AI-native, human-led · Executive & founding-team search

Inflection pointsdemandinflection talent.

A new wave of AI-infrastructure, cybersecurity and deep-tech companies is rewriting how the world runs. Each reaches the same crossing, where promising becomes category-defining, and it takes rare talent: leaders fluent in frontier technology and its buyers, and first operators who turn conviction into revenue. The people who change a trajectory are rarely looking. We find them.

What Founders, CEOs and operators say.

"Inflection Talent operates like a true partner, not a vendor. For any CEO building a go-to-market or leadership team, they're simply the best in the business." "Inflection Talent operates like a true partner, not a vendor. For any CEO building a go-to-market or leadership team, they're simply the best in the business. Their precision, speed, and ability to engage and present world-class talent, often individuals not even considering a move, are exceptional."

Yair Grindlingerco-Founder & CEO, Surf AI · Cyberstarts & Accel portfolio company

"Inflection Talent searched and hired for Checkmarx senior executive roles, part of the C-suite as well as VP levels, globally and locally. I was highly impressed by their proactive attitude." "Inflection Talent searched and hired for Checkmarx senior executive roles, part of the C-suite as well as VP levels, globally and locally, across sales, marketing and product. I was highly impressed by their proactive attitude, their ability to learn and understand the strategic and tactical needs of their client company, and their reach to relevant candidates in very short timeframes."

Emmanuel Benzaquenco-Founder, Board Member & ex-CEO, Checkmarx · H&F & Insight Partners portfolio company

"Their knowledge of the cyber security ecosystem and global network of top talent is second to none." "I've worked with the Inflection Talent founding team for many years and have seen, firsthand, the high-quality recruiting they do. Their knowledge of the cyber security ecosystem and global network of top talent is second to none."

Doron ElgressyFounder & CEO, Koala Security

"Their ability to optimize the search process with AI, combined with their deep market knowledge and efficiency, was truly impressive. I highly recommend Inflection Talent for any critical and high-level hiring needs." "I had the pleasure of working with the Inflection Talent team on a particularly challenging search for a key position. Despite extensive efforts through traditional channels, we struggled to find the right candidate. In just two days of work, the Inflection Talent team leveraged their advanced AI-driven search capabilities to identify and deliver an exceptional candidate, one we couldn't have found through standard methods. Thanks to their expertise and innovative approach, we hired her eventually, making this search a true success. Their ability to optimize the search process with AI, combined with their deep market knowledge and efficiency, was truly impressive. I highly recommend Inflection Talent for any critical and high-level hiring needs."

Yael VitelsonGlobal HRBP, Check Point (NASDAQ: CHKP)

Why now

Velocity is a talent problem.

In AI, cybersecurity and deep tech, the runway between rounds has collapsed. Companies are expected to show a working GTM motion by Series A, repeatability by B, and category leadership soon after. A climb that used to take a decade now plays out in two years.

At that speed, product rarely decides who wins. Teams do. The companies that pull ahead hire ahead: leaders who've run this exact play before, and the first operators who turn plans into numbers.

That's our work. Not filling roles, but building the specific team your next stage requires, and reaching the people who aren't looking.

What we build

The people your next stage depends on.

Inflection Talent is an AI-native, human-led executive and founding-team search partner for AI, cybersecurity and deep-tech companies.

We focus on searches where a single hire materially changes the company's ability to execute and grow: the leader who sets direction, opens a market, builds repeatable revenue, builds and scales AI-native engineering teams, or strengthens a critical function.

Executive Leadership

Built for the stage you're entering, not the one you're leaving.

C-suiteVP levelBoard & Advisors

Every inflection point demands a different team. The people who got you to Series A aren't automatically the ones who get you through B. We work with Founders and boards to map the leadership bench against the next stage, then find, close and land executives who've built the outcome you need, not just held the title: VP to C-suite, across GTM, product, engineering and operations.

Go-to-Market

From the first in-market hire to global revenue leadership.

CROCMOVP SalesVP MarketingFounding AEsSales EngineersField CTO / CISO

We build GTM teams for AI, cybersecurity and deep-tech companies expanding in the US and globally, from founding operators who create the motion to executives who make it repeatable.

CROs, CMOs, VPs of Sales and Marketing, and the first hires who make them successful: founding AEs, sales engineers, marketers who build pipeline before there's a playbook. We know the short list of people who can do this at each stage, and how to get them to say yes.

Engineering, Product + AI

Leaders who turn technical advantage into products, teams and scale.

CTOVP EngineeringVP R&DVP ProductAI/ML LeadershipSecurity ResearchAI ResearchTechnical Partnerships

We identify and hire senior engineering, R&D and product leaders who translate complex technology into reliable products and scalable execution.

The mandate may be to scale founder-led R&D, turn a breakthrough into a product roadmap, bring an AI or cybersecurity platform to enterprise maturity, accelerate delivery without sacrificing quality, or build credibility with customers, partners and investors.

The strongest combine domain depth, stage fit, product judgment and organizational leadership. Title is only the starting point. What matters is what they have built, scaled, transformed and made possible.

Search methodology

Not more profiles. More signal.

The strongest candidates are rarely the most visible. We pair machine-scale market intelligence with the judgment and trust that only come human to human.

01 | Understand

Learn the company from the inside

We meet the hiring manager and the people who will shape the hire's success. We learn the company's stage, culture and operating DNA, mandate, success outcomes, failure modes, stakeholder dynamics and compensation. Then we define the evidence that separates an interesting profile from the right person.

02 | Define the gap

Start with what must change

Every search begins with a gap analysis: where the company is today, where it needs to go and how this hire must help close the distance. We define the business, technical and organizational outcomes expected of the new hire before we define the profile. The starting point is not the job description. It is what the company needs this person to change.

03 | Build the pitch

Give exceptional talents a reason to move

Exceptional candidates are rarely actively looking. Their first question, stated or unstated, is: why this opportunity, and why now? The answer is personal. It may be the team, technology, scope, impact, growth trajectory, investors, financial upside or the opportunity to build something category-defining. Together with the client-company, we create a credible, differentiated story that earns attention and turns curiosity into a serious conversation.

04 | Map

Cover the obvious, adjacent and non-obvious market

Human-led, AI-assisted research synthesizes fragmented market data and expands the search surface: who has the right background, who has sold to your ideal buyers, who's exceptional, who's reachable, who's about to move. Senior search partners then calibrate for actual performance, cultural fit, stage fit and relevance.

05 | Engage

Reach the people who are not looking

Contextual, relationship-led outreach opens conversations that automated sequences and generic cold messages cannot. Every approach is tailored to the person, the company and why the opportunity matters. That's how candidates who weren't looking end up on your shortlist.

06 | Assess + Close

Stay accountable until the hire is made

We combine structured assessment with candid, open-ended conversations that reveal domain depth, leadership range, motivation and cultural fit. References, compensation strategy, candidate management and closing are handled end to end by senior search professionals. We stay accountable to the outcome. A partner, not a vendor.

The relationship advantage

A global talent network built relationship by relationship, over 25+ years.

For more than 25 years, Inflection Talent Founder Kobi Dinar has partnered with some of the most ambitious technology startups and public companies to identify, engage and hire exceptional talent across more than 30 countries.

Along the way, he has built and maintained trusted relationships with thousands of GTM and engineering leaders and key operators across the US, EMEA, APAC and LATAM.

This is not a database of names. It is a living network of warm, long-standing relationships, repeated collaboration and thousands of substantive conversations, with trust carried across careers, companies and market cycles.

The team behind every search, in numbers.

25+ yearsof executive search in cyber, AI and deep tech

Thousandsof trusted relationships with GTM and engineering leaders

30+countries where we've placed leaders for startups and public companies

Globalreach across the US, Israel, EMEA and APAC talent ecosystems

Executive search built around the business outcome.

Inflection Talent was founded by Kobi Dinar, an entrepreneur and executive search professional who has spent more than 25 years founding and growing businesses while helping ambitious private and public technology companies build the leadership, GTM and engineering teams behind their growth.

While completing his graduate studies in Palo Alto, Kobi founded HTR Executive Search as a Silicon Valley boutique and grew it into a global firm known for closing complex, high-stakes mandates across the technology sector. He later founded Jobinfo, a pioneering clicks-and-mortar e-recruiting service, and grew it to a profitable, 100-person company before it was acquired. Since then, he has continued to build technology-enabled ventures, most recently in AI.

Those experiences shaped a simple conviction: a critical search is rarely just a hiring problem. It is usually a business inflection point. A market must open. A function must scale. A technical advantage must become commercial traction. Or a leadership gap must be closed before it constrains the company's next stage.

That operator perspective shapes every engagement. We begin with what the company needs the person to build, change or unlock, the gap they must close and the environment in which they must succeed. Only then do we define the role, map the market and run the search.

Kobi Dinar, founder of Inflection Talent

Kobi Dinar · Founder & CEO

At an inflection point?

Whether you're a Founder, CEO, VP HR or a hiring manager at an AI, cybersecurity or deep-tech company, if a critical hire is on your mind, we should talk. Tell us a little below and we'll come back within two business days to set up a quick, confidential call. You'll get a straight read on the market: the real candidate pool, the risks, and what it takes to close the right person. It's free of charge and comes with no commitment on your side.