Pitch N Hire's executive search helps Tel Aviv, Israel companies hire senior engineering and leadership roles — heads of engineering, architects, and functional leaders — through a discreet, research-led process. PNH maps the market, approaches passive candidates and runs structured assessment, so a Tel Aviv business fills business-critical leadership roles with rigour rather than relying on inbound applications.
Executive search is a targeted, research-led method for hiring senior and hard-to-fill leadership roles, where the best candidates are usually employed and not actively applying. Instead of posting a job and waiting, Pitch N Hire maps the relevant talent market, discreetly approaches qualified passive candidates, and runs structured, evidence-based assessment against the role's real requirements. This is used for engineering leadership, architecture, and specialist senior roles where a wrong hire is expensive and confidentiality matters. PNH's search process pairs experienced recruiters with structured interview tooling to keep the assessment consistent and defensible, whether the role is based locally or leads an offshore team.
We work with you to define the mandate — responsibilities, the outcomes the leader must deliver, and the competencies and experience that predict success in your context.
PNH researches and maps the relevant talent market, building a longlist of qualified people in comparable roles at comparable organisations — including those not actively looking.
Candidates are approached confidentially and professionally, protecting your employer brand and the candidates' current positions while gauging genuine interest and fit.
Interested candidates go through structured, evidence-based interviews and scorecards against the success profile, so the shortlist is comparable and defensible, not gut-feel.
You interview a small, high-quality shortlist; we support referencing, offer negotiation and a careful close, given how much a senior hire matters.
Research-led search suits senior and business-critical roles where a mis-hire is costly:
Tel Aviv is Israel's commercial and venture capital, packed with startups, unicorns, VC funds and the local engineering arms of global giants such as Microsoft, Meta and Nvidia. The Rothschild-to-Sarona corridor concentrates cybersecurity, fintech, adtech and AI companies, and demand for experienced product engineers is relentless, keeping salaries and poaching pressure exceptionally high.
Tel Aviv talent skews senior, entrepreneurial and security-minded, with many engineers drawn from elite IDF technology units like 8200. Strong pools exist in backend, cloud (AWS/GCP), cybersecurity, data and AI, alongside a fast startup-building culture. Because the pool is small and fiercely contested, mid-to-senior roles can take months to close locally — a common reason teams add offshore capacity.
Tel Aviv commands Israel's highest developer pay, with senior software engineers frequently in the region of ₪35,000–₪60,000 per month plus generous equity and employer costs. Offshore augmentation from India typically delivers comparable seniority at a materially lower blended rate, which is why cost-conscious Tel Aviv startups run hybrid on-site plus offshore teams to extend runway.
For Tel Aviv founders and engineering leaders, the fastest route to added capacity is often an offshore pod: PNH sources and vets India-based engineers, overlaps most of the working day with IST given only a 2.5-hour gap, and handles employment and compliance through its Employer of Record so there is no Israeli entity to set up.
You can engage Pitch N Hire in whichever way fits your Tel Aviv team's stage and workload — and mix them as you scale:
A pre-screened India talent pool means matched shortlists in days, not the months a local permanent hire can take.
You interview and choose every person; Pitch N Hire surfaces qualified candidates and handles the operational load.
Offshore hires are employed through PNH's India Employer of Record — payroll, tax and statutory compliance are taken care of.
Building part of your team offshore keeps comparable seniority on the roster at a lower total cost than local-only hiring.
Engineers work on overlapping working hours and inside your tools and sprints — collaboration, not black-box outsourcing.
Staffing, recruitment, EOR and the ATS/interview software come from one provider, so hiring stays joined-up as you scale.
Staffing and recruitment services, the applicant tracking software, and hiring resources — all in one place.
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