Curious how we work?
Here are common questions from Israeli founders and HR leaders — and our straight answers.
Which industries do you specialize in?
Our portfolio spans AdTech, FinTech, SaaS, B2B software, Cyber Security, RetailTech, Wholesale platforms, and Consumer Goods—all united with strong Israeli DNA and a need to scale senior U.S. hire and operations fast.
Whice roles do you actually fill?
We focus on Executive Search and VP level roles across Go-to-Market (Sales, Marketing, Customer Success) and G&A (Finance, Operations, HR / Human Resources). For deep-tech cyber security and engineering we partner with niche recruiters. If a role sits outside that scope we’ll say so—no “stretch” searches on your dime.
How long does a typical search take?
Most firms won’t commit to less than 90 days on average, but our searches usually close well under that—often 35–60 days 🏎️. You’ll get a Gantt chart at kick-off so both sides stay aligned and accountable.
What's the fee structure?
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Executive Search – 22 % of first-year cash compensation + a commitment fee at kick-off.
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Talent-as-a-Service (TaaS) – a fractional recruiting model with a part-time retainer that flips into a success fee when a hire lands. Ideal for Seed – B stage startups founders filling 1–3 seats over six months.
How do you ensure a U.S. hire fits an Israeli management culture?
We screen on “culture delta” as rigorously as we screen on skills. Every shortlist includes a brief on communication cadence, feedback style and decision-making speed preferences, plus an onboarding playbook. Our 90-day retention rate on hires is 96%.
What happens if the hire doesn’t work out?
You receive a 90-day replacement guarantee. If the candidate leaves or is let go within three months, we restart the search at no extra fee (only pass-through job-board costs if needed).
How involved do we need to be during the search?
Give us 20 minutes at kick-off, 30 minutes weekly for calibration, and <24 h feedback on candidates. We handle sourcing, screening, interviewing, first-round vetting, references and offer negotiation.
We’re a seed-stage startup with zero HR—can you still help?
Absolutely. Our TaaS model embeds a fractional talent-acquisition / HR partner who spins up an ATS, designs interview rubrics and coaches hiring managers—without the full-time salary risk.
How do you source passive U.S. candidates who’ve never heard of us?
We run a 3-layer stealth search:
- Talent mapping by industry (e.g. SaaS, Cybersecurity, B2B software, Fintech, Adtech) and region in North America (NY, CA, FL, TX, etc.)
- Outbound messaging highlighting your innovation story and U.S. traction
- Peer referrals inside closed executive communities
Over 70% of our placements come from candidates who weren’t actively on the market (Headhunting).