May Mor - talent on demand for hi-tech companies
Talent on demand · Embedded fractional partner

Hired like a mercenary. Kept like a partner.

Technical project management, cross-functional delivery and process improvement, done at full speed by someone who already knows your business - without opening a job, paying a recruiter, or putting your managers through 6 weeks of interviews.
I finish it, and leave your team able to do it without me.

Book a 30-min call See how it works

10 years in regulated environments: fintech, digital banking, capital markets · M.Sc in AI · Remote or on-site

Every CEO's dream hire

The unicorn in your job description.
Available Tuesday.

Senior enough to run it without being managed.
Works the way a regulated company has to, on risk, permissions, and audit trails.
Available 7 days a week. Gone when it is done. Never on the payroll.

You do not have to hire that person. You can just call me.

20-25%recruiter fee on the hire you no longer have to makeIndustry standard
44 daysto fill one role, with your managers sitting through the whole loop. I start this weekSHRM 2025
Zerotime spent getting up to speed after the first job. I already know your systems and who decidesAfter the first job
1 not 3hands, delivery, and management in one person. Paid by the job, not by the monthNo salary, no benefits

Recruiter fees: 15-30% of first-year salary, industry standard. Time to fill: SHRM 2025 Recruiting Benchmarking Report, US average across roles.

How it works

I am paid to close it for good.

Step 01

I learn your business

Fast, and before I recommend anything.

Your systems, your processes, your market, and who actually makes decisions.

Step 02

I do the work

Build it, run it, or lead it.

A stuck project, a report nobody has time for, a product with no owner. The work itself, not a deck about it.

Step 03

I show you how to stop it coming back

A written handover, not another invoice.

I look at what would make you call me again about this, and write it down. A root cause, a process fix, a handover - whatever that issue needs.

I want you to stop needing me for this. The next job starts at full speed, because I already know your business.
Why this works differently

Call me twice.
Never about the same problem.

Paid by the job

No retainer, no monthly minimum. A problem that drags on does not earn me more.

Every job ends in writing

The root cause, the process fix, the handover. If your team can run it without me, the job worked.

Nothing to sell you

No vendor fees, no commissions, no preferred partners. The work is done with the people, tools, and budget you already have.

1 person, not 3

One person covers the technical side, the delivery, and the organizational side. You pay for the fraction you use.

Regulated by habit

10 years in fintech, digital banking, and capital markets. Risk, permissions, and audit trails are how I work, not an extra step at the end.

A shorter engagement and a longer relationship. The next call is about something new.
Scope, stated plainly
What I can help with
Anything.
If it does not need a license, I can do it.
For example

Product · Program and project management · Code, data, integrations · AI and automation · Process design · Onboarding and handovers · Reports · Migrations · KPIs · Workshops · Identity-first coaching · Organizational consulting · Scale assessment · Investment DD

If I am not the right person, you hear it on the first call. I will look for an alternative, and I will only recommend someone I would trust with the work myself. No commission either way.
Do not know your system or your market? I learn it on my own time, not on your invoice.
I will not touch it
You need someone who carries the liability.
  • Legal advice and contracts
  • Accounting, bookkeeping, audit
  • Tax and regulatory filings
  • Licensed financial advice
  • Medical or clinical work
  • Anything else requiring a license I do not hold
You hear it on the first call. If I know someone who holds the license and I would trust them with it, I will say so.
10+ years in hi-tech Regulated digital banking Fintech and payments Adtech at scale Capital markets and investment

M.Sc in Intelligent Systems, AI (Afeka) · B.Sc Industrial Engineering (Ruppin) · Certified Organizational Consultant and Certified Coach (Bar-Ilan) · Agile and Scrum (CSM, Facilitator, Scaling Practitioner) · Project Management · Directorship · Data Science for Executives

What a hire actually costs

What on demand actually saves you.

A hire, a recruiter, an agency. Each one bills you for things that are not the work.

€30-50K
Recruiter fee
on one senior tech hire, at the standard 20-25% of first-year salary. Paid again if that person leaves.
Industry standard, 15-30% range
$5.5K - $36K
Cost per hire
$5,475 for a non-executive role, $35,879 for an executive. Spent before anyone works a day.
SHRM Benchmarking, 2025
1.25-1.4x
Loaded salary
what an employee really costs after taxes, benefits, equipment, space. You pay all of it even if you need half the capacity.
Standard employer multiplier
2-4x
Agency markup
agencies price in overhead, margin, and a management layer. The person doing your work sees a fraction of your rate.
Typical agency pricing model
Full-time hire Outsourcing agency Retainer consultant Talent on demand (me)
Fee to start Recruiter fee plus cost per hire Markup on every hour, every time Monthly fee from day one One-time fee for the Baseline
You pay for 100% of a person, always A team plus its management layer Every month, busy or not Only the days you actually need
Knows your business After 2-4 weeks of getting up to speed Re-briefed on every project, often new faces Yes, while the retainer runs Already, after the Baseline
Seniority doing the work Whoever you managed to hire Whoever the agency assigns, which may not be who pitched Varies by firm The person you spoke to
If it does not work out Severance, rehire, and the cost of hiring again Contract term to run out Notice period The engagement simply ends
Whose interest Yours Selling more hours Extending the retainer Yours - I take nothing from any vendor
Time to value 3-6 months to hire and get them up to speed Months, after scoping and onboarding Ongoing by design Weeks
Lock-in Permanent headcount Contract term Rolling monthly None - you own the plan
Uses what you already have Adds cost Adds complexity Rarely Yes, by design

Scroll sideways for the full table

And the cost nobody puts in the budget

Give it to your own people and it lands on the best ones. Your senior engineer runs the migration instead of building. You pay a top salary for work you did not hire them for. No invoice ever shows it, so it runs for years.

Sources: SHRM Benchmarking Report 2025 (cost per hire); recruitment agency fees of 15-30% of first-year salary, 20-25% typical in tech; employer loaded-cost multiplier of 1.25-1.4x; typical agency pricing. Directional benchmarks - the Baseline works from your numbers.

What people call me for

Recognize any of these?

9 jobs, in the words people use for them.

01 "I need my best person free for the new project." I take over whatever they are carrying now, so they can move onto it this week. Part-time 02 "This project is short 2 people." I fill the gap for as long as the project runs. No recruiter, no notice period. Per project 03 "She goes on maternity leave in 6 weeks." I cover the role while she is out and hand it back when she returns. Same for long unpaid leave. For the leave 04 "The CEO has a keynote in 3 weeks and no time." I build the talk, the deck, and the story. She walks in and delivers it. Fixed project 05 "We need another developer for 2 months." I take the low-risk tasks, so your developers are free for the work that actually needs them. Per project 06 "The board wants a report nobody has time to build." I pull the data, build it, and write what it means. Per project 07 "We pay for a system nobody uses properly." I make it do what you bought it for, then write the handover so it stays that way. Per project 08 "Everything waits for one person to decide." The scale assessment. I learn the business, then give you a ranked plan: what it costs you now, what breaks next, what your team can fix without me. One-time fee 09 "They pitch well. Can they actually execute?" For VCs and family offices: an operator's read on the company before you wire. Written, 1-2 weeks. Fixed project
All services
Media & Thought Leadership

Where I
Write and Speak.

Articles

Insights

Long-form writing on scaling, AI that actually pays, and what tends to break first. The frameworks behind the work.
Professional

LinkedIn

Shorter takes, published weekly. 10 years inside regulated tech, minus the polish.
Speaking

Conference Keynotes

AI in business, high-stakes decisions, and practical scaling - talks that leave your audience with tools they can use tomorrow.
May Mor
Let's Talk

Ready to
Work Together?

Tell me what is open right now. I will tell you which one is actually worth your money - a Baseline, a single project, or a workshop for the team. I answer 7 days a week.

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