xplr.ai connects you with freelance recruiters who live and work in the markets you hire in. Tech talent, executives, industry experts and qualified sales pipeline, sourced in the local language by people who know the local market.
| Role / campaign | Stage |
|---|
Whether you need a backend team in Warsaw, a CFO in Munich, 40 meetings with Nordic IT buyers or 20 expert calls by Friday, the same local network does the work.
Engineers, data and product people hired by recruiters who speak the stack and the language.
Confidential, retained search for C-level, VP and country manager roles, led by senior local partners.
Native-language outbound, appointment setting and campaigns that fill your sales calendar in new markets.
Industry experts for interviews, workshops and research, found and vetted by local recruiters in their own language.
You get one account manager and one contract. Behind it, the right local specialist for each market.
A 30-minute call to define the role or target audience, markets, budget and timeline.
Day 1We assign vetted freelance recruiters based in each target country, matched by sector and seniority.
Day 2 to 3Pre-screened candidates or qualified leads, reviewed by your account manager before they reach you.
Day 10 to 15Offer support, onboarding check-ins and a free replacement if a hire leaves within the guarantee period.
90-day guaranteeEvery country team is made up of independent recruiters who live there. Select a country to see the local bench.
Freelance recruiters bring the network and the language. We bring the process, the contract and the quality control.
| xplr.ai network | Central agency | In-house team | |
|---|---|---|---|
| Local language & market knowledge | Native recruiters in every market | Often run from one hub | Limited to your own offices |
| Speed to shortlist | 10 to 15 days | 3 to 5 weeks | Depends on capacity |
| Contracts & invoicing | One contract, one invoice, EUR | One contract | Internal cost |
| Scale up or down | Add a market in days | Slow to expand | Fixed headcount |
| Recruitment and pipeline | Both, from one partner | Usually one or the other | Separate teams |
| Pricing | Agreed upfront, per hire, meeting or expert call | Often 25%+ of first-year salary | Salaries, tools and job ads |
Our recruiters specialise by sector, so your brief lands with someone who already knows the people you need.
Clear terms, vetted people and a guarantee on every placement. How we work →
Every recruiter passes a track-record check, client references and a trial brief before working on yours.
If a hire leaves within 90 days, we search again at no extra cost.
One agreement, one account manager and one invoice in EUR, however many countries.
We only share a candidate’s CV with their explicit consent, for your specific role.
Typical projects across our four practices, from brief to result. All case studies →
Guides on hiring and growing across Europe. All articles →
How an employer of record compares with setting up a local entity, when each makes sense and the practical risks to check before your first hires.
From the hiring manager briefing to consent and calibration, a step-by-step look at how we screen engineers before introducing them to you.
Practical advice on B2B surveys with senior and niche audiences: tight definitions, shorter questionnaires, mixed sources, verification and incentives.
Most lead generation disputes come from an unclear definition of a qualified meeting. The criteria to agree in writing before outreach begins.
Cash discipline, value creation, fast reporting and exit readiness: what investors usually expect from a portfolio company CFO, and how to assess candidates.
Romania combines a deep engineering base, several strong tech cities and an EU framework. Here is why it attracts nearshore teams and what to watch for.
Many of the most useful experts have never joined an expert network. How to define, find, approach and screen them directly in their own market and language.
Before hiring a salesperson in a new country, test demand. A week-by-week plan for a four-week market entry test and how to turn results into a hire.
Your first country manager builds the market from nothing. Why a commercial builder with local credibility usually beats a seasoned subsidiary administrator.
A step-by-step checklist for opening an engineering hub in Portugal, from choosing a city and employment model to budget, hiring order and onboarding.
How freelance recruiters in Europe can escape the feast and famine cycle through specialisation, adjacent work and the right delivery partner.
The questions to ask your expert network provider before the first call: identity checks, expert confirmations, default exclusions and what happens during the call.
Where Poland's engineering talent sits, how engineers expect to be engaged and how to run a hiring process that does not lose good candidates.
Some senior hires cannot be announced. Here is how a confidential executive search runs, from the internal circle and blind brief to staged disclosure and the offer.
Buyers in the Nordics and DACH speak good English, yet English cold outreach often meets silence. Language, tone, trust and local rules explain why.
Tell us the role or the audience. We will come back within one working day with a plan, the recruiters on it and a fixed price.
Book a callWork independently on briefs from 200+ clients, without chasing new business.
Share a few details and an account manager in your region will reply within one working day.
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