Success Stories

How Salisi Select Delivers

See how we've helped cybersecurity companies build teams without the chaos of traditional recruiting

Series B Startup

Testing Quality Before Commitment

Situation: Need proof before retained investment

A Series B cloud security startup needed 3 Account Executives to scale their sales team. Having been burned by contingency recruiters who flooded them with unqualified resumes, they were hesitant to commit to retained search without seeing results first.

Challenge: Prove quality without upfront commitment

Solution: Select provided 4 pre-vetted AEs from our network within 3 weeks. Each candidate had been through our internal interview process and reference checks.

They hired 2 from our first slate. Both are still with the company 18 months later. Impressed by our quality and process, they've since engaged us for 5 additional roles—including upgrading to Executive Search for their VP Sales hire.

✓ 2 hires in 21 days | 100% retention | Now using both Select and Executive Search

High-Growth Scale-Up

Ongoing Hiring Without Multiple Retainers

Situation: 12 roles to fill over 6 months

A fast-growing endpoint security vendor secured $50M in Series C funding and needed to rapidly build out their go-to-market team. They required 12 hires across sales, pre-sales, and customer success—but multiple retainers weren't financially feasible.

Challenge: Hire at scale without accumulating upfront fees

Solution: Select became their ongoing hiring partner. We maintained a steady pipeline of candidates, coordinating with their internal recruiting team to fill roles as they opened.

We filled roles across all levels: BDRs, AEs, SEs, and CSMs. Our performance-based model meant they only paid for actual hires, not for ongoing searches.

✓ 10 of 12 roles filled in 5 months | Average time-to-hire: 18 days | Still partnering for new roles

Mature Enterprise Vendor

Accessing Passive Talent Efficiently

Situation: Strong internal process, need better candidates

An established cybersecurity company had a capable internal recruiting team and well-defined hiring process. Their challenge: they couldn't access passive candidates who weren't actively job hunting.

Challenge: Quality candidates without full-service overhead

Solution: Select provided curated candidates from our network—professionals who were open to the right opportunity but not on job boards. Their team managed the process; we handled candidate coordination.

Lean, efficient, effective. They got access to talent they couldn't reach themselves, without paying for services they didn't need.

✓ 4 senior hires in 3 months | Minimal process disruption | Cost-effective partnership

Early-Stage Startup

First GTM Hires on Limited Budget

Situation: Post-seed, building first sales team

A seed-stage security startup fresh off a $3M round needed their first two Account Executives. Budget was tight, and they couldn't justify a retained search for entry-level roles.

Challenge: Quality hires without burning precious runway

Solution: Select delivered candidates with startup experience in cybersecurity sales. Performance-based pricing meant zero risk—they only paid if they hired.

We presented 5 candidates over 4 weeks. They hired 2—both had sold for early-stage security vendors and understood the challenges of selling in a nascent category.

✓ First sales team built | Both reps still performing 1 year later | Budget preserved for other priorities

Series C International Expansion

Scaling US Team from Europe

Situation: European vendor expanding to US market

An Israeli cloud security company was building their US sales team but lacked deep networks in North America. They needed 6 Enterprise AEs across different regions but didn't know the US compensation landscape.

Challenge: Hire senior US talent without US recruiting expertise

Solution: Select provided not just candidates but market guidance—compensation benchmarks, regional differences, and cultural fit considerations for US-based hires.

We helped them avoid costly compensation mistakes while delivering candidates who understood both enterprise sales and working for international companies.

✓ 5 of 6 territories filled | Compensation aligned with market | US team now 15+ strong

Growth-Stage Mixed Needs

Right Service for Each Role

Situation: Different roles require different approaches

A Series B identity management company needed to fill both individual contributor roles (BDRs, SEs) and a critical VP Engineering position simultaneously.

Challenge: Match service level to role criticality

Solution: Used Select for IC roles (6 positions) and Executive Search for VP Engineering. Different investment models for different business impact.

Select delivered a steady stream of pre-qualified IC candidates. Executive Search conducted an exhaustive search for the VP role, ultimately placing a former VP Eng from a successful exit.

✓ All 7 roles filled within 4 months | Right investment for each role | VP Eng hired from competitive process

What Our Clients Say

Hear from companies who chose Select over traditional contingency

"We tried three contingency firms for six months and got flooded with unqualified resumes. Salisi Select sent us 4 candidates in 3 weeks—all of them were people we actually wanted to hire. We hired 2. The difference is night and day."

— VP Sales, Series B Cloud Security

"Traditional contingency recruiters were sending our candidates to our competitors. Salisi's exclusive relationships meant we weren't bidding against other companies for the same people. That alone was worth it."

— CRO, Series C Endpoint Security

"We were growing fast and needed to hire 10+ people. Multiple retainers would have killed our budget. Select gave us one performance-based partner for all our hiring. Simple, efficient, effective."

— CEO, Series B Identity Platform

"I didn't need someone to manage my hiring process—I needed access to candidates who aren't on LinkedIn. Select delivered exactly that. Pre-vetted passive candidates without the full-service overhead."

— Head of People, Established Security Vendor

"We used Select to test their quality before committing to retained search. After seeing the candidates they found for our AE roles, we immediately engaged them for Executive Search on our VP Sales hire. You can't fake that level of quality."

— Founder, Series A Startup

"As an Israeli company hiring in the US, we had no idea what fair compensation looked like. Salisi not only found great candidates, they educated us on market rates and prevented us from making costly mistakes."

— VP Operations, Series B Israeli Vendor