Focus on the Success of Your Startup

While I Screen, Source & Scale Your Team

When you’re understaffed, it holds you back. My service buys you valuable time, allowing you to develop your startup, while I recruit the brightest talents for you, sounds good?

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"My name is Adi Assaf and I specialize in Startup Recruiting"

If you’re looking to ramp up your employee ranks, you’re in the right place

200+
Employees Recruited

More than 200 employees joined startups successfully through my service.

30+
Startup Clients

Recruited happy employees for more than 30 companies.

97%
Success Rate

More than 97% success rate in matching candidates with the right companies.

24~
Employees Retention

My average employee retention rate is around 24 months.

Client Happiness

What’s my average client happiness rate? I’ll let them do the talking…

What my clients say about me?

We’ve used Adi’s services as a recruiter and to plan our recruiting process. It’s been an absolute please to work with her and the work she’s done is a foundation to our processes to this very day!
Head of Software at Silo Kitchen Inc

Amir Ben Ari Head of Software at Silo Kitchen Inc

We have doubled our headcount in a few month time with Adi's professional help! With a big smile and positive approach, Adi has identified amazing talents who are now part of our ninjas team! Thank you Adi!

Lior Harbater VP R&D at Roojoom

Adi was the perfect match for our team, as she very quickly understood and aligned with our culture, values and recruitment needs. She helped us expand the team in a very crucial time of our journey, just before the company was acquired. On top of of that, she became an inseparable part of the team and a friend to a lot of us. Some of the excellent people that were originally hired for CloudLock and are still working in Cisco Cloud Security today, are the living testimony of Adi's great work.

Ori Keren VP Advanced Development, Cyber Intelligence at CloudLock, now part of Cisco

In three recruitment rounds, we recruited six technological talents as our first recruits. Adi excelled at picking up the right recruits while following our guidelines, which meant a lot in that critical period. Adi is the best!

Avishay Pariz Co-founder Warranteer, Acquired by Iron Source

Adi quickly became an integral part of our team, she identified our needs, understood our technology, and started bringing in recruits fast while maintaining candidate quality and following our company’s values and guidelines. Couldn’t be happier with the service we received from her!

Gilad Golani R&D Team Leader at CloudLock, Acquired by Cisco

"Adi helped us to define the available position in our company and in hunting the right employees. The recruitment process happened while the company experienced rapid growth, so it was quite a challenge to understand what the company needs and how to provide excellent candidates in rapid succession. Adi managed the recruitment process extremely well, I can't recommend her enough!"

Ofer Tirosh Tomedes, Ceo

As VP Product Management at Compedia I worked with Adi Orenshtein Assaf.
Adi has brought to the organization a deep strategic understanding of HR management according to the company's needs and Hands On capabilities in recruiting and placement of employees.
Adi stood out in her close and constant work with senior management and at the same time served as an attentive ear to the employees and addressed many other issues, including preservation and welfare.
Adi is a first class professional and also a pleasant person who is always ready to help.

Tal Shimoni VP Product Compedia

While working with Adi, we achieved an excellent recruitment cycle of 50 employees, in various technological fields, in a brief period.

Ilan Goldberg Compedia, Ceo

Recruitment Is Not a Formula, It's an Art

Every sourcing campaign is unique, much like your startup

The Startup Recruitment Processs

Sometimes It looks like recruitment has a formula. But that’s not the case, the reality is that it requires a lot of agility and consistency over time. You have to find the right voice to address employees and to keep them happy and engaged – a task that is not easy in a new company.

Agility, Strategy & Recruitment Success

Once you get an investment, you need to act fast and scan for candidates. It will support your growth and help you meet your goals. Having a clear strategy and the ability to implement it helps in finding candidates who fit in terms of values, work ethics and professionally.

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Recruiting the Right Employees from the Get Go

Supports your growth, brands you as a leader in your niche and make or breaks your company

Over the years, I developed a unique recruitment process that sources candidates via an effective funnel. It makes sure that only the brightest, and most enthusiastic candidates remain.
I call it: The Trajectory

The Trajectory
Research
1
2
Customize
3
Profile
4
Attract
Convert!

Once Launched, the Trajectory Hits the Mark, Fast!

Here’s how it works

1 Research

During my research stage, I review the market your company operates in. As a first step, I review the competitive landscape and research the technologies used in the space your startup operates in. To optimize the candidate’s lifecycle, my research focused also on where the market is heading, future trends, and upcoming technologies.

2 Customize

During the customization stage, I analyze your company to craft the right employee persona for your needs. It’s important to understand how your startup operates, because different companies, require different candidates. This includes understanding your values, understanding which pain your company solves and understanding your goals.

3 Profile

During the profiling stage, I’ll craft the candidate’s persona.
At first, we’ll define which employers hold our dream candidates. Then, outline the experience level and knowledge required for the role. In case the candidate needs further education, we’ll define how the hiring process can produce a positive ROI. In addition, we’ll find a way to focus on candidates who have achievements and accomplishments behind them and who you share values and ethics with.

4 Attract

During the attraction stage, I apply both push and pull tactics to attract top talent. At this stage, it’s important to conduct a highly targeted outreach campaign, we need to grab the attentions of relevant candidates. Not everyone is on the market, and you have to use a lot of channels, in addition to creativity, to make them notice you. In the last step of the attraction stage, I organize the gathered data and begin to qualify the leads, that’s when we get to the right candidates!

5 Convert

During the conversion stage, I conduct interviews and qualifications assessment, zeroing in on the right candidates. At this stage, it’s important to understand our candidate values and meet them to craft your road together. Once we have our potential employee, we begin negotiations and set up expectations. I have to make sure here that everyone is happy, because it sets the tone for the future. The last stage is of course, closing the contract, and signing it. From here on you’re a team!

You Already Know That You Only Get
One Shot at a First Impressions

So, make it count! A proper recruitment process sets the tone for all of the above and all future relationships

Lets Get started!

Adi was the perfect match for our team, as she very quickly understood and aligned with our culture, values and recruitment needs. She helped us expand the team in a very crucial time of our journey, just before the company was acquired. On top of of that, she became an inseparable part of the team and a friend to a lot of us. Some of the excellent people that were originally hired for CloudLock and are still working in Cisco Cloud Security today, are the living testimony of Adi's great work.

Ori Keren VP Advanced Development, Cyber Intelligence at CloudLock, now part of Cisco
X

Let's Talk!

Don’t hesitate to send me an email or give me a call. I look forward to hearing from you