Frequently Asked Questions

Then it's a good time. Fixing the process while nothing is urgent costs less than fixing it mid-crisis. When hiring picks up again, you start with a working system instead of a backlog.

Good — I work with them, not instead of them. Most internal recruiters are good at their job and buried in admin and unclear briefs. I build the process that takes that weight off, and they run it.

Because the people applying are rarely the people you want for a senior role. The best ones are working and not looking. Mapping tells you who they are and how to reach them.

A success fee pays a recruiter per placement, so the incentive is to send CVs and see what sticks. I'm paid once, to fix the process. For context: an agency fee for a senior engineer in Prague is €10,000–18,750. The audit is €3,500.

Less than they spend now. I need a few hours of their time early on, mostly to get the brief right. After that, the goal is that they only meet candidates worth meeting.

No. I use AI where it saves time — sorting, summarising, drafting outreach. Decisions about people stay with people. Automating a broken process only breaks it faster, so I fix the process first.

Treating hiring as a system you own, not a series of agency transactions. I find where your hiring loses time and candidates, build the sourcing, screening, and interview process inside your company, and hand it over to your team. Fixed fee, €3,500 to start. What is Talent Engineering?

Five steps over 8–12 weeks, starting with an audit: sourcing, market watch, referrals, and screening, then handover to your team. How an engagement works

An agency fills a role and leaves you where you started. I leave you with the process, so the next role doesn't start from zero. I've placed more than 500 engineers myself, so I know what that process has to do.

I map the market for one role: who the people are, what they've built, and how to reach them. You keep the map. €2,500 per role, no success fee.

About a week, a bit longer for bigger teams. You get a written plan: what's broken, what it costs, and what to fix first. €3,500, fixed.

I join your team for about 10 hours a week, set up the hiring process, and train your people to run it. €4,000–6,000 a month, minimum three months.

I won't give you a percentage I can't prove. What I can tell you: most companies I meet have tried on their own for about 6 months before calling for help, and I usually send the first qualified profile within 14–30 days. Most of my placements stay beyond 18 months — the longest has lasted 13 years. And every senior hire you make without an agency saves €10,000–18,750.

I'm based in Prague. Most clients are in Czechia, Slovakia, Switzerland, the UK, and the US. I work remotely and travel when it helps.

RPO replaces your recruiting team with an outside one. I build your own team's capability and then leave.

The Hiring System Audit is €3,500. Technical vetting is €5,000 per function. Fractional Talent Engineering is €4,000–6,000 a month. Talent mapping is €2,500 per role. All fixed fee. See services

Technology companies hiring five or more technical roles a year — past the point where informal hiring works, without a big TA function yet. Or companies whose TA team is stretched.

Yes, as part of the work: job descriptions, your careers page, and how candidates experience your process. Not as a separate campaign.

Book a 30-minute call. Tell me where hiring hurts, and I'll tell you whether I can help. If it makes sense, we usually start with the audit.