Frequently asked questions

Our recruitment process is built around understanding the business first and searching second.

We start with a detailed role briefing to understand the company, team structure, business context, hiring priorities and candidate profile. From there, we move through market mapping, targeted sourcing, screening and in-depth interviews, candidate presentation, interview coordination, offer management and follow-up through the probation period.

You can find the full step-by-step process on our Services page.

Most searches take approximately 3 weeks to 2 months, depending on the seniority of the role, location, specialization, compensation range and complexity of the requirements.

Highly specialized and executive searches may take longer, particularly when the relevant talent pool is limited.

We deliberately prioritize quality and long-term fit over speed or volume. Our goal is not simply to close a vacancy as quickly as possible, but to find someone who genuinely fits the role, business and team.

We work across both leadership and specialist positions, including Executive Search, Sales & Business Development, Partnerships, Payments, Finance, Product, Operations, Legal & Compliance, Account Management, Affiliate, Marketing, Support and Retention Management among others.

Our searches range from individual contributors and highly specialized experts to Heads of Function and C-level executives.

We can also work with niche or newly created positions where the profile is not yet clearly established on the market. In these cases, we help define the candidate profile and map the relevant talent pool before starting the search.

Our core search geography covers Tier 1 and Tier 2 European markets, as well as CIS talent markets.

We also have recruitment experience across Africa and Latin America. For specific hiring needs, we can also discuss selected searches across Asian markets on a case-by-case basis, depending on the role, location and required expertise.

Yes. Executive Search is one of ARVO Talent’s core areas of expertise.

Executive hiring requires a different approach from standard recruitment. Many of the strongest senior professionals are not actively looking for a new role and may never appear in a traditional applicant pipeline.

For these searches, we combine direct headhunting with industry mapping, professional communities, trusted referrals and recommendations from senior professionals within the market.

Our assessment goes beyond the candidate’s CV and interview performance. We evaluate their actual scope of responsibility, leadership experience, business impact, decision-making approach and relevance to the company’s current stage and challenges.

For executive searches, we can also conduct background and reference checks, collecting feedback from previous managers, colleagues or relevant business stakeholders to validate the candidate’s track record, leadership style and professional reputation before the final hiring decision.

This gives our clients a more complete picture of the person behind the CV – particularly when hiring for roles with significant business responsibility.

Team building from scratch is a significant part of our experience.

Our recruiters have built complete functions for FinTech, payments, iGaming and other digital businesses – including Sales & Business Development, Finance, Operations, Support, Account Management, Product, Affiliate, Retention and Performance Marketing teams.

This experience also helps us understand how individual hires fit into a wider organization: what seniority is actually required, how responsibilities should be divided, which profiles should be hired first and how the team can scale afterwards.

For larger hiring projects, we can work with the client on a complete team-building strategy rather than treating every vacancy as an isolated search.

We go significantly further than CV matching.

Every candidate is evaluated against both the role requirements and the business context behind the position. Depending on the search, our assessment can cover industry and functional relevance, actual scope of responsibilities, measurable achievements, motivation, career decisions, compensation expectations, notice period, location and mobility, language proficiency and cultural fit.

During interviews, we use a combination of competency-based, behavioral, situational and case-based questions to understand not only what a candidate has done, but how they think, make decisions, solve problems and operate in real working situations.

We also assess communication style, motivation, expectations and potential risks before presenting the candidate.

The result is a curated candidate profile with our recruitment assessment and relevant context – not simply a forwarded CV.

There is no fixed CV quota because the available talent pool varies significantly between searches.

As a general benchmark, we aim to introduce approximately 2–5 qualified candidates per week per active vacancy, depending on the role, its priority, geography, seniority and the availability of genuinely relevant candidates on the market.

For highly specialized or executive positions, the number may be lower.

We prefer a smaller, carefully selected shortlist over sending candidates simply to increase volume.

Our standard cooperation model includes a replacement policy.

The recruitment fee is divided into two parts: the first payment is made when the candidate starts, and the second after successful completion of the probation period.

If the candidate leaves or does not successfully complete probation within the agreed guarantee conditions, we reopen the search and provide a replacement without an additional recruitment fee.

The remaining part of the original fee becomes payable once the replacement candidate successfully completes their probation period.

Yes. Confidential recruitment is particularly relevant to the industries we work with and to executive-level searches.

We can conduct the entire search under ARVO Talent branding, without publicly disclosing the client’s identity. The company name does not need to appear in the vacancy, sourcing communication or public job listings.

Where required, we can also work under an NDA and disclose the client’s identity to candidates only at an agreed stage of the process.

To start effectively, we need the core information about the position: role brief, must-have requirements, compensation range, location or work format, reporting line and hiring process.

We also strongly recommend a short briefing call before launching the search.

This allows us to understand the company beyond the job description – its business model, organizational structure, current challenges, team dynamics, management style and culture.

That context helps us assess cultural fit alongside professional fit and represent the opportunity accurately when approaching candidates.

The better we understand your business, the more precise the search becomes.

Terms are agreed individually, depending on the type and complexity of the search.