FAQ
10
The conversation usually starts here.
10 questions almost every client asks before hiring me.
Each answer links to the page that argues the point in full.
Is this for me?
01Who is this for?
Israeli-founded companies hiring in the U.S. without full visibility into that market: who's strong, what a role should pay, how U.S. candidates evaluate an offer. If that's familiar, this is the right fit.
02Does she only place senior executives?
No, most placements sit below the C-suite: GTM, Sales, Finance, and Operations leadership. Executive-level hires happen too.
How the search really works
03How is this different from the recruiter I already tried?
Most recruiters work from the brief as given. Here, getting the hiring decision right comes first. Sometimes that confirms the brief. Sometimes it doesn't. I run the whole search personally, start to finish.
04Will I be flooded with candidates, or will you actually filter for fit?
The easiest way to look responsive is to send more candidates. That's not how this works: what gets presented is checked against the diagnosis first, fewer candidates, each one actually vetted.
05How do you make sure a U.S. hire actually fits?
I screen for fit directly, not from a resume: communication style, pace, and ownership expectations, not just skills. Catching a wrong culture fit is part of the diagnosis, not an afterthought.
06Is my search kept confidential?
Confidentiality goes both ways. Outreach can start without naming the client, and candidates are protected too, exploring quietly, without their current employer finding out. NDA available on request.
No fuller-depth page exists for this topic yet: stands alone rather than linking out.
07How do you find candidates who aren't actively job hunting?
Nearly two decades of relationships across the Israeli-U.S. business community means people are willing to talk even when they aren't actively looking. That's where a search begins, not cold outreach.
Engagement, cost, and what happens next
08What's the difference between the two ways of working with her?
Classic Search is built around one role: a defined search, paid when the candidate starts. Talent-as-a-Service is for companies hiring more than once a year: a monthly commitment with priority access, so the relationship doesn't reset each time. In familiar terms: Classic Search works like contingency search; Talent-as-a-Service works like a retainer or fractional model.
09How do I know which engagement model is right for me?
One critical role, no immediate need beyond it: Classic Search. Actively building a U.S. team, hiring more than once a year: Talent-as-a-Service. Either way, I confirm the specifics with you in conversation, not from a page.
10What happens if a placement doesn't work out?
Both engagement models include a built-in protection period if a placement doesn't work out early on.