Question 1

What is talent architecture?

Accepted Answer

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 pioneered this approach in Central Europe after 10+ years in traditional recruitment, shifting from placement-based work to capability transfer and methodology ownership.

Question 2

How is Recberry different from a recruitment agency?

Accepted Answer

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.

Question 3

What is research-as-a-service in recruitment?

Accepted Answer

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.

Question 4

How long does a talent acquisition audit take?

Accepted Answer

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.

Question 5

Can Recberry train our internal recruitment team?

Accepted Answer

Yes. Recberry offers recruiter training programmes that teach principal-level sourcing techniques developed over 10+ 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.

Question 6

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, 87% improvement in process efficiency through automation, and ability to scale down TA teams while increasing output (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 7

What regions does Recberry serve?

Accepted Answer

Recberry is headquartered in Prague, Czech Republic, and serves tech companies across Europe. Our expertise is particularly strong in Central and Eastern European markets including Czech Republic, Germany, Austria, Poland, and Slovakia. Consulting, training, and research services are delivered remotely to clients throughout the EU and UK. For on-site engagements, we travel across Europe as needed.

Question 8

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.

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