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 resumes 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:
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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.
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.
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.