approach combined with technical background and passion in technology I can recommend as interesting
benefit for anyone looking for skilled IT professionals.
As an engineering manager, I've had the privilege of collaborating with Barbora for half a decade. Her recruiting work extends not just in Prague or the Czech Republic, but across the entirety of Europe. Regardless of whether we needed an in-house employee, a contractor, a developer or a tester, Barbora consistently met the challenge. And believe me, we didn't make it easy! From tight budget to searching in less conventional European regions, or seeking quite peculiar skill set or experience, Barbora always found a way. Beyond her recruiting talents, Barbora was able to provide invaluable HR consultancy. She understands the essence of organisation dynamics and fits — it's not just about filling roles for her, but also ensuring the new team members would feel good and work productively in the long term. To anyone seeking a seasoned recruiter and HR adviser in Europe, I can't recommend Barbora enough. Our collaboration has been both productive and enjoyable — we shared many laughs over video and over beers.
Get Started
Let's talk for 30 minutes.
In 30 minutes, we'll identify the three most expensive inefficiencies in your current hiring process — and give you a rough cost estimate of what they're costing annually. No pitch. A working session. Already booked? Complete the intake questionnaire first.
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