Years of Experience

+1000

Successful Hires

+50

Companies Advised

5

Countries

CONSULTING

Building Hiring Systems That Scale

Most hiring challenges are not sourcing problems.

They are decision-making problems.

We help organizations improve how hiring decisions are made by creating better processes, stronger alignment, clearer signals, and more effective operating models.

Schedule a Discovery Call

Hiring Operating Model Design

Designing scalable hiring systems, assessment frameworks, decision-making mechanisms, and effective collaboration between leadership, HR, Talent Acquisition, and hiring managers.

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Talent Infrastructure Diagnostic

A structured assessment of your hiring organization, processes, decision-making practices, and recruiting performance to identify strengths, bottlenecks, and opportunities for improvement.

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SPECIALTIES

What We Do

Leadership & Interview Capability

Equipping leaders and teams with the skills, frameworks, and tools needed to conduct better interviews, assess talent more effectively, and make higher-quality hiring decisions in the age of AI.

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Executive Search & Leadership Hiring

Partnering with organizations on strategic leadership and business-critical hires, combining market mapping, targeted search, candidate assessment, and advisory support throughout the process.

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אפרת דגן, מייסדת Workaround ומומחית גיוס, בפגישה מקצועית

HOW WE WORK

The Work Process

01

Understand

Every engagement begins with understanding the current reality: business objectives, hiring challenges, decision-making processes, and the barriers preventing the organization from achieving its goals.

The outcome is a clear, data-informed view of what's working, what's not, and where improvement will create the greatest impact.

02

Assess

We analyze the findings to identify bottlenecks, inconsistencies, redundancies, and areas of risk. Together, we establish priorities and determine which changes will have the greatest effect on organizational performance.

03

Design

Insights are translated into a practical operating model that includes processes, roles, governance, metrics, and tools. Every recommendation is tailored to the company's growth stage, organizational structure, and business objectives.

04

Enable

We partner with leaders and teams to put the changes into practice, build internal capabilities, and create sustainable operating discipline. The goal is not simply to recommend improvements, but to ensure they are adopted and deliver measurable results.

FAQ

Questions and Answers

The engagement is designed to help organizations build stronger systems for making decisions about hiring, growth, and talent.

Our work typically includes assessing the current state, analyzing hiring processes and decision-making practices, identifying areas of friction and risk, and designing a clearer, more scalable operating model that improves consistency, efficiency, and business outcomes.
The service is designed for organizations experiencing growth, transformation, or increased complexity.

Typical scenarios include rapid scaling, organizational restructuring, building or evolving a Talent Acquisition function, increasing hiring volumes, declining decision quality, or leadership teams that feel hiring requires significant effort but does not consistently deliver the desired results.
Every engagement begins with a focused assessment of the organization's hiring infrastructure and decision-making processes.

This typically includes interviews with key stakeholders, analysis of hiring funnels and existing workflows, mapping decision points and ownership, identifying bottlenecks and gaps, and evaluating the quality of the data, metrics, and criteria used to make hiring decisions.

The findings are then translated into practical recommendations and an implementation roadmap tailored to the organization's goals, structure, and stage of growth.

CASE STUDIES

What does it look like in practice?

Technology Company | 80 Employees | Preparing for International Expansion

The Challenge

A fast-growing technology company was approaching a critical scaling phase. The leadership team needed to continue hiring at speed while maintaining quality, consistency, and confidence in hiring decisions.
As hiring volumes increased, the organization faced a common challenge: ensuring that growth did not come at the expense of decision quality.

The Solution

Workaround partnered with leadership and the recruiting team to assess the existing hiring process, identify points of friction, and evaluate how hiring decisions were being made across teams and stakeholders.

The engagement included redesigning key hiring workflows, strengthening alignment between recruiters and hiring managers, implementing structured interviewing practices, and introducing clear hiring signals and scorecards to support more consistent decision-making

The Outcome

A more scalable and repeatable candidate hiring operating model
Greater consistency in hiring decisions across teams
Stronger alignment between recruiters and hiring managers
Improved visibility into hiring performance and decision quality
A shared framework for evaluating

Global Public Cybersecurity Company | Hundreds of Hiring Managers | High-Volume Ongoing Recruitment

The Challenge

Despite having an established recruiting process, the organization faced significant inconsistency in how hiring decisions were made across teams. Different hiring managers applied different standards, alignment was limited, and decision-making often relied on individual judgment rather than a shared framework.

While the hiring process was functioning, outcomes were difficult to predict. Each team approached hiring differently, resulting in inconsistency, noise, and varying candidate experiences.

The Solution

Workaround partnered with the organization to introduce a governance layer on top of the existing hiring process.

The focus was not only on how hiring was conducted, but on how hiring decisions were made. This included creating shared decision-making frameworks, improving alignment across stakeholders, establishing common evaluation standards, and increasing consistency across teams and hiring managers.

The Outcome

The organization achieved greater consistency and predictability in hiring decisions across teams.
Key outcomes included:
Improved alignment across hiring managers and stakeholders
Reduced noise and variability in the hiring process
Greater predictability and consistency in hiring outcomes
Stronger coordination across teams
Enhanced decision-making capabilities among hiring managers
A shared language and framework for evaluating talent

Global Product Organization | Thousands of Employees | Cross-Functional Product, Engineering, Data & Design Teams

The Challenge

A global product organization faced significant inconsistency in how Product Managers were evaluated across teams. Hiring managers applied different standards, interviews varied widely, and there was no shared definition of what constituted a successful Product Manager.

As a result, hiring decisions for a business-critical role lacked consistency, making it difficult to assess talent effectively and support the organization's growth objectives.

The Solution

Workaround partnered with leadership and hiring teams to design a hiring framework tailored to Product organizations.

The focus was not simply on improving the hiring process, but on creating a consistent and effective way to evaluate Product Managers. This included defining success profiles, establishing shared evaluation criteria, introducing structured interviewingd the signals that predict success i practices, and aligning stakeholders arounn the role.

The Outcome

The organization created a more consistent and effective approach to Product hiring across teams.
Key outcomes included:
Improved interview quality and hiring effectiveness
Greater consistency across teams and hiring managers
More evidence-based hiring decisions
Clearer alignment on what defines a successful Product Manager
Reduced hiring mistakes and decision variability
Stronger support for business and organizational growth

Technology Company | 80 Employees | Preparing for International Expansion

The Outcome

A more scalable and repeatable candidate hiring operating model
Greater consistency in hiring decisions across teams
Stronger alignment between recruiters and hiring managers
Improved visibility into hiring performance and decision quality
A shared framework for evaluating

The Solution

Workaround partnered with leadership and the recruiting team to assess the existing hiring process, identify points of friction, and evaluate how hiring decisions were being made across teams and stakeholders.

The engagement included redesigning key hiring workflows, strengthening alignment between recruiters and hiring managers, implementing structured interviewing practices, and introducing clear hiring signals and scorecards to support more consistent decision-making

The Challenge

A fast-growing technology company was approaching a critical scaling phase. The leadership team needed to continue hiring at speed while maintaining quality, consistency, and confidence in hiring decisions.

As hiring volumes increased, the organization faced a common challenge: ensuring that growth did not come at the expense of decision quality.

Global Public Cybersecurity Company | Hundreds of Hiring Managers | High-Volume Ongoing Recruitment

The Outcome

The organization achieved greater consistency and predictability in hiring decisions across teams.
Key outcomes included:
Improved alignment across hiring managers and stakeholders
Reduced noise and variability in the hiring process
Greater predictability and consistency in hiring outcomes
Stronger coordination across teams
Enhanced decision-making capabilities among hiring managers
A shared language and framework for evaluating talent

The Solution

Workaround partnered with the organization to introduce a governance layer on top of the existing hiring process.

The focus was not only on how hiring was conducted, but on how hiring decisions were made. This included creating shared decision-making frameworks, improving alignment across stakeholders, establishing common evaluation standards, and increasing consistency across teams and hiring managers.

The Challenge

Despite having an established recruiting process, the organization faced significant inconsistency in how hiring decisions were made across teams. Different hiring managers applied different standards, alignment was limited, and decision-making often relied on individual judgment rather than a shared framework.

While the hiring process was functioning, outcomes were difficult to predict. Each team approached hiring differently, resulting in inconsistency, noise, and varying candidate experiences.

Global Product Organization | Thousands of Employees | Cross-Functional Product, Engineering, Data & Design Teams

The Challenge

A global product organization faced significant inconsistency in how Product Managers were evaluated across teams. Hiring managers applied different standards, interviews varied widely, and there was no shared definition of what constituted a successful Product Manager.

As a result, hiring decisions for a business-critical role lacked consistency, making it difficult to assess talent effectively and support the organization's growth objectives.

The Solution

Workaround partnered with leadership and hiring teams to design a hiring framework tailored to Product organizations.

The focus was not simply on improving the hiring process, but on creating a consistent and effective way to evaluate Product Managers. This included defining success profiles, establishing shared evaluation criteria, introducing structured interviewingd the signals that predict success i practices, and aligning stakeholders arounn the role.

The Outcome

The organization created a more consistent and effective approach to Product hiring across teams.
Key outcomes included:
Improved interview quality and hiring effectiveness
Greater consistency across teams and hiring managers
More evidence-based hiring decisions
Clearer alignment on what defines a successful Product Manager
Reduced hiring mistakes and decision variability
Stronger support for business and organizational growth

Schedule a Discovery Call

Let's Talk About Your Challenge

Whether you're scaling, redesigning your hiring approach, building a Talent Acquisition function, or improving decision quality, we'll help you identify the right next step.

Years of Experience

Successful Hires

Companies Advised

Countries

CONSULTING

Building Hiring Systems That Scale

SPECIALTIES

What We Do

Leadership & Interview Capability

The Work Process

FAQ

Questions and Answers

CASE STUDIES

What does it look like in practice?

The Challenge

The Solution

The Outcome

The Challenge

The Solution

The Outcome

The Challenge

The Solution

The Outcome

The Outcome

The Solution

The Challenge

The Outcome

The Solution

The Challenge

The Challenge

The Solution

The Outcome

Let's Talk About Your Challenge

CASE STUDIES

What does it look like in practice?

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