matchr
    Embedded RPO for Technology

    What do Miro, Deel, and TikTok have in common?

    They all use Matchr embedded recruitment and sourcing teams to hire engineering and go-to-market talent across every market they operate in.

    What do Miro, Deel, and TikTok have in common?

    100+ scale-ups and global enterprises trust Matchr

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    Five things we hear in conversations with tech talent leaders.

    Engineering and GTM at the same time

    Senior engineers across time zones plus GTM standing up in new markets. One internal team can't credibly move at both speeds.

    Hiring across multiple regions

    Your hiring shifts every quarter. Berlin, Amsterdam, Armenia, Singapore, Brazil. A single-office TA team can't keep up.

    Speed without dropping the bar

    Lowering the bar to hit headcount costs more than the days saved. One wrong senior hire delays a quarter.

    Bigger plan, smaller budget

    Boards want growth. CFOs want efficiency. Talent is expected to hit aggressive plans on a leaner budget.

    Building a TA function from scratch

    Operating model, ATS, sourcing playbooks, interview frameworks. From zero, on deadline.

    Why it works

    What makes this work.

    Experience in tech hiring

    Our team comes from technology recruiting, not generalist agencies. They read a CV like an engineer would.

    Built for global hiring

    Open a new hub without renegotiating. Miro added Armenia after Berlin and Amsterdam. Deel added LATAM and APAC.

    Engineering, Product, G&A, GTM

    We recruit for different roles. Software, AI/ML, data, infra, sales, marketing, customer success, etc.

    Lower cost than agencies

    Clients see at least 200% cost efficiency vs. their previous agency spend. Deel landed at 218%.

    How Matchr works inside your team.

    Fully embedded

    Matchr embeds senior talent partners inside your team. Same Slack, same standups, same priorities.

    Multi-regional coverage

    Talent partners in Europe, US, LATAM, and APAC. New hubs don't need a new contract.

    Flexible hiring capacity

    Scale up or down quickly depending on your hiring needs.

    Reporting in your ATS

    Metrics and reporting inside your existing tooling. All the data stays with you.

    Some results from our partnerships

    218%Cost efficiency at Deel
    3 hubsEngineering teams built for Miro
    3 marketsGTM teams launched with TikTok
    0 → ScalableTA function built at Everfield

    Global footprint

    Global in scale,personal in approach

    Local talent partners and sourcers who know the market, the compensation norms, and the cultural context.

    A central operating model keeps delivery predictable across borders.

    Matchr global footprint

    Selected work

    Four tech companies. Four very different needs. Same model.

    See how embedded RPO has looked inside Deel, Miro, TikTok, and Everfield.

    Alan Price
    Deel

    218%

    more cost-efficient than traditional models

    "Matchr onboarded very quickly and started to deliver in their first month already."

    Alan Price

    Global Head of Talent Acquisition at Deel

    Maria Ivashko
    Miro

    33

    hires in 9 months (Berlin)

    "Matchr has been key to scale the engineering team in Berlin. They truly stood out how they worked as a partner."

    Maria Ivashko

    ex-Recruitment Lead at Miro

    Katie Evans
    TikTok

    28

    hires in 6 months

    "Matchr helped us close our roles in record time. It was an absolute pleasure to work with them!"

    Katie Evans

    Senior Talent Partner - Global Business Solutions at TikTok

    Brandon Poyner
    Everfield

    14

    critical HQ hires

    "Matchr's regular comms and support were invaluable, and the quarterly reviews were game-changers."

    Brandon Poyner

    Director, Talent Acquisition at Everfield

    See all case studies

    What to expect

    How we start, and how we keep going.

    Four phases. The team is live in two to three weeks. Then we keep going.

    01

    Strategy alignment

    We map your hiring plan, identify the real constraints (geography, function, seniority, time-to-hire), and design the team around them.

    02

    Embed the team

    We embed talent partners and sourcers inside your structure in two to three weeks. Same tools, same Slack, same standups. Your hiring managers get capacity, not more meetings.

    03

    Pipeline and execution

    Sourcing, screening, interviews, offers. All shoulder-to-shoulder with your hiring managers. Reporting in your ATS, not ours.

    04

    Measure and adjust

    Weekly metrics, quarterly review. The team scales up when your plan grows and scales down when it shifts. No renegotiation.

    How we work with technology companies

    Let's talk

    One of our senior members will review your message and reach out within one business day.

    Matchr senior recruiter