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 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 deploy workflows, vetting scripts, and pipeline systems that run in your company — your team of 5 performs like 15. You own the infrastructure.

When the market is flooded, your problem isn't Finding; it's Filtering. The pile of 500 applicants is a liability. Our 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.

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 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%.

No. AI is the reason your inbox is full of garbage. We use AI as a scalpel, not a megaphone. We build workflows and prompts that filter noise — but the strategy is backed by 20 years of human intuition. When a flawed process is automated, the flaws become massive; we fix the process first, then deploy.

Talent architecture is building deployable hiring infrastructure — automated workflows, vetting scripts, pipeline systems — rather than filling individual roles.

Unlike agencies, we deploy systems that run in your company after we leave. Recberry, founded in 2015, draws on 20+ years of technical recruitment expertise. We transfer methodology ownership and deploy infrastructure you keep. The goal: your internal team self-sufficient, owning the system, never needing us again.

Traditional agencies charge 15–25% per placement and benefit from keeping you dependent. Recberry deploys infrastructure — Hiring System Audit (€3,500), Technical Vetting System (€5K/function), Fractional TA Architecture (€4–6K/mo), Talent Signal Intelligence (€2,500/role). Fixed fee. You own the deployed system.

Our goal: your team so capable you don't need agencies — including us. We measure success by client independence, not repeat business.

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 while maintaining full control of the hiring process.

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 — you implement them, recover 40–60% of TA budget. €3,500 flat. One audit fee is usually 80% cheaper than a single agency placement fee.

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 the internal capability to run it all independently after the engagement ends.

€4,000–6,000/month. 10 hours/week. 3-month minimum. You get Head of TA expertise at a fraction of the cost, with infrastructure that compounds long after we leave.

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 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: 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 after implementation. One audit fee is usually 80% cheaper than a single agency placement fee. 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 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 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 your diagnostic call or email barbora@recberry.com.