Are you having trouble filling vacancies?
Are you losing the candidates in
the first period due to a mismatch?
Issues that most CHROs, Recruitment Managers, TA Leads, and Agency Directors struggle with: finding candidates and predicting quality.
They do not respond to job vacancies, but rather to opportunities that align with their motivations.
Of the latently available high performers doesn't move on their own.
85%
Candidates
10-20%
Part of the time is for building relationships with the candidate.
The rest is lost to administration and process.
Recruitment
Management
Not visible at the time of hiring, but felt in performance and turnover.
Of the hires turn out to be a mismatch.
20-50%
UP in Business
solves that.
We connect organizations with actively and latently available talent even before a vacancy arises. We leverage Recruitment Marketing Automation for your organization, using behavioral data, personality data, and intrinsic motivation as our compass.
recognize opportunities that align with
their motivations.
Candidates
works directly with talent
That fits the employer identity.
Recruitment
Management
get hires who fit better, perform better, and stay longer.
How UP in Business
solves this for your organization
How do we solve this?
Own talent pool
50 to 80% of hires come from your own talent pool, which we build together with you. Less dependence on LinkedIn and job boards, and more control over recruitment.
Hyper-personalized activation with AI and automation via UPNXT
30-40% faster activation through relevant communication. With our UPNXT platform, we recognize behavioral and performance patterns and communicate in a hyper-personal way. More relevant, more human, and faster.
Activation of intrinsic motivation
Talent doesn't move based on vacancies, but rather on opportunities that align with who they are. We focus on motivation, character, and timing. This prevents costs that can sometimes amount to 30 to 200% of the annual salary per hire.
Quality of the hire as a yardstick
We don't measure by the number of CVs or interviews. We measure by who fits, performs, and stays. High performers deliver at least 50% more value than the average hire.
Quality of the hire.
Proven.
What UP in Business demonstrably changes in terms quality.
Own
talent pool
-50% lower
cost-per-hire
Intrinsic
match
40% better hires:
past performs and remains
Costs
of mismatch
20-30%
of annual salary
Hyper-
personalized
+ AI
5x higher
engagement
