Recruiters in Berlin
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Meet FRATCH Recruiters in Berlin
Patrick Hohensee
Last position:
Lead Technical Recruiter | Business Partner AWS EMEA at Amazon Web Services (AWS)
- Partnered with senior stakeholders across AWS EMEA to drive talent strategy, partner development, and business growth in the cloud ecosystem.
- Focus areas:
- Collaboration with Sales & Partner Management on Go-to-Market initiatives
- Advisory on long-term resource strategy for Cloud, Data, and Security Divisions
- Supporting internal innovation teams in scaling AI and automation projects
- Result: Contributed to AWS’s expansion in Central Europe by aligning business, technology, and people strategy.
Dario Jamauca
Last position:
Interim Recruiter at Envelio GmbH
- Operative end-to-end recruiting in a mid-sized company environment. Main focus on filling IT positions specializing in Data Integration (Junior – Team Lead).
- Stakeholder management, active sourcing.
- Ensuring an optimal candidate experience, conducting interviews.
- Key hires: Team Lead Data Integration, Backend Engineer.
- Tools: LinkedIn Recruiter, Personio, Slack
Marc Fritze
Last position:
Interim Talent Acquisition Manager at doctari
- Building a cross-functional product team to develop a super app
- Advising and mentoring to support the team and provide input (technical & soft skills)
Sandro Schapals
Last position:
Senior Consultant at Top of Minds Executive Search
- Led executive search projects for senior international hires in Engineering, Product, and Business.
- Supported the firm's pan-European expansion at their Amsterdam HQ as well as their newly established Madrid and Frankfurt offices.
- Conducted market research and delivered location-specific employer branding strategies.
- Advised on organizational design, culture, and transformation initiatives.
Mario Riedinger
Last position:
Coach for Mid-Level/Senior Recruiters at La Red Berlin e.V.
- AI in recruiting
- Talent acquisition
- End-to-end recruiting
- Direct sourcing
- Dealing with hiring managers
- IT know-how
- Candidate experience
Aleksandar Sibilia
Last position:
Director Business Partner, People Operations & Talent Acquisition, Deputy CPO at Native Instruments GmbH
- Leading and managing of three team leads and their respective teams
- Overseeing Global People Operations for 600 EEs in 9 locations on 4 continents
- Deliver consulting and coaching to all leaders and employees with my HR Business Partner team
- Responsible for all hiring activities including employer branding to the business in all locations
- HR Tech and innovation
- Project creation and delivery across the entire organization
- Policy making and labor law
- Sparring partner to C-Level and senior leaders
- Liaison person and employer representation to the Works Council
- Member of the Global HR Leadership team
Hanna Fischer
Last position:
Interim Recruiter at Heinlein Group
- Active sourcing
- Screening and evaluating CVs
- Supporting the entire recruiting process from the first interview through follow-up interviews to final hiring
- Conducting contract negotiations and independently preparing employment contracts
- Filling positions in Sales, Marketing, IT and HR, as well as key positions up to C-level
- Close coordination with departments and decision-makers to successfully fill strategically important roles
- Identifying and implementing measures to optimize recruiting processes
Pira Jeya
Last position:
Interim HR & Talent Acquisition Consultant at Independent Consultant
- Clients: Dover, Korn Ferry, Leoni, Lonza, Mars, Molnlycke, Novartis, RELX Group, Schaeffler, Softing AG, Takeda, Wipro
- Industries: Automotive, consulting, construction, engineering, IT, manufacturing, pharmaceuticals (including tariff-bound structures & regulated environments)
- Approx. 2 500–50 000 employees
- Advised HR Business Partners and leadership on operational HR topics, workforce planning and compliance matters
- Supported implementation and optimization of HR processes within industrial and tariff-bound environments
- Collaborated closely with works councils in Germany on hiring and structural topics
- Contributed to policy interpretation and application in line with labor law and internal governance
- Supported employee relations cases in cooperation with HR and legal teams
- Led and supported corporate change management initiatives within industrial and matrix organizations
- Supported corporate organizational restructuring and workforce adjustment measures in close collaboration with senior leadership and works councils
- Ensured process compliance within SAP HCM/SuccessFactors systems
- Delivered HR reporting and analytics to senior stakeholders
- Led high-volume recruitment initiatives across multiple regions
- Delivered end-to-end recruitment, ensuring efficiency, cost control and candidate experience
- Designed and implemented sourcing strategies to attract top talent globally
- Built and maintained high-caliber talent networks and proactively engaged passive candidates
- Evaluated and implemented data analytics tools for enhanced recruitment insights
- Contributed to internal talent development and shared recruitment best practices
Alba Ardito
Last position:
Interim Senior Recruiting Specialist at CureVac
- Served as a strategic advisor to internal stakeholders on recruitment-related topics
- Managed end-to-end recruitment processes, from sourcing to onboarding
- Developed and executed talent acquisition strategies to attract top talent
- Conducted active sourcing via various channels to build strong candidate pipelines
- Managed collaboration with external recruitment agencies
- Supported broader HR projects, including employer branding and process improvements
- Delivered recruitment training sessions for HR Business Partners and Hiring Managers
- Supervised and mentored a working student and an intern
- Supported process improvements in SAP SuccessFactors
Yvonne Scheja
Last position:
Private Auszeit
Sven Bunkus
Last position:
Founder and Managing Director at Book a Freelancer
- Built a successful sole proprietorship connecting German companies with specialized HR and recruiting freelancers and managed all business operations
- Established a network of over 1,000 freelancers and led a team of up to three independent contractors to ensure excellent results
- Developed and implemented tailored solutions to support companies in scaling their teams quickly and efficiently
Roxana Bieber
Last position:
Omnichannel Strategy Lead & Transformation Management at emetriq GmbH
- Development and optimization of holistic full-funnel marketing strategies
- Analysis and evaluation of existing tracking and attribution models
- Development of recommendations to optimize data flow and tool integration
- Deriving insights based on performance data
- Creating management reports and deriving strategic recommendations for the C-level
- Developing an integrated, data-driven approach to manage digital marketing and communication activities
Viktoria Beran
Last position:
Freelance Global Recruiter IT & Engineering at Freelance Global Recruiter IT & Engineering
- Active Sourcing (Europe & Asia)
- End-to-end recruiting (Europe & Asia): coordination of recruitment processes; consulting on recruitment strategy
- Collaboration with hiring managers incl. C-level and Global Vice President
- Preparation of contracts and discussion of all questions with candidates
- Training and mentoring on interview techniques, active sourcing, self-organization, and pipeline building
- Many years of broad work experience with staffing and recruitment agencies
- Collaboration with global HR departments incl. works council
- Very good user knowledge of MS Office 2011 (Word, PowerPoint, Excel)
- Very good user knowledge of CRM/ATS systems (Salesforce, Personio, iCIMS, HCL Notes)
Marco Starck
Last position:
HR Director at Baller League GmbH
The new old football, because it all started on the nation's street soccer fields. Unpredictable, authentic, and technical football - no politics. No tactics. Free for fans to experience. A game for all football fans, and for those who aren't yet. The street soccer mentality is immediately felt by viewers, as it's exactly where most people fall in love with playing and the sport. Football takes center stage and is supported by top-class entertainment - not the other way around. Welcome to the Baller League, where we live and love the true magic of football.
Lars Born
Last position:
Talent Acquisition Specialist (Freelancer) at BIT Capital
Discover over 15,000 top freelancers
Recruiters statistics
Aggregated from the professional profiles of matched freelancers.
Experience
16 years (Germany: 17 years)
Position duration
2.4 years (Germany: 2.1 years)
Positions per freelancer
9 (Germany: 10)
Top business areas
Human Resources, Sales, Project Management
Top industries
Professional Services, Information Technology, Retail
Certification focus areas
Human Resources, Information Technology, Finance
Bachelor's degree or higher
95% (Germany: 79%)
Master's degree or higher
73% (Germany: 45%)
Doctorate
14% (Germany: 7%)
Certifications per freelancer
1 (Germany: 2)
Most common languages
German, English, Spanish
Speak two or more languages
100% (Germany: 99%)
Based on our profile pool as of 6 Sep 2026.
Daily rate distribution
The chart shows how the daily rates of freelancers in this role in Berlin are distributed, based on recent contracts on our platform. Each bar covers a rate range — its height shows how many freelancers charge within that range.
Discover detailed Recruiters rate benchmarks:
Explore rate insightsAverage rates for Recruiters in Berlin
Rates are based on recent contracts and do not include FRATCH margin.
The average daily rate is the mean of all daily rates from recent contracts of comparable freelancers on our platform.
The median daily rate is the middle value of all daily rates — half of comparable freelancers charge less, half charge more. Unlike the average, it is barely affected by outliers.
Calculated based on our freelancers’ daily rates as of 6 Sep 2026. Actual rates may vary depending on seniority level, experience, skill specialization, project complexity, and engagement length.
Recruiters experts industry focus
See where the role earns the most, city by city against the national average — every figure is calculated live from the freelancers on FRATCH.
- Professional Services (96%)
- Information Technology (77%)
- Retail (54%)
- Banking and Finance (35%)
- Education (31%)
- Real Estate (31%)
- Automotive (27%)
- Media and Entertainment (27%)
Please note that freelancers can work across multiple industries, so percentages overlap.
About the role
What they do
A freelance recruiter takes ownership of the hiring flow from intake to offer. They turn a role brief into a clear search plan, source candidates, run first interviews, and keep hiring managers aligned. In Berlin, that often means moving fast across tech, product, operations, and growth roles.
- Build the role profile and search strategy
- Source passive and active candidates
- Screen profiles and conduct first interviews
- Coordinate feedback, scheduling, and next steps
- Support offer handling and candidate communication
When to bring one in
Companies hire a recruiter on a freelance basis when hiring ramps up, a key role stays open too long, or the internal team needs support on a hard search. It also fits well when you need a specialist for a short project, such as launching a new team, covering parental leave, or opening a Berlin office.
Berlin employers often look for recruiters who can work with English-speaking teams and international candidates while still handling local market expectations. That is especially useful in startups, SaaS, e-commerce, and professional services.
Core skills
A strong recruiter combines sourcing skill with structure and judgment. They know how to ask the right questions, assess fit beyond the CV, and keep both sides engaged without overpromising.
- Active sourcing and Boolean search
- Candidate screening and structured interviewing
- Stakeholder management with hiring managers
- Clear communication and follow-up
- ATS and CRM discipline
- Market mapping and competitor awareness
Tools and methods
Freelance recruiters usually work across LinkedIn Recruiter, applicant tracking systems, job boards, and direct outreach. They may also use talent mapping, referral campaigns, and interview scorecards to keep searches focused and comparable.
For Berlin-based teams, strong recruiters know how to adapt their outreach by function and seniority, whether they are hiring engineers, marketers, sales staff, or executive support. They also understand when a process needs more speed and when it needs better calibration.
What good looks like
A good recruiter does more than fill interviews. They bring clarity to the brief, keep candidates warm, and improve hiring decisions through better process and feedback loops.
- Shortlists are relevant, not broad
- Candidates understand the role and process
- Hiring managers get usable feedback
- Communication stays consistent and timely
- The process moves without losing quality
Adjacent titles
Searches for a recruiter often include terms like talent acquisition specialist, in-house recruiter, sourcer, and talent partner. These titles can overlap, but the focus is different: some roles lean more toward sourcing, others toward full-cycle hiring or advisory work.
If you need a freelancer in Berlin, be clear whether you want someone to run the full process, support only sourcing, or cover a specific function such as tech recruiting or commercial hiring.
Frequently asked questions
What clients ask us most about Recruiters — answered in short.
A recruiter handles the hiring process from intake to offer support. That usually includes sourcing candidates, screening profiles, running first calls, scheduling interviews, and keeping hiring managers informed. In many projects, they also refine the brief when the search is too broad or unclear.
A freelance recruiter makes sense when hiring needs rise quickly, a vacancy is urgent, or internal recruiting capacity is already stretched. It is also a good fit for short-term projects, role launches, and leave coverage. Companies get focused support without committing to a full-time seat.
Look for sourcing skill, structured interviewing, and strong stakeholder management. A good recruiter also needs clear communication, clean process discipline, and the judgment to separate real fit from a polished profile. If the role is technical or senior, domain familiarity matters too.
A recruiter often covers the full hiring flow, while a sourcer may focus mainly on finding and approaching candidates. Talent acquisition specialist is a broader title that can include employer branding, hiring strategy, and process design. In practice, the exact scope depends on the company and project.
Yes. Many searches can be run remotely if the recruiter gets a good role brief, fast feedback, and access to the right tools. For some roles in Berlin, especially senior or culture-sensitive hires, a mix of remote coordination and occasional on-site meetings works best.
Berlin companies often hire recruiters for tech, product, sales, marketing, and operations roles. Startups and scale-ups also bring in recruiters for fast team building, while larger firms may need help with specialist or bilingual searches. The best recruiter adapts the process to the function, not the other way around.
Ask how they would approach the search, where they would source candidates, and how they qualify fit. A strong recruiter gives a clear plan, explains trade-offs, and asks sharp questions about the team and must-haves. References, sample candidate communication, and a recent search story can also show quality.
Freelance recruiters need to be comfortable with changing priorities, fast feedback cycles, and direct contact with hiring managers. They should also be able to document their work clearly so the process stays transparent. In Berlin, English is often enough, but German can be important depending on the client and role.
The average hourly rate for Recruiters in Berlin is 97 €, which corresponds to a daily rate of about 777 € based on an 8-hour working day.
Of the freelancers working as Recruiters in Berlin, 95% hold at least a Bachelor's degree, 73% hold at least a Master's degree, and 14% hold a doctorate.
On average, freelancers working as Recruiters in Berlin have 16 years of professional experience, with a single engagement typically lasting around 2.4 years.
The most common languages among freelancers working as Recruiters in Berlin are German (100%), English (100%), and Spanish (27%).
The most common industries among freelancers working as Recruiters in Berlin are Professional Services (96%), Information Technology (77%), and Retail (54%).
The most common business areas among freelancers working as Recruiters in Berlin are Human Resources (100%), Sales (58%), and Project Management (54%).
FRATCH Recruiters main locations
Our freelancers and interim experts are at home across the DACH region — available on-site in the major business hubs or fully remote. Choose a location to discover matched specialists, local market insights and up-to-date availability.
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Philipp Thomaschewski
FRATCH CEO
