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

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.

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

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.

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

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.

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

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.

How much time will this take from my Engineering Managers?

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%.

Is this just another AI tool?

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.

What is talent architecture?

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.

How is Recberry different from a recruitment agency?

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.

What is Talent Signal Intelligence?

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.

How long does a talent acquisition audit take?

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.

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

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.

What results can companies expect from Recberry's services?

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.

What regions does Recberry serve?

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.

What is the difference between RPO and talent acquisition consulting?

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.

How much does talent acquisition consulting cost?

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.

What types of companies does Recberry work with?

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.

What is employer branding and does Recberry help with it?

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.

How do I get started with Recberry?

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.

Job Seekers

Why am I invisible to recruiters on LinkedIn?

Recruiters search LinkedIn with filters — title, location, skills, recent activity. If your headline and experience do not match how they search, you will not appear — even with a strong background.

Why this happens

A common pattern: CV says one story, LinkedIn says another. Recruiters trust neither when they conflict.

Headlines like "Open to work" without role specificity do not rank. Neither do skill lists with no outcomes.

Low activity and outdated role descriptions push profiles down. Search is competitive at mid-senior levels.

What to do about it

Align LinkedIn to your CV target: same title band, same domain, same geography and work-authorisation signals.

Rewrite headline as role + proof — not buzzwords. First two lines of About are your second headline.

Use LinkedIn Alignment in the Recberry toolkit to compare profile and CV against what recruiter search actually needs.

Real case — anonymised

Invisible engineer → recruiter inbounds in weeks

A mid-senior software engineer had strong experience but was not surfacing in recruiter searches. CV and LinkedIn told different stories; keywords did not match how reqs were written.

After alignment — headline, experience framing, skills matched to CV — multiple recruiter inbounds followed within about three weeks and two offers landed. Exposure was the constraint, not ability.

Why am I invisible to recruiters on LinkedIn?

Why this happens

What to do about it

Invisible engineer → recruiter inbounds in weeks

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