Time-to-fill is bleeding your roadmap
Critical engineering and product reqs sit open for months, pushing back launches and overloading the team that’s already there.
<End-to-End RPO for Tech & SaaS/>
Recruitment Process Outsourcing, engineered for tech companies
YK Talent Solutions plugs a full talent-acquisition team into your company — workforce planning, sourcing, screening, interviews, offers and onboarding — built and monitored with the same rigor your engineers bring to production systems.
0
Sourced
0
Screened
0
Interviewing
0
Offers
0
Hired
−20%
Time‑to‑Fill
−60%
Agency Spend
Israel · US · EMEA
Coverage
status: pipeline_healthy — next sync in 4h
17+Years in Global TA
3Regions — Israel, US, EMEA
60%Lower Agency Spend
140+Hires in One Scale-Up
The Hiring Bottleneck
Growth doesn’t wait for an open req
Every week a senior engineering or product role stays unfilled costs you roadmap velocity, team morale, and revenue. These are the patterns we see most often inside scaling tech and SaaS companies.
Agency fees compound as you scale
20–25% contingency fees per hire might be fine for one role — but at hyper-growth volume, that spend becomes a line item your CFO starts asking about.
Your internal HR team is stretched thin
Recruiters are buried in req volume and admin work, with no time left for the workforce planning and employer-branding work that actually moves the needle.
No real visibility into the pipeline
When a hiring manager asks “where are we stuck?”, the honest answer takes a day of digging through spreadsheets and ATS exports instead of one dashboard.
Candidate experience breaks down across regions
Hiring across Israel, the US and EMEA with different agencies and processes in each market creates an inconsistent brand experience — and candidates notice.
You need a partner, not another vendor
What scaling tech companies actually need is a talent acquisition function that thinks like an internal team — embedded, accountable, and aligned to the roadmap. That’s the gap End-to-End RPO closes.
The Solution
One partner. Your entire hiring lifecycle.
End-to-End Recruitment Process Outsourcing means YK Talent Solutions takes ownership of the full talent-acquisition lifecycle — not just sourcing resumes, but planning, executing, closing and reporting on every hire as if we were sitting inside your People team.
Embedded
A dedicated TA team, inside your company
A team of 3–6 recruiters and sourcers operates under your brand, in your ATS and Slack, following your processes — not a rotating cast from an agency roster.
Strategy
Workforce planning & headcount strategy
We partner directly with CEOs, VPs and C-level leaders to translate revenue targets and roadmaps into a hiring plan — role by role, quarter by quarter.
Sourcing
AI-powered sourcing & market mapping
Proactive outbound, talent mapping and AI-assisted candidate matching build an evergreen pipeline you own — instead of starting from zero on every req.
Assessment
Structured screening & interview design
Technical and behavioural frameworks calibrated with your hiring managers, so every loop tests for the same bar — and decisions move faster.
Employer Brand
Candidate experience & employer branding
Consistent messaging, communication and candidate journeys across every region — protecting the brand you’ve worked hard to build.
Analytics
Real-time reporting & pipeline analytics
Live dashboards on time-to-fill, cost-per-hire, funnel conversion and quality of hire — the same metrics we use to run the engagement, shared with you.
Need help with part of the process instead of all of it? We also scope hybrid and project-based engagements — talk to us about your specific gap.
The Process
How the pipeline runs
End-to-End RPO means we own every stage — from the first workforce-planning conversation to the day a new hire’s laptop arrives. Here’s the pipeline your roles move through.
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01
stage_01 · discover_and_plan
Discover & plan
We start with your roadmap, not a job description. Leadership interviews, org-design review and competency frameworks turn revenue targets into a prioritized hiring plan — role by role, quarter by quarter.
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02
stage_02 · source
Source
AI-assisted sourcing and market mapping build an evergreen pipeline of pre-qualified candidates across Israel, the US and EMEA — not just inbound applicants from a job post.
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03
stage_03 · screen_and_assess
Screen & assess
Structured technical and behavioural assessments, calibrated with your hiring managers, filter for the bar you actually need — consistently, at volume.
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04
stage_04 · interview_and_align
Interview & align
We coordinate every interview loop and run debriefs with stakeholders — from team leads to the CEO — keeping decisions moving and feedback loops tight.
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05
stage_05 · offer_and_close
Offer & close
From compensation benchmarking to negotiation, we manage the offer process end-to-end — protecting your close rate on the candidates you want most.
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06
stage_06 · onboard_and_optimize
Onboard & optimize
Onboarding support reduces early attrition, while data from every hire feeds back into the funnel — sharper sourcing, tighter screens, faster cycles next time.
Results That Compound
A track record forged in hyper-growth
Every number below comes from talent-acquisition functions Yogev Karadi has built and led for engineering-driven SaaS companies — the same playbook that now runs inside YK Talent Solutions.
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Years leading global talent acquisition
0
Increase in quarterly hiring capacity during hyper-growth
0
Reduction in agency recruiting costs
0
Faster time-to-fill through funnel optimisation
0
Hires delivered in a single global headcount expansion
0
Annual savings from reduced agency dependency
Why End-to-End RPO
End-to-End RPO vs. agencies vs. in-house
Each model has its place. For tech companies hiring at volume across multiple regions, End-to-End RPO consistently wins on ownership, cost predictability and visibility.
| Criteria | End-to-End RPO YK Talent Solutions | Contingency agencies | In-house only |
|---|---|---|---|
| Candidate pipeline | Owned, evergreen & yours to keep | Rebuilt from scratch per role | Limited by current team’s network |
| Cost structure | Predictable, scoped engagement | 20–25% fee per hire, compounds at volume | Fixed salaries + tooling, hard to flex |
| Employer brand | Recruiters work under your brand & EVP | Agency-branded outreach | Consistent, but stretched during spikes |
| Scalability | Flexes up or down with your hiring plan | Reactive, role-by-role | Hiring/firing recruiters is slow & costly |
| Reporting & visibility | Live dashboards: TTF, CPH, funnel health | Limited visibility into process | Varies with internal team maturity |
| Specialization | Deep engineering/SaaS expertise, global | Generalist, often regional | Bounded by existing team’s expertise |
Scroll sideways on smaller screens to see the full comparison.
Built for Tech
Where we hire
YK Talent Solutions focuses on the functions and regions that make or break a tech company’s growth plan — with deep specialization in tech.
Functions we recruit for
Engineering & R&D
Product & Design
Data, AI & ML
Technical & Quota-Carrying Sales
Customer Success & GTM
Executive & Leadership
People & HR
Finance & Accounting
Business Operations
Regions we cover
Home Base
Israel
Hands-on access to Tel Aviv’s engineering talent pool, R&D-center hiring and on-the-ground candidate relationships.
United States
US-based engineering, GTM and leadership hiring for venture-backed and scale-up SaaS teams.
EMEA
Multi-market recruitment across Europe and the wider region, extending the Tel Aviv-based practice across the EMEA tech landscape.
Led By
Meet Yogev Karadi
Yogev has spent 17+ years building and scaling talent-acquisition functions for some of the fastest-growing names in enterprise SaaS — specialising in end-to-end hiring for engineering, product, data and technical go-to-market teams across Israel, the US and EMEA.
As Talent Acquisition Manager at YK Talent Solutions, Yogev runs embedded TA teams of 3–6 recruiters delivering strategic hires for tech companies, while partnering directly with CEOs, VPs and C-level leaders on workforce planning tied to revenue targets — using AI-driven analytics to keep recruitment metrics honest.
Before founding YK Talent Solutions, he was Senior Manager, Global Talent Acquisition at Aidoc, scaling the recruiting team from 3 to 8 and supporting the company’s growth past 140 employees worldwide — while cutting agency dependency by 35% and saving roughly $450K a year. Earlier, across three roles at WalkMe (acquired by SAP), he progressed from Senior Technical Talent Acquisition Partner to Global Talent Acquisition Manager for EMEA and APJ, leading a team of 7 TA Partners and building employer-branding programs that lifted hiring quality by 25%.
M.A., Labor Studies (HR)
Tel Aviv University
B.A., Behavioral Science
Ben-Gurion University of the Negev
Based in Tel Aviv, Israel
Operating across Israel, US & EMEA
Career trajectory
- 2023 — Present Talent Acquisition Manager YK Talent Solutions
- 2022 — 2023 Senior Manager, Global Talent Acquisition Aidoc
- 2021 — 2022 Global Talent Acquisition Manager (EMEA, APJ) WalkMe (acquired by SAP)
- 2020 — 2021 Talent Acquisition Technical Lead WalkMe
- 2019 — 2020 Senior Technical Talent Acquisition Partner WalkMe
- 2013 — 2018 Talent Acquisition & HR Director IDI Ventures
Run the Numbers
Estimate your hiring savings
Adjust the inputs to match your hiring plan. The output reflects the kind of efficiency gains documented above — a starting point for the conversation, not a quote.
10
$130,000
22%
> calculating hiring_plan…
current_agency_spend $0/yr
estimated_with_rpo $0/yr
projected_savings $0(0%)
time_to_fill −20%vs. baseline
status READY_FOR_DISCOVERY_CALL
* Estimates are illustrative and based on the results documented above. Your actual plan is scoped during a free hiring audit.
FAQ
Frequently asked questions
Straight answers to the questions tech leaders ask before bringing in an End-to-End RPO partner.
End-to-End Recruitment Process Outsourcing means a single partner takes ownership of your entire hiring lifecycle — workforce planning, sourcing, screening, interviewing, offer management and onboarding — rather than just filling individual roles. It functions as an extension of your internal team, using your tools, your brand and your processes.
A contingency agency is transactional — paid per placement, often racing other agencies for the same role, rarely leaving you with a pipeline you keep. End-to-End RPO embeds a dedicated team that builds an evergreen, owned pipeline, operates under your employer brand, and is measured on the health of your whole hiring funnel, not just individual closes.
No. You retain full control over every shortlist, interview decision and offer. YK Talent Solutions runs the operational engine — sourcing, screening, scheduling, reporting — while your hiring managers and leadership make every final call, backed by clearer data than before.
The core focus is engineering, R&D, product, data and technical go-to-market roles, plus executive and HR hiring, across Israel, the US and EMEA. If a role falls outside that core, we’ll tell you up front rather than stretch to cover it poorly.
A scoped pilot — typically focused on your highest-priority open roles — can start within days of an initial workforce-planning session. Ramping to a steady-state embedded team usually happens over the following two to four weeks.
Yes — that flexibility is the core advantage of the RPO model. Recruiter capacity can flex up for a sudden hiring push (a new funding round, a market launch) and scale back during quieter quarters, without the cost or disruption of hiring or letting go of internal recruiters.
Pricing is scoped to your hiring volume, role mix and regions — typically structured as a predictable monthly or quarterly engagement fee rather than a per-placement percentage. The hiring-savings calculator above gives a directional estimate; a free audit gives you an exact number.
A small, dedicated team of sourcers and recruiters, led directly by Yogev Karadi, working inside your ATS and communication tools under your brand. You’ll know exactly who is working your roles — and they’ll know your business well enough to represent it to candidates.
Get Started
Let’s build your hiring engine
Book a free 30-minute hiring audit. We’ll map your current funnel, benchmark it against the track record above, and show you exactly where an embedded RPO team would move the needle.
- A review of your current hiring funnel and where time or cost is leaking
- Benchmarking against the results above for similar-stage tech companies
- A clear recommendation — including when End-to-End RPO isn’t the right fit