Mockup Rise Talent Advisors homepage redesign | Press Hide notes to see the clean page with no explanations on it

Blue boxes are my notes
Each box explains one part of the page: what your site does today, what I changed, and why. They are not part of the design. Press Hide notes at the top to remove them.

Same brand, just tightened
I kept your navy and orange, the navy-to-orange gradient, the orange footer bar, your headline and voice, your real logo and client logos, and your section order. This is the same Rise, not a rebrand.

Built by hand, built to be fast
Your current site runs on Beaver Builder, a page builder that adds extra code. I hand-coded this as one lightweight file, so it loads fast, is fully responsive, and is accessible (keyboard focus and reduced motion). Everything below is the same content as your homepage, restructured for clarity and speed, plus four sections your current homepage is missing.

Hero. Today: your message and stats sit beside the "Need to fill a role" form over a background photo. I kept that split because it works.

Changes: tightened the headline and subcopy so the message lands first, gave the form more room with a clearer Submit button, added a role-type dropdown so the first reply can be useful, and used a soft glow and a faint grid on the navy instead of a heavy photo so the page loads faster. The form validates and confirms in this mockup.

Rise Talent Advisors

Book a call

Founded 2002. National reach.

We're a hiring company.

Direct hire, contract, contract-to-hire, or fractional. Whatever the role, whatever the model, we go find the right person. IT, Fintech, Accounting, Construction, and Operations. Coast to coast.

0+Companies served since 2002

0 yearsOf placing talent that sticks

0Specialty practice areas across IT, Fintech, Accounting, Construction, Manufacturing, and Operations

Need to fill a role?

Tell us about it. We'll respond within one business day.

Trusted-by logos. Kept your real client logos in grayscale, same as your site. Grayscale stops them competing with your orange and reads as "these are clients," not ads. I evened out the spacing and sizing and made them come up to full color on hover.

Trusted by teams at

Precision-driven talent advisory. Kept your copy and your "Discover Our Story" button. Today this section uses a photo collage that is hard to read at a glance. I used one clear photo with your navy over it, added the four hiring models as a short list so the differentiator is visible without reading the paragraph, and put a small card on the photo. Swap in a real photo of your team and it is done.

A recruiter and a candidate talking across a table in a bright office

Owner-level attentionAn account rep and a recruiter on every search

Precision-driven talent advisory

The candidates you actually want to hire.

Rise Talent Advisors connects companies with the candidates they actually want to hire. Direct hire, contract, contract-to-hire, or fractional. Our boutique approach means every search gets owner-level attention, not a junior recruiter and a copy-paste job description.

Direct hire
Contract
Contract-to-hire
Fractional

Discover our story

What sets our hiring model apart. Kept your three points and their copy. I put each on a clean card with an orange icon tile that matches your existing orange icon style, so the section scans in a few seconds.

What sets our hiring model apart

Focused advisor attentionDedicated oversight for every active role. We pair an account representative with your recruiter for every search, with a personal touch.
Flexible hiring structuresDirect hire, contract, contract-to-hire, or fractional. Whatever way you need to bring talent in, that's the way we'll structure it.
Nationwide staffing reachA national network across tech, finance, construction, and operations. We place wherever your business operates. Headquartered in Lehi, Utah.

How it works. New section. Your homepage says what you do and who you serve, but never what happens after someone fills in the form. Four steps with rough timings, so a hiring manager can picture the engagement before they call.

How it works

From first call to signed offer

The same process on every search, whether it is one role or a whole team.

Intake call

Fifteen minutes on the role, the team, the comp band and what "good" looks like. An owner is on that call.

Day 1

Targeted search

We go after people who are doing the job now, not whoever is on a job board. Every candidate is screened by a person.

Days 2 to 7

Shortlist

A short list of genuinely qualified people, with notes on each. You interview, we handle the scheduling and the feedback loop.

Week 2

Offer and start

We manage the offer, the counteroffer conversation and the notice period, then stay in touch through the first 90 days.

Weeks 3 to 6

Stats band. Unchanged in substance: your navy band with orange numbers. I standardized the spacing and made the numbers count up when the band comes into view. One flag: the third stat on your current site reads "Days" with no number in front of it, which reads as an unfinished placeholder, so I left it out here. Give me the real figure and I will put it back in.

Companies served

2002

Year founded. Two-plus decades of placements.

Owner-operated and accountable

Roles we fill. New section. "IT, Fintech, Accounting, Construction, Operations" is broad enough that a hiring manager cannot tell whether you fill their specific role. Listing the actual titles answers that in two seconds, and it gives the page real words for the searches people run.

Roles we fill

Titles we place, every week

A sample from each practice area. If your role is not listed, it is still worth a call.

Backend EngineerFull Stack EngineerDevOps EngineerSite Reliability EngineerData EngineerQA LeadProduct ManagerEngineering ManagerSolutions ArchitectIT DirectorHelp Desk LeadSecurity Analyst

Placed on direct hire, contract, contract-to-hire and fractional terms.

Industries. Kept the three links to your existing tech, construction, and operations pages. Today these are photo cards with text that is hard to read against the image. I kept the photos and put your navy gradient over them, so the type stays legible and the cards match the rest of the page. Your own industry photos drop straight in.

Simplify hiring across industries

A team of developers working together in a modern tech office

For candidates. New section. Right now your homepage speaks only to companies, so a candidate who lands here has nowhere to go, and candidates are half of what a staffing firm needs. A short block and a live roles list gives them a path without taking attention away from hiring managers.

For candidates

Looking for your next role?

We work the same way with candidates as we do with clients: a real conversation, an honest read on whether a role fits, and no resume blasting. Send us your resume once and we will only call when something is genuinely worth your time.

Browse open roles Send us your resume

Recently postedUpdated today

Senior Backend EngineerLehi, UT · Hybrid · $160k to $190kDirect hire

Assistant ControllerSalt Lake City, UT · On site · $115k to $135kDirect hire

Heavy Civil SuperintendentBoise, ID · On site · $130k to $155kDirect hire

Payments Product ManagerRemote, US · $145k to $175kContract to hire

FP&A AnalystDraper, UT · Hybrid · $95k to $110kContract

Closing call to action. Kept your navy-to-orange gradient and your copy. This is one of the strongest parts of your current site, so I left it alone and only tightened the spacing and buttons.

Need to hire? Let's talk.

One 15-minute call. No pitch, no pressure. You describe the role, and we'll tell you straight whether we're the right fit. If we're not, we'll point you somewhere that is.

Book an intro call Call (801) 560-5555

Footer. Kept your layout, orange section labels, and the orange bottom bar. Same information, cleaner alignment, plus links to the two new sections.