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For employers

Build your workforce with more confidence

Baltu helps employers build talent pipelines, prepare people for the work, make more informed hiring decisions, and keep developing employees after they join.

Talk with our teamSee learner pathways

One platform for pipeline, hiring, and development

Baltu works with companies that want to embrace skills-based hiring, build early-talent pipelines, and strengthen workforce development.

Three technicians in cleanroom garb walking down a yellow-lit fab corridor

Build your talent pipeline

Connect with high schools, colleges, military communities, nonprofits, and workforce partners. Create awareness for your opportunities before candidates begin their job search.

Quality inspector measuring a precision part with a height gauge on a granite surface plate

Hire with more confidence

Give candidates a realistic view of the role and see evidence of their training, initiative, aptitude, and skills, reducing uncertainty in the hiring process.

Senior cleanroom technician showing a colleague a procedure at a process tool

Develop your workforce

Continue the training pathway after hire. Help employees build skills for their current role, close skill gaps, and prepare for future opportunities.

How Baltu works for employers

  1. Plant manager walking a visitor through a modern manufacturing hall

    Connect

    Reach the talent pools and partners relevant to your workforce needs.

  2. Young worker being trained at a manual lathe in a training workshop

    Prepare

    Give candidates job-aligned training and a realistic understanding of the role.

  3. Technician testing a circuit board with a multimeter's red and black probes

    Evaluate

    Assess skills, readiness, and fit using skills profiles and assessments.

  4. Technician and team lead reviewing production dashboards on a factory floor

    Develop

    Grow employees after hire with focused training and career pathways.

Pre-hire solutions

Build a stronger pipeline before candidates ever apply

Reach emerging talent earlier, prepare people for the work, and reduce uncertainty about readiness and fit.

Lineworker apprentice preparing equipment beside a utility bucket truck

Talent development pipeline

Meet your future hires before your competitors even post the job.

Own your talent pipeline instead of competing for it. Reach future hires in high schools, colleges, and military communities before they ever hit the open job market.

  • Build awareness of your opportunities with people who may not otherwise find them
  • Partner with schools, colleges, military communities, nonprofits, and workforce programs
  • Reduce early turnover by setting realistic expectations about the role from day one

First 30 days of readiness

New hires who show up already trained on the work, not learning it on your clock.

People who trained on the actual job contribute sooner, need less supervision, and cost far less to onboard.

  • Job-aligned training that builds a strong foundation for the first 30 days
  • Core skills, knowledge, and role expectations introduced before day one
  • Less onboarding effort and faster time to productivity
Cleanroom technician inspecting a photomask at an inspection station
Technician working with three-dimensional verification equipment

Aptitude, attitude, and skills fit

Hire on proof of skills and initiative — not résumé promises.

See the evidence a résumé can’t show: initiative, follow-through, and real skills, all before you make the offer.

  • Spot candidates who demonstrate initiative, follow-through, and work ethic
  • Skills profiles show existing strengths and remaining gaps at a glance
  • Make hiring decisions with less uncertainty about readiness

Pre-apprenticeship & apprenticeship programs

Turn entry-level hiring into a pipeline of proven, committed talent.

Give apprenticeship and entry-level candidates a structured pathway with clear milestones — so the people who reach you have already demonstrated readiness.

  • Skills-based pre-apprenticeship pathways for apprenticeship and entry-level roles
  • Job-aligned learning with progress tracking and clear milestones
  • Participants demonstrate readiness before taking the next step
Engineer and apprentice in cleanroom suits working on a complex semiconductor tool
Cleanroom technician inspecting a wafer under a microscope

Candidate assessment

Know what a candidate can actually do before the first interview.

Assess real skills against your own job description, so interviews start from evidence instead of guesswork.

  • Familiarize candidates with the job before they apply
  • Customizable assessments, including video and audio, aligned to your job description
  • Evaluate relevant skills and experience beyond the résumé

Hire with confidence, pay when you hire

Zero cost until you make a hire. Your investment is tied to the outcome.

Post jobs, view candidates, and run interviews for free — you pay only when someone joins your team.

  • Post a set number of jobs for free and showcase what makes your company a great place to work
  • View and interview candidates from your talent pipeline at no cost
  • Pay only when you make a hire
Data center technician connecting fiber patch cables at a server rack

Ready to build your talent pipeline?

Start with job-aligned training, candidate visibility, and interviews at no cost. Pay when you make a hire.

Post a job for free
Lead technician coaching a newer employee who follows a training lesson on a tablet beside a CNC machine

Post-hire workforce development

Your LMS, training content, and internal pathways in one place

The same platform that builds your pipeline doubles as your learning management system after hire — so training, apprenticeships, and career progression all live in one system.

  • A full LMS: assign courses to teams or individuals, set due dates, and track completions
  • Ready-to-use training content for technical roles — plus SCORM import for the courses you already own
  • Apprenticeship programs with job-aligned learning, progress tracking, and clear milestones
  • Internal pathways that map employees to next roles, close skills gaps, and support internal mobility
Explore workforce training

Employer capabilities

Bring your workforce development and talent strategy into one connected platform.

Built-in LMS

Assign learning, track completions, and see skills profiles and skills-gap insights across your teams.

Your training content, imported

Bring in SCORM courses you already own and combine them with Baltu content and role-aligned pathways.

Build role-ready pathways

Connect courses, assessments, projects, and evidence of qualification into one pathway.

Develop internal mobility

Prepare employees for next roles and progression milestones.

Strengthen hiring pipelines

Prepared candidates, job-aligned assessments, and talent-development support.

Featured pathways

Examples of pathways available or currently in development.

  • Semiconductor Operator
  • Semiconductor Technician
  • Manufacturing Technician
  • Low-Voltage Technician
  • OSP Field Inspector
  • Broadband Technician
  • Fiber Optic Technician
  • Data Center Facilities Technician
  • HVAC & Mechanical
  • Electrician
  • Commissioning: Data Centers & Mission-Critical Facilities
  • Mechanical Assembly
  • Electrical Assembly
  • Logistics Associate
  • + More pathways in development

Find the right approach for your workforce

Explore Baltu’s employer solutions, from free job posting and candidate access to tailored training and workforce programs.

Talk with our teamSee learner pathways