Frequently asked questions

NGRS has delivered 100+ scaling projects in tech, including 400 engineers hired for a Fortune-500 fintech over 24 months. The founder, Natalia, has 20+ years in tech recruitment and is the author of training programmes for hiring managers.

Banking and financial services, enterprise SaaS, tech outsourcing, fast-growing product companies, and non-tech enterprises whose IT is core to business growth. We also run tech executive search across all of the above.

Financial services is a heavy focus right now: AML/KYC job postings rose 98% year-on-year (Ravio 2025) and 47% of financial institutions struggle to find compliance talent — the exact bottleneck the embedded model is built to clear. — NGRS delivery team

Most of our clients are under NDA, so we cite industries rather than names — Fortune-500 fintech, global bank, enterprise SaaS, tech outsourcer and so on. On a discovery call we can talk through specific situations under mutual NDA.

Yes — that's the model. We assemble a senior embedded team sized for the surge and drop it into your company for the duration. We don't subcontract sourcing; the team delivering is the team you'll meet on the discovery call.

We have people across the US, Europe, MENA, LATAM and APAC. Whether they sit on-site, hybrid or fully remote with overlap depends on your operating model — we adapt to yours.

US · Europe · MENA region (HR consulting and client advisory based in the UAE; recruitment delivery across the wider MENA region) · LATAM nearshore · APAC. See Locations for the full breakdown.

The nearshore and remote talent pools we tap are expanding fast: LATAM remote hiring grew 53–67% depending on the country, and 18% of Portuguese tech professionals now work remotely for foreign companies (Landing.jobs 2025) — deep pools we source from as a talent base.

Yes — this is what we call the Same Time Zone Squad. We assemble engineers across regions so their working hours overlap yours, turning "offshore" into "extended 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 the kind of project the model is designed for. For context, the US average is 44 days across all roles, 62 days for engineering and 89 days for AI/ML positions (SHRM 2025) — embedded recruitment runs up to 40% faster (CIPD 2024).

Once the engagement is agreed, we stand up the embedded team and the funnel within days, not weeks. Day-one work is setting up sourcing channels, intake, evaluation and offer flow — before the first candidate enters the pipeline.

The commercial model is shaped to the engagement on the discovery call. We don't quote standard rates publicly — every engagement is sized to volume, complexity and timeline. Email Contact to walk through your situation.

Embedded engagements are exclusive by their nature — we're inside your hiring engine, owning sourcing and candidate experience end-to-end. For single-role searches, we'll discuss exclusivity on the call.

97% of the people we place are still in role after 12 months. That's a function of the embedded model: we own candidate experience, offer flow and onboarding, not just sourcing.

We share risk fairly — replacement and guarantee terms are agreed per engagement. What we won't agree to is unconditional full-refund clauses if a candidate leaves during probation; that shifts all post-hire risk onto recruitment, which isn't where it sits.

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, offer and onboarding flow end-to-end. The deliverable is a team, not a stream of CVs. See Compare for the side-by-side.

Local partners know their market deeply, which is their strength. NGRS adds global structure on top — consistent standards across regions, multi-market orchestration, and experience with enterprise scrutiny — so a global build runs as one engine instead of several disconnected local ones.

RPO is one tool inside the embedded model. The difference is scope: we re-architect how your company hires, not just process a requisition.

Yes — and that's our sweet spot. The embedded model runs many roles and markets in parallel. We've delivered 50+ engineer surges on tight timelines, including 400 engineers for a Fortune-500 fintech over 24 months.

The flagship engagement was a Fortune-500 fintech: 400 engineers hired over 24 months, retention well above market. Multi-year, multi-region, run as one engine.

Companies still deciding whether a hire is even worth making, single one-off vacancies with no surge ahead, high-volume low-skill mass recruiting, buyers choosing purely on the lowest hourly rate, and engagements where the client expects unconditional post-hire risk shift. We tell people up front rather than mid-engagement.

We also fit several non-surge situations: tech executive search (first-of-kind hires where the spec is forming), local-market entry, "fresh-air" patterns for an internal team, and building a hiring function from scratch. See Who we hire for the five situations we fit best.