About TalentSync
TalentSync is a technology recruitment and engineering talent partner based in Chișinău, Moldova. It helps European and international product companies build their technology teams through direct B2B recruitment, flexible hourly collaboration, or complete software development outsourcing, with vetted senior engineers from Eastern Europe.
It has operated since 2020 and is run by Victor Uncuta, who handles every client relationship personally.
TalentSync at a glance
- Legal name
- S.R.L. “UNQENERGY”, trading as “TalentSync”
- Founded
- 2020
- Headquarters
- Chișinău, Moldova
- What it does
- Technology recruitment, hourly engineering collaboration and software development outsourcing
- Who it serves
- European and international product companies
- Talent sourced from
- Eastern Europe — Moldova, Romania, Ukraine, Poland
- Engagement models
- Direct B2B recruitment; hourly collaboration; software development outsourcing
- Delivery control
- Clients choose how much of the delivery they keep in-house: hire an engineer directly, add hourly capacity to an existing team, or hand a complete project to a dedicated TalentSync team.
- Specialisms
- AI/ML, backend, DevOps, QA, full-stack engineering
- Contact
- victor@talentsync.eu · +373 68 300 700
Who you work with
Every search runs through one person. Victor Uncuta takes the brief, writes the search, approaches engineers directly, runs the first technical conversation and stays with the engagement through your interviews to signature. There is no account manager between you and the work and no handover to a delivery team once terms are agreed: the person who agreed the shortlist criteria with you is the person who calls when a candidate turns an offer down, and the person who goes back out to the market that week. The trade is worth stating plainly — you get one person's judgement, and you also get one person's bandwidth.
Engineering hiring is a different job from generalist recruitment, and treating them as the same job is how a shortlist fills up with keyword matches. Screening a backend engineer means reading the actual work: what they owned in production rather than what the team shipped, what they have had to debug under load, whether the stack listed on the CV is the stack they wrote or the stack that happened to surround them. That takes a conversation with the engineer before anything reaches a client, and it takes knowing the domain well enough to hear the difference. It also limits how many searches can run at once, which is why TalentSync stays small and says so rather than quietly queueing your role behind four others.
Why Chișinău
TalentSync recruits in the market it lives in. The company is registered and staffed in Chișinău, most candidates are in the same city or a couple of hours from it, and a first meeting is usually in person. The value of that is operational rather than sentimental: we know which employers people are leaving this quarter and why, we hear about a team being restructured before those CVs reach the job boards, and we check a reference by calling someone we have already worked with instead of emailing a form to a stranger.
Being inside the market also disciplines what we can tell you about money and about notice periods. A salary expectation gets checked against what engineers in the same stack are actually accepting here this quarter, not against a range compiled from job adverts somewhere else. When a candidate says they can start in two weeks, we usually know their employer well enough to say whether that is true. Most placements are Moldovan; when a stack or a seniority band is thin here we source across the Eastern European market and say which country the answer came from.
One local fact belongs on your invoice rather than in a brochure: Moldova's IT Park regime replaces most business taxes for resident IT companies with a single tax on turnover, currently 7%, which keeps a Moldovan contractor's own tax position stable across the life of an engagement. The mechanics, the salary bands and the risks worth knowing are on the page about recruiting in Moldova.
How we work, and what we will not do
Principles are cheap stated as ambitions, so here they are as constraints — the four that cost us work, and the reason clients can believe the rest of what we tell them. Where we have something specific to say about contracts, tax or the regional market we write it down instead: what we publish is there to be checked, quoted and argued with.
We do not send a CV we have not talked the person through
Every engineer on a shortlist has had a conversation about the role, the team and the stack before their profile reaches you. A CV forwarded on a keyword match costs you an interview slot to find out what a fifteen-minute call would have told us.
We tell you where a candidate is weak
Each shortlist says what the engineer has not done, or has not done recently, alongside what they have. You are going to find it in the technical interview anyway; hearing it from us first is what makes the rest of the assessment worth believing.
We never blur which model you are buying
On direct B2B recruitment and hourly collaboration we do not manage engineers on your behalf: we handle sourcing, screening and, on the hourly model, the contract, invoicing and replacement cover, and nobody stands between you and the engineer. On an outsourced project a dedicated TalentSync team owns delivery against a written plan. We say which one you are buying before you sign, and we do not change the answer afterwards.
We say when the answer is somewhere else
If the role needs a larger pool than this region can supply at the seniority you want, or an on-site presence in your city, or a firm that can staff thirty engineers this quarter, we will say so at the brief and point you at someone who can. Turning down a search we would run badly is cheaper for both of us than running it.
The three ways to engage us
There are three models and they are described in the same words everywhere on this site, because they are the same three things wherever you meet them. Which one fits is usually settled by how long the work runs, how certain it is, and whether you want to own delivery yourself or hand it to a dedicated team.
Direct B2B recruitment
TalentSync sources, screens and technically validates the engineer, then steps out of the relationship. You interview, you select, and you contract the engineer directly for a long-term engagement. The engineer invoices you as an independent business on a B2B contract, so you add senior capacity without opening a local entity, running foreign payroll, or taking on employment obligations in another jurisdiction. You manage the engineer exactly as you manage the rest of your team.
Hourly collaboration
The engineer joins your existing team and is billed for hours actually worked, with no fixed headcount commitment. You retain control of architecture, roadmap, priorities, processes and day-to-day management; the engineer works inside your repositories, your sprint cadence and your definition of done. TalentSync handles the contract, invoicing and replacement cover. Capacity can be scaled up, scaled down or paused at agreed notice, which suits teams between funding rounds and work with an uncertain end date.
Software development outsourcing
You hand a complete project, product or technical component to a dedicated TalentSync team, and the team takes responsibility for delivering it — technical planning and architecture, development, quality assurance, release and ongoing support. You set the outcome, the acceptance criteria and the priorities; we assemble the team from the same vetted Eastern European engineers we place directly, run delivery, and report against an agreed plan. Scope and price are estimated in writing before work starts.
The record
TalentSync has placed 17 engineers with European product teams across nine named engagements, from a Senior Python Developer at Qualiwise to a dedicated seven-person team for New Era Visionary Group. Across the six placements where we recorded the timeline — ten engineers for SocialBee, Silvertalent, Qualiwise, Foodamigos, Innovatec and OptimEyes — each engineer signed one to two weeks after the brief. Roles with a narrow stack, a security-clearance requirement or a hard on-site element take longer, and we tell you that at the brief rather than at week three.
Each engagement is listed on its own — the client, the role, the stack, the time from brief to signature and what the engineer worked on — in the full placement record.
Company details
These are the registry facts for the entity you would be contracting with. They match the imprint, the terms and the organisation data this site publishes to search engines — one address, one telephone number, one spelling, everywhere.
- Registered name
- S.R.L. “UNQENERGY”
- Trading name
- TalentSync
- Legal form
- societate cu răspundere limitată (SRL)
- Registration number (IDNO)
- 1020600034949
- Registered address
- MD-2005, Chișinău Rîșcani, mun. Chișinău, Colina Pușkin 18, ap. (of.) 1, Republic of Moldova
- victor@talentsync.eu
- Telephone
- +373 68 300 700
- Website
- talentsync.eu
Working at TalentSync
Two roles are open. Both are full-time, both work directly with the founder because there is no layer in between, and both are judged on the same thing the clients judge us on: whether you can hold a technical conversation and tell someone the truth about it.
Senior Technical Recruiter
Chișinău, Moldova — or remote within Moldova · Full-time
You own the sourcing and screening end of a placement: you read the client brief, find the engineers who genuinely match it, and get them to a shortlist a CTO is willing to interview. Seventeen engineers placed with European product teams came through that work.
Apply by emailFull role description
By emailing your CV you accept our candidate privacy notice, which sets out what we keep, why, and for how long.
Business Development Manager
Remote — Europe · Full-time
You open and hold the client side of the business: European and international product companies that need senior engineering capacity and want to keep architecture, roadmap and day-to-day management in their own hands.
Apply by emailFull role description
By emailing your CV you accept our candidate privacy notice, which sets out what we keep, why, and for how long.
Frequently asked questions
Who will I actually work with?
How big is TalentSync?
Why is TalentSync based in Chișinău?
How long have you been operating?
Are you hiring?
Get in touch
It goes to one inbox and it is answered by the person who will run your search.