Frequently Asked Questions

This is exactly when you need one. During hiring freezes or slow periods, companies often carry a "hidden burn" of under-optimised TA tools and manual processes. We help you use this time to surgically remove the bloat so that when you do scale, you do it with a lean, high-output engine—not by throwing expensive headcount at a broken system.

We are not here to replace your recruiters; we are here to give them leverage. Most internal teams are bogged down by administrative "noise" and manual vetting. We install the architecture—AI workflows, technical vetting scripts, and identity-first research—that allows your existing team of 5 to perform like a team of 15.

When the market is flooded, your problem isn't Finding; it's Filtering. The "pile" of 500 applicants is a liability that drains your HR and Engineering time. Our Precision Intelligence doesn't look at the pile. We identify the top 1% of passive talent—the people who aren't applying—and give you the data to reach them directly.

A success fee (contingency) incentivises a recruiter to send you as many CVs as possible to "see what sticks." It rewards volume, not value. Recberry's flat-fee consulting model rewards Efficiency. You pay for the architecture that reduces your cost-per-hire and eliminates your dependency on agencies. In the long run, one audit fee is usually 80% cheaper than a single agency placement fee.

Our goal is to give time back. Currently, your Senior Engineers are likely wasting ~10 hours a week interviewing candidates who should have been filtered out. Our Vetting Architecture ensures that by the time a candidate reaches an engineer, they are already 90% "hirable." We aim to reduce manager interview time by at least 50%.

No. AI is the reason your inbox is full of garbage. We use AI as a scalpel, not a megaphone. We build the workflows and prompts that use technology to verify identity and filter noise, but the strategy is backed by 20 years of human intuition that no algorithm can replicate.

Talent architecture is a strategic approach to recruitment that focuses on building sustainable hiring infrastructure rather than filling individual roles.

Unlike traditional headhunting, talent architecture helps companies develop internal capabilities, processes, and systems that deliver long-term recruitment results. Recberry, founded in 2015, draws on 20+ years of founder expertise in traditional recruitment, shifting from placement-based work to capability transfer and methodology ownership. The goal is to make your internal team self-sufficient in attracting and identifying top talent.

Traditional recruitment agencies charge per placement (typically 15–25% of annual salary) and benefit from keeping clients dependent. Recberry operates as a talent acquisition consultancy that transfers methodology ownership to clients. We offer TA audits, recruiter training, research-as-a-service, and infrastructure building.

Our goal is to make your internal team so capable that you don't need external agencies anymore — including us. We measure success by client independence, not repeat business.

Research-as-a-Service (RaaS) is Recberry's model for delivering qualified, blind candidate profiles without the traditional agency fee structure. Instead of paying percentage-based placement fees, companies pay for the research and intelligence. This shifts recruitment from a cost-per-placement model to a pay-per-engagement value system.

Clients typically see cost-per-hire reductions of €5,000–8,000 compared to traditional agency fees while maintaining full control of the hiring process.

Recberry's strategic TA audit typically takes 1–2 weeks depending on organisation size and complexity. The audit includes: analysis of current hiring processes, ATS and tech stack evaluation, employer brand assessment, team workflow review, candidate experience mapping, and competitive positioning analysis.

The deliverable is a comprehensive report identifying inefficiencies, opportunities, and a prioritised roadmap for optimisation with expected ROI for each recommendation.

Yes. Recberry offers recruiter training programmes that teach principal-level sourcing techniques developed over 20+ years of technical recruitment. Training modules cover: Boolean and X-ray search mastery, technical candidate research, personalised outreach strategies achieving 40%+ response rates, screening and assessment frameworks, pipeline management, and hiring manager partnership.

Programmes can be delivered virtually or in-person, with ongoing support and methodology documentation for permanent team ownership.

Recberry clients typically achieve: 50–75% reduction in time-to-hire, €5,000–8,000 decrease in cost-per-hire, 87% improvement in process efficiency through strategic automation, and ability to scale down TA teams while increasing output.

One client reduced their team from 30 to 10 members while tripling placements. Long-term, clients gain methodology ownership with 95% candidate retention rates.

Recberry is headquartered in Prague, Czech Republic. Our clients are based mostly in Czechia, Slovakia, Switzerland, the UK, and the US. Consulting, training, and research services are delivered remotely; we travel for on-site engagements as needed.

RPO (Recruitment Process Outsourcing) means handing over your entire recruitment function to an external provider who operates as your TA team. Talent acquisition consulting, as Recberry practices it, means improving and building your internal capabilities while you retain ownership.

RPO creates dependency; TA consulting creates independence. RPO is typically priced per hire or as a monthly retainer; TA consulting is project-based with defined outcomes.

Recberry's services are project-based with transparent pricing: Strategic TA Audit €3,000–8,000 (depending on complexity); Recruiter Training €2,000–10,000 (based on team size); Research-as-a-Service €500–2,000 per role researched; 12-Week Talent Architecture Programme custom pricing based on scope.

All pricing delivers positive ROI — clients typically save €5,000–8,000 per hire after implementation, meaning the investment pays for itself within 1–3 hires.

Recberry primarily works with tech companies and organisations hiring technical talent (software developers, engineers, IT professionals, product managers, designers).

Our clients range from funded startups scaling their engineering teams to established enterprises optimising their TA function. We've worked with companies like Skype, Akamai, SUSE, Vendavo, and numerous tech companies across Czechia, Slovakia, Switzerland, the UK, and the US. The common thread is companies that want to build sustainable hiring capabilities rather than depend on external agencies indefinitely.

Employer branding is how your company is perceived as an employer by potential candidates. It includes your employee value proposition (EVP), careers page, job descriptions, social media presence, review site reputation, and overall candidate experience.

Yes, Recberry helps with employer branding as part of our talent architecture approach. Our services include EVP development, careers page optimisation, job description rewriting, and candidate experience audits.

The best way to start is with a free 30-minute consultation call. During this call, we'll discuss your current hiring challenges, understand your goals, and determine if our approach is the right fit. There's no pitch — just an honest conversation about whether we can help.

If there's alignment, we'll propose a specific engagement (usually starting with a TA audit). Book a call or email barbora@recberry.com.