Choose how you want to hire full-time talents with our transparent pricing models.
*For bulk-hiring, contact our enterprise sales team & for contract-to-hire, 10% one-time fee is applicable.
Add-Ons
If you have questions, talk to an expert in the next 30 minutes or as per your preference.
Schedule a callIf you want to know how this works, allow us to give you a demo of the entire process.
Request a demoIf you have clarity and want to start receiving talent profiles for the interview, raise a hiring request.
Sign-upIf you have hired a talent who is managed / on payroll of Uplers, and if you wish to have that talent on your payroll now, the policy of contract-to-hire would apply.
There will be a 7.5% one-time fee of the annual salary post 6 months, and 5% post 12 months respectively.
When you hire someone on short-term, there is a 2-weeks notice applicable.
When you hire someone on long-term, the first 3 months will be considered as probation period, where only 2-weeks of notice period is applicable. However, post probation period / 3 months, there will be a 30-days notice period applicable.
The one big difference is the kind of talent getting attracted. For example, a short-term engagement is typically more than 3 months or less than 12 months. For a limited period engagement, majorly freelancers, contractors would be open to apply. Whereas in the long-term, where the commitment is typically more than 12 months or on-going / indefinite, talents who are already working Full-time in another organizations would apply.
Pay - The pay expectations of talents in the short-term is usually higher than the long-term commitment.
Leaves - In short-term there are no leaves as such applicable, whereas in long-term there would be monthly / yearly defined leaves, just like an employee of the organisation.