What a replacement guarantee actually covers

A replacement guarantee is not insurance, a refund, or a money-back promise. It is a contractual obligation that the recruitment agency will conduct a second search, at no cost or at a discount, if the hired candidate leaves or is terminated within a defined window from their start date.

The guarantee covers two scenarios. First, voluntary resignation: the candidate quits for any reason (better offer, wrong fit, relocation, burnout). Second, involuntary separation: you dismiss the candidate for performance, conduct, or misconduct. Both are treated the same way. If either happens on day 45 and you hired on a 60-day guarantee, the agency runs a new search at no cost.

The re-search follows the same intake process as the original engagement. The agency meets with you again, refines the role spec if needed, sources new candidates, screens, and submits. If a replacement is hired, that cycle is free. If no replacement is hired and the engagement closes, the guarantee is spent and the original fee is retained. This is worth clarifying in writing before you sign.

One detail often overlooked: the guarantee is usually tied to the role and scope as originally specced. If you interview a backend engineer and hire one, the guarantee covers replacement with another backend engineer. If you later promote the hire to a different team or change the seniority level, the guarantee typically becomes void. Read the contract language on scope changes, not just the day counts.

30 vs 60 vs 90 day windows: what triggers at each stage

Most Israeli agencies use a tiered model where the agency's replacement obligation decreases over time. The premise is sound: the longer someone stays, the more the hire is "yours" and the less the agency bears risk. Here is how the tiers typically break down.

This is the Israeli market norm and mirrors the terms offered by top-tier boutique agencies like Ethosia, Liba, and Gotfriends. Digital Hunters operates a 30/60/90 model that aligns with these norms. Agencies in London, Berlin, or San Francisco often skew towards longer guarantees (60, 90, or even 120 days) because their fees are higher and their cost-per-search is amortized differently. In Israel, where success fees are lower in absolute terms (10,000 to 50,000 ₪), the 30/60/90 window is fair and standard.

The exact mechanics of "partial" and "goodwill" replacement vary. Some agencies offer a percentage discount on a new search (you pay 50% of the original fee and get full submissions). Others cap billable hours (you get 20 hours of agency time, after which you pay hourly overages). A few offer a fixed pool of candidates (10 vetted submissions, take-it-or-leave-it). Get the exact terms in writing before signing. Vague language like "goodwill replacement at a discount" has ended in disputes.

What voids the replacement guarantee: the clauses that matter

The guarantee is not unconditional. Several triggers void it entirely, and most contracts spell these out in a single clause. Here are the most common void conditions and why they exist.

The void clauses are boilerplate in Israel, but they are negotiable. If you are a repeat customer or signing a large volume engagement, you can push back. For example, you might negotiate a "modified guarantee" that applies even if you trigger a layoff, but the agency's obligation is limited to 50% of the original fee instead of a full free replacement. This is fair territory. The key is having the conversation upfront, not discovering the void clause when you actually need it.

How the Israeli market differs from the US and Europe

Israeli tech recruitment has structural differences that shape how replacement guarantees work. Understanding these matters if you are comparing local agencies to London boutiques or comparing Israeli vs US hiring models.

First, the success-fee baseline is lower in Israel. A junior backend hire at 18,000 ₪ per month costs 18,000 ₪ in fees (100% of monthly salary). The same hire in London at 4,500 GBP costs roughly 22,500 GBP in fees (15% to 20% of annual salary). The cost-per-search is lower, so Israeli agencies can afford slightly longer guarantees (30/60/90 is standard). In London and Berlin, 60/90 or 90/120 is more common because the fees sustain longer re-search cycles.

Second, Israeli hiring is fast and volumes are high. Most Tel Aviv tech companies are in growth mode, hiring continuously. The turnover risk is real, but it is also diffuse: if 1 in 10 hires doesn't work out, that is 10% replacement rate, not a rare event. Agencies price this risk in. US and EU recruitment often treats each hire as a one-off, so guarantees are more conservative (longer windows, stricter void clauses).

Third, Israeli employment law is different. Probation periods are often 3 months, and dismissal during probation requires less process. This means a 90-day guarantee in Israel covers the entire probationary period. In London or Germany, probation is often shorter or non-existent, and employment law is stricter on dismissal, so guarantees are longer to reflect that additional risk. Do not assume a 90-day Israeli guarantee is equivalent to a 90-day London guarantee.

Finally, Israeli agencies often have direct relationships with passive candidates (backend engineers, DevOps folks, senior PMs) because the talent pool is small and concentrated. The re-search costs are lower because they already have warm leads. This is why 30/60/90 is feasible. Larger markets with deeper talent pools and more competition might require longer guarantees to be competitive.

Digital Hunters' tiered 30-60-90 model: what you get at each stage

Digital Hunters operates a 30/60/90 replacement guarantee that aligns with Israeli market norms. Here is how the tiers map to your hiring plan.

• 30-day guarantee: Typically offered on project recruitment engagements (fixed deliverable of 13 candidates over 4 weeks). If a hire leaves or is dismissed within 30 days, the agency submits new candidates at no cost until replacement is hired or engagement closes. This window covers onboarding and initial role fit assessment.
• 60-day guarantee: Standard on success-fee engagements for mid-level hires (3 to 5 years experience, 22,000 to 30,000 ₪ monthly). Covers the first 2 months, which usually includes probation period and early team integration. Days 31 to 60 include a partial replacement (typically 50% of original fee).
• 90-day guarantee: Offered on success-fee engagements for senior hires (6+ years, 30,000+ ₪ monthly), engineering managers, or specialist roles (DevOps, ML, security). Covers the full probation period plus 3 additional weeks. Days 61 to 90 include a goodwill replacement, usually at 20% to 30% of original fee.

The tiers are tied to role seniority and engagement type, not to negotiation. This is the Israeli market standard. If you need a different window or structure, that conversation happens at intake. Most agencies, including Digital Hunters, will accommodate if you are a repeat customer or large volume.

5 questions to ask before signing a replacement guarantee clause

1. What is the exact day-count window, and how is "day 1" defined? Some contracts count from offer date, others from first day on payroll. Written offer date vs actual start can be weeks apart. Confirm it is first day on payroll.
2. What exactly does "partial replacement" or "goodwill replacement" mean? Is it a percentage discount, capped hours, or fixed candidate count? Get a worked example in writing.
3. What voids the guarantee, and are any void triggers negotiable? Layoffs and role changes are standard. Salary cuts, visa issues, and forced relocation are negotiable. Ask for a grace clause on layoffs if your business is volatile.
4. What happens if no replacement is hired within the guarantee window? Is the original fee refunded, credited to future hires, or forfeited? Clarify the end-state.
5. Can the guarantee be combined with a project or retainer engagement? If you start with a 30-day success-fee hire and then switch to retainer recruitment, does the 30-day guarantee stay active or convert to the retainer terms? Ask explicitly.

One bonus question, especially if you are opening a new location or scaling fast: ask the agency how they handle batch hires in the guarantee window. If 3 people leave in week 6, do you get 3 free replacements, or is the guarantee one-per-original-hire? Most agencies will say one per hire, which is fair. But confirm upfront, because replacement volume can affect timeline.

Replacement guarantees in context: one piece of your recruitment contract

The 30/60/90 replacement guarantee is one clause in a broader recruitment agreement. It matters, but it is not the only thing that matters. Equally important are the fee structure (success-fee vs fixed project), the exclusivity window (how long you cannot hire a submitted candidate without owing a fee), candidate data ownership after the engagement ends, and whether the engagement can convert mid-flight (success-fee to retainer, for example).

Top-tier Israeli agencies like Ethosia, Liba, and Digital Hunters use similar replacement guarantee terms because the market has converged on what is fair and enforceable. The real differentiation is in search quality, speed, and the strength of the relationship. A 90-day guarantee from an agency that takes 8 weeks to produce the first candidate is worse than a 60-day guarantee from an agency that submits qualified profiles in 3 days.

Before signing, get a side-by-side comparison of at least two agencies. Compare the total cost (fee + VAT + any relocation or background-check fees), the replacement guarantee (window, discount terms, void clauses), the candidate exclusivity window, and the agency's turnaround time from intake to first submission. Most agencies will provide this in writing. Use it to decide.