Hire entry-level talents
from a ready pipeline
— not from scratch.
Liftoph builds a role-specific hiring pipeline for you — where candidates are already trained, evaluated, and proven before you interview them. No sourcing cycles. No resume filtering. No training lag. Just job-ready candidates you can confidently hire from day one.
The agency fee is the smallest cost. Ramp time and attrition are
what actually hurt you.The agency fee is the smallest cost. Ramp time and attrition are
what actually hurt you.
Most teams optimise for the visible cost — the recruitment fee. But the real cost of hiring a fresher shows up after the offer is rolled out. Factor in screening time, ramp delays, and early exits, and you're not paying ₹30–40K per hire — you're paying ₹1.25 lakh+ per successful, retained hire.
The fee is just the entry point
Agencies charge ~8.33% of CTC — but that's before internal bandwidth, screening cycles, and coordination overhead even begin.
3–6 months to reach full productivity
A cold hire needs time to learn tools, processes, and team dynamics — during which output is limited and supervision cost is high.
Up to 30% attrition in the first 90 days
Expectation mismatch and poor role-fit lead to early exits — forcing you to re-hire and restart the cycle.
You're deciding on incomplete signals
A resume and a few interviews don't capture consistency, coachability, or real job performance — the factors that actually predict success.
≈ ₹1.25 lakh
per *successful, retained* hire — most of it invisible, buried in
time, inefficiency, and rework.
*Illustrative, based on published Indian entry-level hiring benchmarks. Actual figures vary by role, sector, and city. Liftoph's own outcome data will be reported transparently as cohorts complete.
You define the role. We build the
pipeline. You hire with proof.You define the role. We build the
pipeline. You hire with proof.
A structured, outcome-driven system, designed so you only hire candidates who have already demonstrated they can perform in your role.
Define the role — with precision
We work with your hiring team to break the role down into what actually matters:
Core skills and workflows- The real tasks the job requires
- Performance benchmarks for success
- Your tools, standards, and expectations
The pipeline is built for your exact hiring need — not a generic curriculum.
Build and train your pipeline
We source, screen, and onboard a cohort aligned to your role — then train them on job-simulated tasks, not theory.
- Attendance-gated participation
- Continuous performance tracking
- Real work scenarios mapped to your job
- Trained for one role, not "employability"
You don't get learners. You get talents in progress.
Evaluate with Proof-of-Work
Every candidate is assessed on actual performance — not resumes — across four structured stages:
Calibration
Baseline skills and starting level are established against the role's benchmarks.
Execution
Candidates do real, role-mapped tasks — scored on quality and reliability.
Simulation
Job-simulated scenarios and mock interviews mirror your actual workflows.
Validation
Independent assessors confirm role-fit and produce a final score.
Interview and hire with confidence
You meet only the top-performing talents from your pipeline.
- Pre-qualified, role-ready talents
- Faster interview-to-offer cycles
- Higher confidence in selection
- 90-day post-placement support included
You're not guessing anymore. You're selecting from proven talent pool.
A record of what they actually did — not a resume of what they claim.
For every candidate, you get a Liftoph Proof-of-Work Hiring Profile: an online profile that documents what they did and achieved across the bootcamp stages — their tasks, scores, and assessments. It isn't a list of self-reported skills or a guarantee. It's the evidence of how they performed, so you can judge for yourself before you interview.
What the profile shows:
Task performance scoresConsistency and reliability metricsCoachability and improvement curvesMock interview evaluationsFinal role-fit scoreBenchmarked against peers in the cohortEvery cohort is built so that only candidates who meet defined performance thresholds move forward into your hiring pipeline.
You don't just hire better. You
remove the reasons hires fail —
before they join.You don't just hire better. You
remove the reasons hires fail —
before they join.
Most attrition isn't random. It comes from poor role-fit, unclear expectations, and weak evaluation signals. Liftoph solves these before the offer is made — not after.
Role-specific by design
Every pipeline is built for a single role — using your actual tools, workflows, and expectations.
Hires don't "adjust later" — they start aligned from day one.
You hire on performance, not assumptions
Instead of resumes and interviews, you see weeks of actual work, scores, and feedback.
You're not guessing fit — you're observing it.
Candidates experience the job first
They go through real tasks, expectations, and workflows during the pipeline — before committing.
The ones who accept already understand the role — reducing drop-offs.
Built-in cohort effect
Candidates train together and often join teams in clusters.
Early belonging is one of the strongest drivers of retention.
90-day structured support
We stay involved during the highest-risk period after hiring.
Early friction is resolved before it turns into a resignation.
Aligned incentives with your outcomes
For eligible partners, our model is tied to successful hiring and retention — not just placements — plus a free trained replacement if a placement leaves early.
We win when your hires stay and perform.
Role-specific by design
Every pipeline is built for a single role — using your actual tools, workflows, and expectations.
Hires don't "adjust later" — they start aligned from day one.
You hire on performance, not assumptions
Instead of resumes and interviews, you see weeks of actual work, scores, and feedback.
You're not guessing fit — you're observing it.
Candidates experience the job first
They go through real tasks, expectations, and workflows during the pipeline — before committing.
The ones who accept already understand the role — reducing drop-offs.
Built-in cohort effect
Candidates train together and often join teams in clusters.
Early belonging is one of the strongest drivers of retention.
90-day structured support
We stay involved during the highest-risk period after hiring.
Early friction is resolved before it turns into a resignation.
Aligned incentives with your outcomes
For eligible partners, our model is tied to successful hiring and retention — not just placements — plus a free trained replacement if a placement leaves early.
We win when your hires stay and perform.
A relationship model, not a
transaction.A relationship model, not a
transaction.
Agencies and job boards optimise for the moment of hire, then disappear. Liftoph is built around what happens before and after.
Swipe to compare
Whether you hire two people or
two hundred.Whether you hire two people or
two hundred.
Different employers join Liftoph differently. Pick the model that fits how — and how much — you hire.
GCCs & large hirers
Sponsor dedicated, role-specific pipelines and build a repeatable entry-level hiring engine that bypasses crowded campus drives.
Dedicated & annual pipelinesStartups & product companies
Hire pre-vetted, role-ready talent in small batches without an in-house training function — fast, with no procurement maze.
On-demand & dedicatedBPO & customer-experience
Fill high-volume entry roles with candidates trained for the work and supported to stay — directly targeting your attrition pain.
Volume pipelinesSMEs & growing businesses
Need just one or two good people? Hire from existing cohorts and pay only when you hire — no upfront cost.
On-demand hiringChoose how you want to hire. Build for the outcomes you need.Choose how you want to hire. Build for the outcomes you need.
Whether you're hiring today, hiring repeatedly, or building a long-term hiring infrastructure, Liftoph has a model designed for your hiring needs.
Hire now from a ready pool
Pay-Per-HireBest for: teams hiring now
Access pre-validated talents from existing cohorts- Evaluated across calibration, execution, simulation & validation
- Full Proof-of-Work Hiring Profile on every candidate
- Interview-ready, role-trained talent
- Pay only when you hire
👉 The fastest way to replace agency hiring.
Urgent hiring
Option 1 — hire from talent pool in current and upcoming cohorts.
Own a dedicated pipeline
Dedicated CohortBest for: teams hiring repeatedly for the same role
- We build a dedicated hiring pipeline around your roles and workflows
- Candidates are trained specifically for your job
- First access to the entire cohort
- Continuous evaluation with Proof-of-Work profiles
- Hire over time from your own pipeline
👉 This is not a service. This is your own hiring system.
Repeat hiring
Option 2 — your own role-specific pipeline you hire from over time.
Set your hiring infra
EnterpriseBest for: high-growth teams & enterprises
- Multiple roles, multiple pipelines, year-round
- Dedicated partnership & reporting
- Priority pipeline creation
- Volume-based pricing
- Retention-linked commercial models
👉 Replace fragmented hiring channels with hiring infrastructure.
Hiring at scale
Option 3 — Liftoph as your year-round hiring engine.
Hire now from a ready pool
Pay-Per-HireBest for: teams hiring now
- Access pre-validated talents from existing cohorts
- Evaluated across calibration, execution, simulation & validation
- Full Proof-of-Work Hiring Profile on every candidate
- Interview-ready, role-trained talent
- Pay only when you hire
👉 The fastest way to replace agency hiring.
Urgent hiring
Option 1 — hire from talent pool in current and upcoming cohorts.
Own a dedicated pipeline
Dedicated CohortBest for: teams hiring repeatedly for the same role
- We build a dedicated hiring pipeline around your roles and workflows
- Candidates are trained specifically for your job
- First access to the entire cohort
- Continuous evaluation with Proof-of-Work profiles
- Hire over time from your own pipeline
👉 This is not a service. This is your own hiring system.
Repeat hiring
Option 2 — your own role-specific pipeline you hire from over time.
Set your hiring infra
EnterpriseBest for: high-growth teams & enterprises
- Multiple roles, multiple pipelines, year-round
- Dedicated partnership & reporting
- Priority pipeline creation
- Volume-based pricing
- Retention-linked commercial models
👉 Replace fragmented hiring channels with hiring infrastructure.
Hiring at scale
Option 3 — Liftoph as your year-round hiring engine.
New, and transparent about it.New, and transparent about it.
We're building Liftoph in the open. Rather than borrowed statistics, here's the standard every cohort is run to — and we'll publish real outcome data as cohorts complete.
Attendance-gated
Engaged from day one
A refundable commitment deposit keeps attendance high, so you aren't funding empty seats — candidates earn it back by showing up and completing.
Independently validated
Proof you can trust
Final assessments and mock interviews are run by neutral parties — never by the trainers — so the Proof-of-Work Profile you receive is credible.
Outcome-aligned
We're paid when you hire
You pay to hire, not to train. For eligible partners we tie part of our fee to retention — our incentives are aligned with yours from the start.
Tell us the role. We'll build the pipeline.
Share what you're hiring for and how many — we'll come back with a pipeline plan, a timeline, and a quote tailored to your team.