DACH engineering hire
Hire AI evals engineers for your DACH team.
Find an engineer who can show whether an AI change improves your product. We assess test design, human review, model-based grading and regression analysis against the decisions your team needs to make.
Standard recruitment
Your search at a glance
Standard: 18% of first-year salary, paid on placement. No upfront fee; 90-day replacement guarantee. We confirm the fee basis for contractor engagements in your mandate.
- Seniority
- Mid-level · Senior · Staff / Tech Lead
- Compensation guide
- €56–76K indicative annual CEE contractor budget for senior.
- Search markets
- CEE candidates for DACH teams; working-hour overlap and work location agreed in your brief.
Compensation is indicative. We agree the salary band, locations and working-hour overlap before search; the placement fee is separate.
Evidence for your hiring decision
CV evidence, a role-specific technical interview and recruiter notes, with a human review before the shortlist reaches your team.
DACH-specific hiring context
Hire someone who can turn model scores into release decisions.
An evals engineer is useful when model changes are hard to compare, failures reach customers or teams disagree about what acceptable quality means. Start with the decision the evaluation must support: releasing a new model, changing retrieval, expanding to German-speaking users or limiting an agent’s actions. The role needs a clear owner and access to the people who understand the domain.
We assess how candidates build a representative test set, define a rubric, separate development data from evaluation data and explain uncertainty. Ask them to review an evaluation that shows an improvement overall but a regression for an important user group. Their response should connect the evidence to a release decision and further investigation.
When using an LLM as a judge, ask how its scores are checked against human judgements and how disagreements are investigated. Versioned test cases and repeatable comparisons help make changes reviewable. These are practical assessment areas consistent with OpenAI’s evaluation guidance; a tool name alone does not demonstrate them.
For a DACH product, include the languages, document formats and workflows your users encounter. Evaluation work may contribute technical evidence to a wider governance review, but the engineer does not replace your legal or compliance owners. We review job-relevant evidence, including confidential-work alternatives, rather than requiring a particular academic background or public benchmark score.
Across Recruo searches
Our recruitment results so far
Company-wide observations reported by Recruo’s founder on 11 September 2026. These describe our overall experience, rather than a separate cohort for this role or region.
- Pass client technical interviews
≈9/10
Among shortlisted candidates who reach the client’s technical interview stage.
- Candidates the client would offer to
≈4/5
Client willingness to make an offer after assessment. Offers sent, accepted and hires are separate outcomes.
- Completed probation periods passed
100%
All placed candidates whose probation has concluded have passed so far. Ongoing probation periods are excluded.
How to read these results
Pass client technical interviews: Candidates who pass the client technical interview stage, divided by shortlisted candidates assessed at that stage. Around 9 in 10 is an approximate general observation, not a published sample of exactly ten people.
Candidates the client would offer to: Presented candidates the client considers suitable for an offer, divided by candidates presented. Around 4 in 5 describes willingness to offer; it does not mean four offers or hires for every five candidates.
Completed probation periods passed: Placed candidates who passed probation, divided by placements whose probation period has ended. Probation lengths vary by engagement; this is not a 90-day retention measure or a guarantee of future outcomes.
Sample sizes and the reporting period are not yet published. The candidate ratios are approximate; none of these results is a forecast for your vacancy.
Germany budget guide
Plan the salary, contract budget and placement fee.
Swipe across to compare placement fees →
| Seniority | Germany employee salary | CEE contractor budget | 18% of CEE contract budget | 25% of Germany salary (example) | Illustrative fee difference |
|---|---|---|---|---|---|
| Mid-level | €68–88K | €40–55K | €7.2–9.9K | €17–22K | €9.8–12.1K |
| Senior | €98–125K | €56–76K | €10.08–13.68K | €24.5–31.3K | €14.42–17.62K |
| Staff / Tech Lead | €125–155K | €76–102K | €13.68–18.36K | €31.3–38.8K | €17.62–20.44K |
Indicative planning ranges for Germany employee base salaries and CEE annual contractor budgets, not measured market medians or a Switzerland/Austria benchmark. Fees are paid once: 18% of the CEE contractor budget shown versus 25% of the Germany salary shown. The difference combines two effects: different compensation bases and different fee rates. It is not a like-for-like saving on the same salary. Employer taxes, benefits, EOR costs and other engagement costs are excluded. The comparison agency rate is an assumption, not a market-wide standard. Figures are rounded; the fee difference on the same salary is 7 percentage points.
Budget assumptions
Budget the placement fee and the engagement separately.
These ranges are indicative planning estimates, not a measured salary survey or a candidate quote. The local column describes annual employee salary; the CEE column describes annual B2B contract fees. They are different engagement models. Compare employer contributions, benefits, leave, equipment, tax treatment and any EOR fees before comparing total costs. The figures are not a country-specific quote for Austria or Switzerland.
Illustrative fee example: on the same €100,000 first annual salary, Recruo Standard at 18% is €18,000. A hypothetical agency fee of 25% is €25,000, a €7,000 difference. The 25% is a comparison assumption, not a claimed market standard. Table fee differences also reflect different compensation bases; they are not savings from the fee rate alone. For B2B engagements, agree the annual fee basis in the mandate.
First-shortlist timing
Recruo first shortlist: First shortlist in 5 business days after an approved brief and signed mandate
The shortlist starts your interviews; a signed offer is a later milestone. Timing begins after the approved JD and signed mandate.
What affects the start date
No directly comparable market benchmark is presented
Client interviews, offer decisions and notice periods follow the shortlist.
Recruo service commitment for the first shortlist. Interviews, notice periods and the start date follow a separate timeline.
Work-authorisation patterns
- • Confirm the hiring entity, candidate’s actual work location and engagement model before agreeing terms.
- • Review local employment, contracting and work-authorisation requirements for the planned arrangement with the relevant advisers or provider.
- • Germany, Austria and Switzerland need separate country review; a German rule or an EU-region hosting choice is not a DACH-wide clearance.
Level of ownership
Choose a senior engineer to own evaluation design and release evidence. Staff scope can include standards used by several teams, reviewer workflows and resolving trade-offs between product, engineering and domain experts.
Remote setup
Define how the engineer works with domain reviewers, who can label sensitive examples and which environments they may access. Agree meeting hours and the working language before sourcing so evaluation feedback can happen within your team’s process.
Contracting and candidate data: what to agree before search
DACH contracting review
Choose the contracting structure for the actual engagement.
B2B contracting and employment through an EOR are different arrangements. Review employment status, payroll, worker-leasing and local requirements with qualified advisers before the role starts. A foreign registered business is not a blanket exemption from employment obligations.
Privacy and human oversight
Human-in-the-loop is the default, not a retrofit.
A human recruiter reviews shortlist evidence before client handoff. Data-processing roles, notices, retention, hosting and transfer arrangements need to match the engagement. Ask our team for the applicable terms and documentation for your review.
FAQ
Frequently asked questions
Get started
Tell us about your open role
Share your DACH AI evals engineer brief. We agree scope, budget and timing with you; the 5-business-day first-shortlist timeline starts after the brief is approved and the mandate is signed.
Pay on placement
No upfront fee on the Standard plan
90-day guarantee
On Standard: free re-search if hire leaves
Human review
Recruiters review the screening evidence
Also on Recruo
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Further reading
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