Subscription talent that is built to hire A-players for growth companies.
We'll save you time and money

Talent as a service
for growth companies
Subscription talent that is built to hire A-players for growth companies.
We'll save you time and money
You receive a Berg talent partner. They learn about your industry, culture and values; and tailor their hiring approach to your unique needs.
Give your talent partner as many roles as you want.
They will look after everything from learning the desired outcomes, to writing job descriptions, all the way to interviews and reference checks.
For £1,000 per month, you receive a senior Talent Partner who becomes available whenever you need them.
They are permanently connected to your company and can participate in everything from strategic people projects to hiring processes.
When you need to make a hire, your Talent Partner can handle the entire process end-to-end.
The embedded nature of the partnership means that recruitment is completed by someone who deeply understands your business.
If necessary, your talent partner can gather additional support from our pool of specialist recruitment professionals at no additional cost
Our practices include
Your Berg team conducts a thorough hiring process including value-based interviews, technical interviews, online assessments and reference interviews,
We charge a small success fee for each successful hire.
You've now got a new A-player and saved a lot of your time (which is a luxury in the world of startups!)
Learn how Berg Search found a needle in a haystack CEO for a fin tech firm
Berg seach support tem energy with all their hires. Find out how to supercharge your startup with...
You can never have enough great people, but each great hire takes time and effort.
We prefer long-term partnerships over transactional relationships. That way we can learn everything about the business and its culture.
We don't wait for the ideal candidate to come to us. We actively go and find them.
We look for evidence of excellence before embarking on a rigorous vetting process
We conduct initial screening of all candidates because we believe that a person's values and motivators are key to what makes them great
We put more people and more time into every search.
More people and more time leads to more, better quality candidates
Our people are empowered by technology that removes most manual work through automation and allows them to spend their time on the things that matter
We've been working with Berg Search since May 2023, and it's been an outstanding collaboration.
They've helped us hire over 10 exceptional candidates, from Producers to Ph.D. Systems Programmers. Their commitment to delivering results on short deadlines, open and transparent communication, and top-notch recruiting expertise have been invaluable.
We're grateful for their partnership and look forward to achieving even greater milestones in the future.
Head of people @ Metagravity
From the outset, Jordan and the whole Berg Group impressed us with their professional service and unwavering transparency.
Their interview process was seamless, reflecting their dedication to understanding our business intricacies.
As long as we were clear what people we're looking for, both from hard skills perspective and cultural fit, they were able to put the right candidates in front of us.
Remarkably, they not only grasped our needs but also ensured candidates were well-informed and aligned, making the entire experience fruitful and efficient.
CTO @ tem energy
Jordan is one of the most encouraging, positive, and hard-working people I have ever met.
At proSapient, he put the team and company first in every decision and process implemented.Jordan’s energy is infectious and pushes anyone around to be better and want to work harder.
Team Lead @ proSapient
My first ever meeting in the company was breakfast with the founders where he made it a point to learn everyone's names and discuss our goals and the goals of the company.
Jordan is very receptive to new ideas and recommendations regardless of where it comes from.
He is really good at motivating others and often hops onto projects to help teams as well
Senior Associate at proSapient
Jordan taught me to think big and to use data as insight to drive decision-making.
He's someone that makes himself available to anyone at the company, regardless of seniority, and wastes no time helping you find a solution to whatever problem you bring to his attention.
He's not afraid to champion your cause across the company or tell you directly what your idea may be missing.
There is no doubt in my mind that Jordan trusts his employees and, in return, we gave him that trust right back.
Vice President @ proSapient
Jordan's presence has been felt throughout all my time at proSapient.
He taught us all how to lead from the front - driving the big picture but also digging into the details and coaching 1on1.
When times were tough, he led with his heart. At every all-hands meeting,
Jordan's passion for the business shines through and we get to see a glimpse of the magic (carefully chosen word!) behind what he is able to create
Sales Director @ proSapient
Jordan is a great leader and visionary. He is one of the smartest and most creative people I have worked with. He is great at empowering people while setting a high standard and keeping the team accountable.
This has helped us build a very strong, motivated and engaged tech team.
He leads with integrity and compassion which he has demonstrated numerous times in practice.
This was particularly evident this year when Jordan went above and beyond to support our colleagues in Ukraine, both emotionally and practically.
Head of Product @ proSapient
I've worked with Jordan at proSapient from the early company days to an industry-leading tech company. From day one, his clear vision and realistic approach amazed me.
He was always helpful, always very open to any new ideas and concerns, as well as being straightforward and decisive.
Jordan was a great leader during the various crises. Pandemic, Working from home, and Running a team in Ukraine during the full-scale Russian invasion.
Working with such a leader and mentor as Jordan was a great pleasure.
Engineering @ proSapient
We can help you make quality hires whatever your situation.
We can act as an on-demand talent team, providing high-level consulting around how to structure your people processes all the way through to hiring high-quality candidates on your behalf.
If you build your own recruiting team, we can work alongside them on best practices to ensure they can continue to hire the best quality talent.
How does your process differ from other recruitment firms?
Our process resembles an executive search process.
The other recruiters you speak to will be focusing on quick wins and high fees.
Executive search companies get to understand your business, your goals and your values and then search the world to find the professional that shares your values and has the skills necessary to succeed in their role.
The search will include passive candidates (those who are not looking to move) as well as active candidates (those who are currently in the job market).
They act as an extension of your own firm, selling your vision and taking time to show amazing professionals how their next big career move needs to be with you.
Because they work with more senior hires, the cost of a mistake is huge. Executive search firms, therefore, spend a longer period of time screening and testing each candidate before sending them to you
Recruitment firms will focus on understanding the job requirements and finding candidates who are both actively looking for a new role and have the skills that might make them a good fit for your business.
They will post your job on various job boards and use an existing database to find who the most appropriate talent is amongst the current set of active candidates.
They may pre-screen but this will be rudimentary as they will expect you to be doing the majority of the fit-based interviews.
Despite the superior outcomes that Executive Search brings, Recruitment is a cheaper service because it requires less of the recruitment firm’s time.
Berg's unique business model ensures that you get an executive search-level service for less than the cost of a recruiter.
Recruitment firms spend much less time with you before launching the candidate search.
They deal in volume and every additional hour reduces their total commission so they get the minimum necessary information with which to present candidates that could ‘do the job’.
Most of the time will be spent on the job description and the functional skills that the candidate possesses.
Executive Firms want to hear your story, your vision and how your business succeeds. They are preparing to be your evangelists in the market and so they need to be able tell your story as well as you can. This may involve being added to a group Slack or being present on your all hands.
They will then understand the role, how it fits into your organisation, and what success looks like as well as gather information on your competitors.
Recruitment agencies fill more junior roles where skills are important but values less so.
Executive search firms seek candidates who are the best in class and consider your values to a much larger degree (in addition to functional ability).
Recruitment firms post job openings online to sites such as LinkedIn and applicants are considered in tandem with those that exist on their database.
Once an executive search firm has built a thorough understanding of your business, your vision and your values, they will conduct a complex market mapping exercise to understand where great talent may be found and then actively locate and convince this talent to enter your process.
Recruitment agencies prospect active candidates. These are people who are actively looking to move because of dissatisfaction of their current roles or because they don’t currently have one.
Executive search companies seek mainly passive candidates. These are professionals who aren’t actively looking to move companies. They are happy, successful, capable and have at least some of the values that could help your business go from good to great. Imagine asking one of your customers who’s the best salesperson that you compete with? Don’t you want them on your team?
Recruitment agencies will first check that the candidates have the right skills to match the brief. If you are looking for a Sales Director and the person has sales experience at a reputable company, they will likely be put through to a screening. Some candidates (if they look great on paper) won’t be screened but others will be subject to a 15-20 minute phone conversation, where they will be asked two or three questions.
Executive search firms will similarly ensure that the person has the right skills to match the brief but they will also pay close attention to how successful that person has been in their career ie do they hop from job to job, do they make parallel moves, what kind of companies have they worked for and how have those companies fared.
They will conduct at least an hour (and up to three hours) of interviews where they will go through that person’s history and try to clearly discern if that person has the values and character that you need. They will also try and understand how humble, hungry and emotionally smart the candidate is as well as the reality of the CV.
Recruiting agencies try to fill a large number of posts and their team are usually heavily incentivized on the number of deals closed (Top Biller, anyone?) They spend a relatively small amount of time in scrutinising each application. The aim is to find ‘good enough’ candidates for different positions.
Executive search firms focus on filling a specific position by hiring the best person for the job. They meticulously inspect each candidate to ensure the best fit for a position and deliver a short list of exceptional talent for you to consider.
Recruitment firms will present a steady stream of candidates as and when they find people that pass the basics. You will usually receive a CV as well as a paragraph on why the person may be a good fit (but that isn’t always the case).
Executive search firms will provide thorough reports on each of the candidates, including the CV and notes from the interviews about how each candidate exhibited successes, values and ethics throughout their careers. These stories will then be re-verified through the reference process.
Putting costs to one side, the search process is clearly better than the recruitment process.
If you want to move your company from good to great, you need stars. The people that have clear success running through their careers, that share your values and are highly regarded by their own organisations. Occasionally, those A-players will look actively for new opportunities but this doesn’t happen often. A-players will have a degree of loyalty and the self-motivation to drive past any short-term turbulence.
If you know the shape of the puzzle piece, you need a firm that will work tirelessly to find the piece that fits, not one that’s ‘nearly there.’
Why then does the recruitment industry exist at all?
Cost.
An executive search firm requires more time and more people. For example, the average fee charged by Korn Ferry is around $130,000. That wouldn’t make sense if you were hiring an SDR or an engineering graduate.
For more junior roles where skillset matching is most important, recruitment is a much more cost-effective approach. You’ll have a higher percentage of bad hires but the cost including those bad hires probably won’t exceed $130,000.
Historically, executive search has been used in roles where the impact of that person on the organisation is large. Where they manage a team, are responsible for PnL or who set strategy. The cost of a bad hire here is incalculable and why risk your business to save what is usually 20-30% of a salary of one person?
At Berg, we don’t need to earn 30% profit margins. We are headquartered in Athens and as a result, are able to deliver the Executive Search quality for a price below what you’d pay to a ‘nearly there’ recruitment firm.
In short, we can hire for any role.
The talent partner who permanently connects to your organisation will have a speciality in one of the following functional groups.
They will take care of the talents strategy and the roles where they have a depth of understanding.
For the roles outside their specialism, they will use one of Berg's functional pods (eg the Finance pod) to support the hiring.,
Hiring A-players is vital for any business and to deliver a service like ours, we need to ensure our business is set up for success.