Question 1

We aren't hiring aggressively right now. Why do we need an audit?

Accepted Answer

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. Recberry helps you use this time to 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.

Question 2

We already have an internal TA team. How are you different?

Accepted Answer

Recberry is 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 deploy the architecture — workflows, technical vetting scripts, and pipeline systems — that allows your existing team of 5 to perform like a team of 15. You own it.

Question 3

The market is full of candidates. Why would I pay for Talent Signal Intelligence?

Accepted Answer

When the market is flooded, your problem isn't Finding; it's Filtering. The pile of 500 applicants is a liability. Recberry's Talent Signal Intelligence identifies the top 1% of passive talent — the people who aren't applying — and gives you the data to reach them directly.

Question 4

Why should I pay a flat fee upfront instead of a success fee?

Accepted Answer

A success fee 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.

Question 5

How much time will this take from my Engineering Managers?

Accepted Answer

Our goal is to give time back. Your Senior Engineers are likely wasting ~10 hours a week interviewing candidates who should have been filtered out. Recberry's Technical Vetting System 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%.

Question 6

Is this just another AI tool?

Accepted Answer

No. AI is the reason your inbox is full of garbage. Recberry uses AI as a scalpel, not a megaphone. When a flawed process is automated, the flaws become massive; we fix the process first, then deploy. Strategy backed by 20 years of human intuition.

Question 7

What is talent architecture?

Accepted Answer

Talent architecture is building deployable hiring infrastructure — automated workflows, vetting scripts, pipeline systems — rather than filling individual roles. Recberry deploys systems that run in your company after we leave. You own it. Founded 2015, 20+ years expertise.

Question 8

How is Recberry different from a recruitment agency?

Accepted Answer

Traditional agencies charge 15-25% per placement and benefit from keeping you dependent. Recberry deploys infrastructure: Hiring System Audit €3,500, Technical Vetting €5K/function, Fractional TA Architecture €4-6K/mo, Talent Signal Intelligence €2,500/role. Fixed fee. You own the system. Goal: your team so capable you don't need agencies — including us.

Question 9

What is Talent Signal Intelligence?

Accepted Answer

Talent Signal Intelligence delivers qualified, blind candidate profiles without the traditional agency fee structure. When you need the Top 1% mapped, not another pile of LinkedIn profiles — we identify passive talent, map the market, and give you the data to reach them directly. Fixed fee: €2,500 per role. You own the intelligence. Clients typically see cost-per-hire reductions of €5,000-8,000 compared to traditional agency fees.

Question 10

How long does a talent acquisition audit take?

Accepted Answer

Recberry's Hiring System Audit typically takes 7 days (1-2 weeks for larger organisations). We analyse your recruitment stack, team output, cost-per-hire, and workflows. The deliverable is a Stop-Loss Blueprint with deployable workflows to automate. €3,500 flat. One audit fee is usually 80% cheaper than a single agency placement fee.

Question 11

What is Fractional TA Architecture and when do I need it?

Accepted Answer

Fractional TA Architecture deploys senior Talent Engineering leadership inside your team — without the €150K+ salary of a full-time Head of TA. Barbora acts as your fractional Chief Architect: designing sourcing infrastructure, calibrating the vetting system, activating market intelligence, and building internal capability to run it all independently. €4,000-6,000/month. 10 hours/week. 3-month minimum.

Question 12

What results can companies expect from Recberry's services?

Accepted Answer

Recberry clients typically achieve: 50-75% reduction in time-to-hire, €5,000-8,000 decrease in cost-per-hire, and ability to scale down TA teams while increasing output — measured across client deployments. One client went from 30 to 10 team members while tripling placements. Long-term, clients gain methodology ownership and reduced dependency on external recruitment support.

Question 13

What regions does Recberry serve?

Accepted Answer

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.

Question 14

What is the difference between RPO and talent acquisition consulting?

Accepted Answer

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. Choose RPO if you want to outsource entirely; choose TA consulting if you want to build lasting internal strength.

Question 15

How much does talent acquisition consulting cost?

Accepted Answer

Recberry's services are project-based with transparent pricing: Hiring System Audit €3,500 flat; Technical Vetting System €5,000 per function; Fractional TA Architecture €4,000-6,000/month; Talent Signal Intelligence €2,500 per role. All pricing delivers positive ROI — clients typically save €5,000-8,000 per hire. One audit fee is usually 80% cheaper than a single agency placement fee.

Question 16

What types of companies does Recberry work with?

Accepted Answer

Recberry primarily works with tech companies and organisations hiring technical talent (software developers, engineers, IT professionals, product managers, designers). Clients range from funded startups scaling engineering teams to established enterprises optimising their TA function. We've worked with 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.

Question 17

What is employer branding and does Recberry help with it?

Accepted Answer

Employer branding is how your company is perceived as an employer by potential candidates. It includes EVP, careers page, job descriptions, social media, review site reputation, and 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.

Question 18

How do I get started with Recberry?

Accepted Answer

The best way to start is with a free 30-minute Hiring System Diagnostic. 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. If there's alignment, we'll propose a specific engagement (usually starting with a Hiring System Audit). Book at calendly.com/_abaddion/30min or email barbora@recberry.com.

Recruiter-grade thinking on hiring — from both sides of the table.

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