We recruit U.S.-based executive talent for Israeli-founded startups across key tech and consumer sectors like AdTech, FinTech, SaaS, B2B Software, Cybersecurity, RetailTech, and Consumer Goods.
These industries often demand fast scaling, cultural alignment, and strong leadership – core to our recruitment DNA.
Learn more about how we help scale U.S. teams → Get Talent

We recruit VP-to-C-level U.S. leaders for Israeli-founded startups – primarily GTM and key G&A functions like Sales, Marketing, Customer Success, Finance, Operations, and HR.
For deep-tech and engineering, we partner with trusted niche recruiters. If a role isn’t in our scope – we’ll let you know upfront.

A typical search takes 35-60 days, often faster than the industry average of 90+ days.
At kickoff, we provide a Gantt chart to align timelines and maintain accountability across stakeholders.

Our process: Kickoff → mapping → outreach → shortlist → interviews → offer

Our executive search process (kickoff → offer) → Get Talent

We offer two engagement models: Executive Search and Talent-as-a-Service (TaaS).

Pricing depends on role scope, urgency, and whether you need one critical hire or ongoing recruiting support.

• Executive Search: 22% of first-year salary + a commitment fee

• TaaS (Talent as a Service): A part-time recruiter model with a monthly retainer + success fee – best for Seed to Series B startups

See how our pricing models work → Services

Feature	Executive Search	Talent-as-a-Service (TaaS)
Purpose	Fill a specific, senior role	Fill multiple roles across time
Model	One-time, high-touch process	Part-time recruiter on monthly retainer
Payment	Commitment fee + 22% of first-year salary	Retainer + success fee when hire is made
Best For	Urgent, single senior hires	Early-stage startups filling 1–3 roles

Summary:

• Choose Executive Search when you need one critical VP/C-level hire fast.

• Choose TaaS when you’re filling 1-3 roles over time with flexibility.

Not sure which model fits? Here’s how we guide founders → Services

We screen for cultural alignment with Israeli leadership – pace, communication style, and ownership – not just skills.
Here’s how:

• ✅ Behavioral screening: We evaluate communication style, feedback tolerance, and pace of decision-making.

• 🧠 Cultural compatibility: Every shortlist highlights the candidate’s adaptability to Israeli-led environments.

• 📘 Onboarding playbook: Clients receive a tailored onboarding guide to bridge culture gaps.

• 📈 Proven results: In our internal tracking, U.S. hire retention is 96% over the first 90 days.

Bottom line: We hire U.S. leaders who can thrive in Israeli-led environments from day one.

See real examples of culturally aligned U.S. hires → Success Stories

Our Culturally Fluent Talent Network is a curated pipeline of U.S.-based professionals who have already worked inside Israeli-founded companies or global teams with a similar pace and mindset. These candidates understand the Israeli urgency, the direct communication style, and the expectations around ownership and agility – which means faster onboarding, fewer misunderstandings, and stronger long-term results.

Cultural fluency determines how quickly a U.S. hire adapts to Israeli leadership and work dynamics. Without it, even highly qualified executives struggle with pace, decision-making style, or communication expectations. When a candidate “gets” the Israeli way of working, everything moves faster- execution, alignment, trust, and overall impact.

Not all candidates come from the Culturally Fluent Talent Network – but many of our strongest hires do. For specialized or niche roles, we combine this network with targeted sourcing, outbound research, and direct engagement with top-tier U.S. talent.

The result: a balanced pipeline that is both culturally aligned and highly qualified.

See how we combine network and targeted sourcing → Get Talent

We source passive U.S. executives through a stealth, three-layer process: mapping, outreach, and peer referrals.

1. Talent mapping across sectors like SaaS, Cybersecurity, FinTech, and regions like NY, NJ, CA, FL, and TX.
2. Outbound outreach focused on your company’s story, traction, and innovation.
3. Peer referrals inside closed executive communities.

📊 Over 70% of our hires come from candidates who weren’t actively looking.

We’re built specifically for Israeli-founded startups hiring in the U.S. – with cultural fluency, speed, and a flexible TaaS model.

Unlike generic firms, we understand the nuances between Israeli and American work cultures – and we screen accordingly. Our Talent-as-a-Service model also allows for flexible engagement without compromising quality or speed.