Last updated: June 2026
Three ways to engage NGRS
Pick the angle that matches your situation today — by the problem you're solving, by the role you're hiring, or by the geography you're hiring in.
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By the situation
50+ engineers needed fast · won a contract you need to staff today · a new market, product or funding round to deliver on.
Surge Hiring method -
By the role
Engineers across the stack · CTOs, VPs of Engineering, Heads of AI · revenue and sales leaders · roles where the spec isn't even clear yet.
Who we hire -
By the location
Hire in the US, across Europe, in MENA, LATAM and APAC — in your time zone, with one global partner.
Hire by location
Surge Hiring — embedded team, re-architected funnel
We don't hand you résumés and leave. We deploy an extended recruitment team inside your company and rebuild the way hiring runs, so huge candidate volumes flow through smoothly. Three layers of capability, in order of rarity:
— NGRS delivery team, drawing on 100+ scaling projects since 2007
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1
Find rare talent, fast.
Deep sourcing across the markets where the talent actually is. We're excellent at this — but it's the entry ticket, not the difference.
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2
Win candidates who aren't looking. Our core strength
Engaging passive senior people, building genuine interest and selling the move to your company. Far fewer agencies do this well — this is the muscle we've spent two decades building.
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Re-architect the funnel for volume.
We redesign how your company runs hiring so it carries enormous candidate funnels — with a wow-effect at every touchpoint, so people accept the offer and onboard well. This is what we're known for.
What "Scalable" actually looks like
Across 100+ scaling projects for some of the most demanding employers — financial services, enterprise SaaS, outsourcers, product companies — the same pattern holds: rare people, fast, who stay.
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Fortune-500 fintech400 engineers in 24 months
A flagship multi-year programme: re-architected the hiring engine to deliver a large engineering organisation from scratch, with retention well above market.
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Tech outsourcer · US market~ 27 engineers in a single 4-week project cycle — many roles in parallel
A won enterprise contract that needed to be staffed immediately — a senior engineering team delivered within the contract's start window.
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Enterprise R&D centre97% retention at 12 months
Scaled the centre during a burst of growth its internal recruiters couldn't absorb — and the people we placed are still there.
Figures across NGRS engagements, 12 months to June 2026: 30+ active clients, 400+ positions closed, 97% 12-month retention.
For perspective, hiring on the open market is slow: average engineering roles in the US take 62 days to fill, and AI/ML roles 89 days (SHRM 2025), against an all-roles average of 44 days. Embedded recruitment is up to 40% faster and cuts agency dependency by 25–50% within six months (CIPD 2024). Against that baseline, NGRS delivers a typical 2–4 week time-to-fill and 97% 12-month retention.
In financial-services hiring specifically, AML/KYC job postings rose 98% year-on-year (Ravio 2025) and 47% of financial institutions struggle to find compliance talent — the kind of scarce, surge-driven demand the Surge Hiring model was built for. — NGRS delivery team
The main reason for going to NGRS was a burst of growth: we suddenly had to hire a large number of specialists in a very short window. No company of our size is set up for that kind of acceleration inside its standard process.
Try the model before you talk to us
We built six things you can use today — an AI consultant that gives you a directional engagement read in 5 minutes, a diagnostic of your own funnel, a task-by-task AI-vs-human framework, scenario landings for the three most common entry points, a podcast, and a six-week course. Most don't require an email.
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Beta
Build My Team agent →
AI hiring consultant trained on 100+ NGRS engagements. Describe your situation in chat; get a directional engagement recommendation in 5 minutes.
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Free
Hiring Funnel Diagnostic →
Eight questions, two minutes. Score your funnel across sourcing, conversion, retention and capacity — benchmarked against 100+ engagements.
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Interactive
Hire AI or Human? →
Task-by-task framework + a 30-second tool that reads your real hiring task and recommends AI / Human / Hybrid. NGRS's strategic take.
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Cases
Selected cases →
Eight anonymized engagements from 100+ projects — Fortune-500 fintech, R&D centres, won contracts, executive searches.
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Podcast
Voices podcast →
Conversations with CTOs, CIOs, HRDs, founders and Heads of AI about scaling teams the hard way. Hosted by Natalia. Season 1 launching.
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Course
Hiring Bootcamp →
Six-module course for hiring managers — the playbook NGRS uses with clients, taught by senior NGRS practitioners. Cohort-based.
Who Surge Hiring is — and isn't — built for
We'd rather tell you up front. The clients who get the most out of NGRS share a specific shape; the ones who don't, share another.
A strong fit if you're…
- Scaling fast after a funding round, a won contract or a new product line
- An outsourcer that needs a senior team staffed in the contract's start window
- Hiring 50+ rare specialists in a tight window, or at any volume that overwhelms your internal team
- Hiring tech executives or revenue leaders where the role's shape isn't fully defined yet
- Need maximum transparency and predictability — with real risk of losing rates, contracts or funding if you don't staff up on time
- Entering a new local market and need a partner that understands global standards and expectations
- Building a hiring function from scratch and want the right foundations from day one
Probably not us if you…
- Need a single one-off vacancy filled and have no surge ahead
- Want high-volume, low-skill mass recruiting
- Are choosing purely on the lowest rate
- Are still deciding whether a hire is even worth making — we work best when the business case is clear
Common first questions
What is embedded recruitment?
Embedded recruitment means our recruiters work inside your company as one team with your hiring managers — NGRS deploys a dedicated squad that scales your hiring for the surge and steps back when it's done.
How is this different from a traditional recruitment agency?
A traditional agency sends you candidates per vacancy. NGRS embeds an extended recruitment team and rebuilds your hiring funnel so it scales — owning sourcing, candidate experience, offers and the onboarding flow end-to-end. You get a team as an outcome, not a stream of CVs.
How fast can you scale a team?
Our typical time-to-fill is 2–4 weeks per role, and we run many roles in parallel. A 50+ hire surge is exactly what the model is designed for.
Do you only hire engineers?
No. Engineering is our largest practice, but we also hire tech executives — CTOs, VPs of Engineering, Heads of AI — and revenue leaders. We're at our strongest where the role isn't yet fully defined and the hiring manager needs a thinking partner, not just CVs.
Where do you hire?
Across the US, Europe, MENA, LATAM and APAC — with same-time-zone teams when that matters. See Locations.
Do you work alongside our internal recruiters?
Yes. We integrate with your existing process and team, adding capacity and a proven playbook — in addition to, or in place of, your internal recruiters, depending on what you need.
What about retention and quality?
97% of the people we place are still in role after 12 months. We've delivered 100+ scaling projects, including 400 engineers for a Fortune-500 fintech over 24 months.
Tell us the team you need to build
A 30-minute call: bring the roles, the volume and the deadline. We'll tell you honestly whether NGRS is the right fit and how we'd approach it.