Challenges
A six-month recruiting cycle for a senior engineer means your roadmap slips before the seat is even filled.
Resumes inflate experience. You need someone who can lead and deliver, not learn on your dime.
Many growth-stage companies need a senior architect for six months, not a permanent hire they'll have to manage forever.
A strategic initiative requires skills your current team doesn't have — hiring for it would take longer than the project itself.
How we solve it
Every candidate is technically assessed by Upturn engineers, not recruiters — so you get people who can actually do the job.
Staff augmentation, project-based embedded teams, and fractional leadership — whatever fits your situation.
Results
Methodology
Understand the role, stack, team dynamic, and success definition in detail.
Identify candidates from our vetted network and targeted sourcing.
Technical assessment and behavioral interview by Upturn senior engineers.
Share two to three shortlisted candidates with technical profiles and our recommendation.
Onboard the placed engineer with a 30-day integration plan.
Check in weekly, resolve issues fast, and ensure delivery stays on track.
FAQ
The first consultation is free. Let's find out if this is the right fit for you.