Sending more candidates is the easiest way to look responsive. It’s also how a wrong hire happens.
A conversation happens first, as the search begins, not before it. Sometimes it confirms what we’re looking for. Sometimes it doesn’t. Either way: fewer candidates, not more.
That first conversation is where the real work happens.
Sometimes that’s because a job description was written for the person who used to have the role, not the one it needs now. Other times, what’s already written is exactly right. Either way, that’s the conversation that happens as the search begins, not before it.
Built for the Israel-U.S. hiring gap, not general practice.
A resume that looks right on paper can still be the wrong culture fit. A candidate who’s the right culture fit can still walk over a comp gap nobody saw coming.
Over nearly two decades, I’ve built trusted relationships with executives across the Israeli-U.S. business community: relationships strong enough that people are willing to talk even when they aren’t actively looking. That’s where a search begins, not with cold outreach.
Fewer candidates, vetted against what the search actually uncovered.
I check everything I present against the diagnosis, not against how fast a search can close.
No handoffs. One person, from diagnosis to hire.
Every search is run personally, from the first diagnostic conversation through the final hire. Nothing gets handed to a delivery team partway through: the person who diagnosed the role is the person who closes it.
Choose how we work together.
A single critical hire and an ongoing hiring need aren’t the same problem, so there are two models.
Let’s talk about your search.
Start the conversation, or see the numbers behind this first.