Three Ways We Recover Your Margin

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 surgically remove the bloat so that when you do scale, you do it with a lean, high-output engine.

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 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.

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. Our Precision Intelligence doesn't look at the pile. We identify the top 1% of passive talent—the people who aren't applying—and give 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 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%.

No. AI is the reason your inbox is full of garbage. We use 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.