Your Independent Tech Talent Acquisition Specialist. Treating candidates as individuals providing personalised recruitment solutions for tech companies.
Prague
Joined May 2015
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€45,000 in recruiter retainers.
11 weeks post-raise.
Zero hires.
We mapped exactly what went wrong, week by week.
New article 👇
linkedin.com/pulse/post-fund…
2/ The actual bottleneck isn't finding talent—it's evaluating deep domain fit and mitigating the €150K–€300K cost of a mis-hire.
3/ The fix? Ditch static CVs and ad-hoc searches.
Move to Talent Engineering: outcome-based specs, domain rubrics, and owned hiring infrastructure.
Read Recberry's Market Intelligence Report 👇
linkedin.com/pulse/2026-tech…
Your senior role has been open 90 days.
That's not a market problem. That's a process problem.
Senior engineers don't apply to job posts. They evaluate you before you know they're evaluating you.
The architecture for hiring people who aren't looking.
#TalentEngineering
Stop asking your recruiting team what the Time-to-Fill is for Senior Engineers.
120 days isn't a performance metric. It’s a structural failure.
You're running a hiring process built for a candidate who doesn't exist at the top of the skill distribution. 🧵👇
7/8
Senior hiring requires an ongoing Talent Engineering architecture, not reactive panic when a requisition opens.
Map the signals.
Build warm paths.
Start with low-commitment conversations, not ATS forms.
8/8
The market for senior engineers isn't empty—your visibility into it is just limited.
📖 Read our complete 2026 playbook on passive senior talent: linkedin.com/pulse/passive-t…
⚙️ Explore fractional talent engineering: recberry.com
