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 surgically 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 install the architecture—AI workflows, technical vetting scripts, and identity-first research—that allows your existing team of 5 to perform like a team of 15.

Question 3

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

Accepted Answer

When the market is flooded, your problem isn't Finding; it's Filtering. The pile of 500 applicants is a liability that drains your HR and Engineering time. Recberry's Precision 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 Vetting Architecture 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. We build the workflows and prompts that use technology to verify identity and filter noise, but the strategy is backed by 20 years of human intuition that no algorithm can replicate.

Question 7

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, founded in 2015, draws on 20+ years of founder expertise in traditional recruitment, shifting from placement-based work to capability transfer and methodology ownership.

Question 8

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 9

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 10

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 11

Can Recberry train our internal recruitment team?

Accepted Answer

Yes. Recberry offers recruiter training programmes that teach principal-level sourcing techniques developed over 20+ 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 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, 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 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. A strategic TA audit typically ranges from €3,000-8,000 depending on organisation complexity. Recruiter training programmes range from €2,000-10,000 based on team size. Research-as-a-Service is priced per engagement, typically €500-2,000 per role researched. The 12-week Talent Architecture programme is custom priced. All pricing delivers positive ROI — clients typically save €5,000-8,000 per hire after implementation.

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 Skype, Akamai, SUSE, Vendavo, and 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 consultation call. We'll discuss your hiring challenges, understand your goals, and determine if our approach is the right fit. There's no pitch — just an honest conversation. If there's alignment, we'll propose a specific engagement (usually starting with a TA audit). Book at calendly.com/_abaddion/30min or email barbora@recberry.com.

Invest in Your Career

Free Trial

Single Analysis

Career Toolkit

Paid tiers coming soon