US & Europe
For SaaS companies in the US and Europe. Specialist searches and recruiting support to build your team.
Your first call is with Florian Damian, founder of LevelUP Hire.
See the client workMeet Florian Damian
I founded LevelUP Hire. I’ve hired Juicer’s CTO and first team, specialist AI engineers for Tribe AI, and across departments at Adblock Plus.
On our first call, I’ll help clarify your hiring needs and the next step.
Meet me on LinkedIn ↗Explore the recruitment support in more detail
Different teams, different challenges.
Client engagements through LevelUP Hire. Select a logo to read the story, or swipe and drag to browse.
The brief: senior AI talent for a consultancy delivering with clients.
The work: recruited forward-deployed AI engineers and architects, with technical depth and client-facing work at the centre of the brief.
The scope: US and international hiring.
The challenge: establish a new cybersecurity hub in Romania.
The work: partnered directly with the Romanian CEO and leadership team to recruit senior and expert specialists.
The result: the first ten hires formed the hub’s initial team.
The brief: grow the teams behind a construction technology product.
The work: recruitment across engineering, AI and product.
The result: more than twelve engineering and product hires.
Recruited fintech professionals in Romania for a business developing financial software for banks and other financial institutions.
Hired more than 15 engineers and supported recruitment for the wider roles the company needed as it grew.
Triple develops transaction intelligence for banks and fintechs. Hired early engineers and DevSecOps specialists who helped the remote team scale.
Supported searches for senior product engineers, working with the team to understand backend engineering, architecture and the ownership needed in the role.
Previous in-house roles that shaped my approach.
saas.groupIn-house recruitment experience+The challenge: acquired SaaS products needed teams and a recruiting process.
The work: joined as hire number 35, supported 12 startups and made 50+ senior to C-level hires.
Early and founding engineers, sales, customer support and managers across Seobility, Prerender, ScraperAPI, Pipeline CRM, Rewardful. This work was carried out in my in-house role at saas.group.
MetaIn-house recruitment experience+Recruited senior software and production engineers, trained sourcers across Europe and the US, and was named Sourcer of the Month twice.
Adblock PlusIn-house recruitment experience+Led recruitment for three years while the remote company grew from 50 to 200+ people. Built the hiring process, trained interviewers and supported hiring across departments.
Datadog · sourcing support
Contributed candidate research and pipeline development.
Recommendations about Florian’s work across previous roles and professional collaborations.
“His candidates were always high quality because he pays attention to details and understands the difference between a hire and the right hire.”
“Florian is one of the best technical recruiters I know. He finds excellent people, especially in an early-stage startup or scale-up environment where self-starters are needed.”
“Florian is one of the best recruiters I've worked with, if not the best.”
“Florian is a magician. How he manages to match people to companies is insane.”
The job description is the starting point. The real brief comes from understanding the work with your team.
Tap a step to read more.
Work with leadership and the hiring manager to understand why the hire matters, what success looks like and which trade-offs are possible.
Talk with the people doing the work. Unpack specialist concepts and turn must-have experience into clear screening criteria.
Find and assess relevant people, calibrate against interview feedback, share market insight and stay involved through the offer.
Choose a search fee tied to hiring milestones or an hourly partnership for the recruiting work you need.
Fees are quoted for the scope of work. I’ll confirm the search fee or hourly rate with you before you decide to proceed.
I’ll ask about your hiring priorities, what is getting in the way and the support that would help. Bring a role, a hiring plan or an open question. No presentation needed.
If there is a fit, I confirm the scope, priorities and commercial terms with you before work begins.
Early-stage companies building their first teams, growing businesses and established organisations with technology at their core. Especially when a role is senior, highly specialised or hard to fill, or your talent team needs additional recruiting capacity.
Yes. My experience and professional network are primarily focused on the US and Europe, including remote teams, cross-border searches and new local hubs. Location and working arrangements are agreed for each role.
Use dedicated search for defined hires with an agreed fee and hiring milestones. Choose hourly support when you want recruiting capacity across a changing mix of roles and projects. Both can cover multiple hires. I confirm the scope, fee or rate, and budget with you before starting.
I agree the brief and screening criteria with your team, then use candidate and interview feedback to refine the search. Market insight helps us identify when requirements, compensation or the interview process need another look.
For a dedicated search, if the hired person leaves within the first three months, I run a replacement search at no additional recruitment fee, under the terms agreed for that search.
Bring a difficult role or a growing hiring plan. Leave with a clearer view of the next step.
Can’t find a suitable time? Message me on LinkedIn ↗
