Last updated: June 2026
Why these outcomes hold up against the market: across the US, engineering roles take a median of 62 days to fill and AI/ML roles 89 days (SHRM 2025), while embedded recruitment of the kind below cuts agency dependency 25–50% within six months and runs up to 40% faster (CIPD 2024). Against that baseline, NGRS keeps 97% of placements in role at 12 months across 100+ scaling projects. — NGRS delivery team
Representative engagements
A range of industries, regions and engagement shapes — from multi-year flagship programmes to single executive searches with a brief that wasn't yet defined. Where a case is cleared for it, you can open the full breakdown — and request the deck to share internally.
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Flagship · Fortune-500 fintechUS · Europe
Building a 400-engineer organisation from scratch
400 engineers delivered over 24 months — multi-year embedded programmeClient was launching a new global engineering centre. Their internal recruiters were sized for ~30 hires a year; they needed 200+ in year one. We embedded a senior team, rebuilt the funnel for volume, ran multi-region sourcing in parallel, and handed back a fully staffed organisation with 97% retention.
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Tech outsourcer · won enterprise contractUS · LATAM
Staffing a $10M+ contract inside the start window
45 engineers in 9 weeks — to the contract start dateThe outsourcer had just signed an enterprise deal with a Fortune-500 client — and the start date was nine weeks away. Daily rate revenue was waiting on bodies. We stood up a same-time-zone US + LATAM team that hit the contract's go-live window with full coverage across backend, data and platform engineering.
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Enterprise R&D centre · bankingEurope · Portugal
Scaling a regional R&D centre during a burst of growth
180 engineers year one — budget had been set for 38A European bank's regional R&D centre suddenly had a strategic mandate to scale. Internal capacity: a handful of recruiters. The funnel collapsed at the first surge attempt — drop-off at offer stage, candidates ghosting. We re-architected the funnel, owned the candidate experience end-to-end, and the centre crossed 180 hires in year one with 94% still in role at 12 months.
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Scale-up SaaS · Series CUS · Europe
From "we just closed funding" to a senior platform team
28 senior engineers across platform, data and ML in 14 weeksPost-funding, the company had to scale platform and data engineering fast — but the bar was "best on the market," not "first available." We engaged passive senior candidates across the US and Europe, ran tight calibration cycles with the hiring managers, and delivered a team that's still in place two years later.
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First-of-kind exec · AI scale-upUS · UK
Hiring a Head of AI when the role hadn't existed before
1 hire · 11 weeks brief shaped from scratch — placement still in roleThe founder knew there was a gap, but the role title wasn't right and the spec was forming. We acted as a thinking partner first, worked the brief with the CEO and CTO over two weeks, then ran a calibrated search across US and UK. The hire shipped the company's AI product line in 12 months.
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Banking platform · digital transformationEurope · MENA
Cross-region build for a digital-banking platform
60 engineers + 12 commercial & back-office hires across Europe and MENA — 6 monthsTwo regions, one platform, one set of architecture standards. Engineering was the volume side; the same engagement also closed a set of adjacent commercial roles the build couldn't ship without — a Head of Private Banking Sales, two SAM/KAM managers in HNWI segments, BD and financial analysts, in-house legal counsel, and back-office for the new investment-platform business line. The client's UAE-based HQ team was engaged through our HR consulting and talent-advisory presence in the Emirates; recruitment delivery itself ran across Europe and the wider MENA region, with consistent rubrics so all pods met the same bar. Communication and stakeholder readiness were screening criteria, not afterthoughts.
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Healthtech scale-up · Series BUS · LATAM nearshore
Building a nearshore engineering team in US working hours
35 engineers in LATAM, 80% US-overlap — 18 weeksThe client had tried offshore — and lost months to overnight handoffs. We assembled a senior LATAM team that overlaps full US working hours, with a screening rubric for live collaboration as a hiring criterion. Standups feel in-house; engineering velocity recovered within a quarter.
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B2B SaaS · enterprise market entryUS · Europe
Hiring a VP of Sales for a market they hadn't sold in before
1 VP Sales · 9 weeks + 2 enterprise AEs in following monthThe client wanted to enter US enterprise — without ever having sold above mid-market before. The right profile depended on which segment they actually wanted to win. We worked the question with the founder, then ran a search calibrated to the final answer. The VP closed first enterprise deal in quarter two.
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Private banking · HNWI platform launchEurope · MENA
Leadership and commercial team for a new HNWI banking line
14 hires across leadership, sales & back-office over 5 months — alongside the engineering buildA bank launching a new HNWI / private-banking product line needed the commercial team to land in step with the platform. We closed the leadership (CCO, Head of Private Banking, Head of Compliance), the sales bench (SAM and KAM managers for HNWI segments, two PAMs, inside-sales managers), in-house legal counsel, two financial analysts and the back-office team for the new investment vehicle. Same engagement, same playbook as the engineering side — different shortlists, same standards bar.
Questions buyers ask about these cases
- Why are the client names anonymized?
- Almost every engagement is under NDA, so we cite industry, region and outcome rather than the company. The figures — for example 400 engineers delivered over 24 months for a Fortune-500 fintech, or 97% 12-month retention — are real and verifiable on a discovery call under mutual NDA. — NGRS delivery team
- How fast can NGRS staff a team compared with a traditional agency?
- Our embedded model returns a first shortlist in two business days and runs a 2–4 week time-to-fill, closing roughly 27 roles per four-week cycle. For context, US engineering roles take a median of 62 days to fill and AI/ML roles 89 days (SHRM 2025), and embedded recruitment is up to 40% faster than the agency model while cutting agency dependency 25–50% within six months (CIPD 2024).
- Can NGRS deliver compliance and commercial roles, not just engineers?
- Yes. Several cases below pair an engineering build with leadership, sales, compliance and back-office hires on the same engagement. That matters because AML/KYC job postings rose 98% year over year (Ravio 2025) and 47% of financial institutions struggle to find compliance talent — so a digital-banking platform needs the commercial and compliance bench to land in step with the build. — NGRS delivery team
To get in front of clients like ours — Fortune 500s, public companies — you don't come in cold. It's word of mouth, referrals, people who worked with you and moved to another company and brought your name with them. That's exactly how NGRS gets recommended.
Your engagement won't look exactly like any of these
It'll look like the closest one, calibrated to your situation. Tell us where you are on a 30-minute discovery call — we'll point to the most relevant case and walk through what we'd actually do for you.