You've tried LinkedIn. You've tried the global staffing firms. You've tried posting roles and waiting. Uplyft Talent is what you try when you need the role filled — tech or otherwise — not fed into a pipeline. Engineering is our flagship; finance, sales, marketing, operations, and executive leadership run on the same operating standard.
Every hiring team has the same four complaints. We built Uplyft Talent to fix them.
| In-house | Global firms | Uplyft Talent | |
|---|---|---|---|
| Time-to-shortlist | 30–60 days | 14–30 days | 10–14 days |
| Technical literacy | High | Variable | Consistent (ex-engineers) |
| Fee structure | Salary load | 25–30% of base | 18–25% of base |
| Cross-border capable | Sometimes | ||
| AI-native platform | No (bolt-on CRMs) | ||
| Dedicated accountability | Variable | Named senior recruiter | |
| Replacement guarantee | — | Varies | 90 days, standard |
Day 0
A 5-minute form below. We acknowledge within 2 hours during business days.
Day 1–2
A 45-minute conversation with your hiring manager. We ask hard questions about the role, the team, the comp band, and what "great" looks like. You walk away with a written brief to approve.
Day 3–5
We calibrate the search with 3–5 sample profiles before we go wide. You tell us what resonates and what doesn't. This avoids the classic "30 bad profiles" problem.
Day 5–14
We source, screen, and assess. You get a weekly written update with pipeline math — how many we've reached out to, how many responded, how many passed our first screen.
Day 10–14
4–6 candidates, each with a structured technical assessment, a calibrated fit score, and our honest take. Not a resume pile.
Day 14–28
We coordinate scheduling, gather feedback, handle references, and help structure the offer. If the first shortlist misses, we reset with no additional fee — but it rarely happens.
Day 28+
90-day replacement guarantee. Monthly check-ins with you and the placed candidate for the first 90 days. If the hire isn't working out, we tell you before you tell us.
We're early. You'll see real case studies here once clients have lived with our work long enough to have an opinion worth publishing. In the meantime, ask us directly — we'll share early engagements under NDA.
Both. Technical recruiting is our flagship specialty — ex-engineer recruiters, structured technical screens, AI-native sourcing. Around that core we run senior searches in finance, sales, marketing, operations, people, and executive leadership. The screening disciplines change per function; the operating standard (written briefs, weekly updates, named senior recruiter, 90-day replacement guarantee) stays the same.
First shortlist for a standard senior role: 10–14 days. Executive search: 3–5 weeks to a shortlist. Urgent roles: we can go faster, but we won't pretend to — we'll tell you what's realistic on the intake call.
Both. Permanent placement, embedded retainers, and contract-to-hire. For pure contracting, we recommend being honest about that upfront so we can structure the engagement correctly.
Technology is our flagship: Engineering (backend, frontend, mobile, infra, ML/AI, platform, security), Product (PM, PMM, research), Data (analytics, engineering, science), Design (product, systems), and Technical leadership (CTO, VP Engineering, Head of Data, EM). Beyond tech, we run senior searches in Finance (CFO, VP Finance, Controller, FP&A leadership), Sales (VP Sales, Head of Revenue, RevOps leadership), Marketing (CMO, VP Marketing, Growth leadership), Operations (COO, VP Operations, Head of People, CHRO), and Executive leadership (CEO, General Manager, divisional presidents) for operator businesses and specialized industries. If your role is outside this, we'll tell you and refer you.
Permanent placement: 18–25% of first-year base salary, success-fee only, payable on start with a 90-day replacement guarantee. Retained and embedded engagements have different structures — we'll walk through pricing on the intake call. No sticker shock, no hidden fees.
Both, with different service lines. Series A–D startups tend to use permanent placement and embedded retainers. Enterprise and scale-ups tend to use executive search and team-as-a-service. If we're not the right fit for your stage, we'll say so.
Yes — that's a primary use case. We handle the recruiting; we coordinate with your local counsel or EOR for employment and compliance.
Yes. Exclusivity comes with a reduced fee and a committed timeline. Most of our repeat clients work with us exclusively on key roles.
Within 90 days: free replacement search. Day 91–180: reduced fee replacement. We don't play lawyer games with these — if we delivered a bad match, we own it.
Five minutes. Straight to the hiring manager. No “SDR will follow up.”
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