Four practices, one playbook
From individual contributors to the leadership team — handled by the same embedded model and the same standards bar.
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Software engineering at scale
Backend, frontend, mobile, data, ML/AI, DevOps, SRE, platform and QA. From single senior hires up to surges of 50+ engineers. Across stacks: Java · Python · Go · .NET · Node · React · iOS / Android · data & ML platforms.
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Tech executives
CTO, VP of Engineering, Head of AI, Head of Platform, Head of Data, Chief Architect. We're at our sharpest when the role hasn't been filled before in the company and the spec is still forming — we help shape it, source the right shortlist and close the right person.
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Revenue & sales leaders
Sales Directors, VPs of Sales, Heads of Revenue and BD leaders for B2B tech — especially when entering a new market or vertical and the right profile depends on where the business actually wants to land.
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"We don't know what we need yet"
The hardest brief: there's a problem, a budget and a deadline, but the role title isn't right and the company has never hired this profile before. We work the problem with the hiring manager first, then build the search around the answer.
The commercial team your tech build often comes with
At fintechs and banks, an engineering surge rarely arrives alone — the same wave brings leadership, sales, business development, legal and back-office hires that have to land in step. We've closed these roles alongside engineering across our financial-services clients for years; they're not a separate offer, they're the same engagement.
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Leadership search
Board, C-suite and executive hires
Board members, CEO, CTO, COO, CFO, CMO, CDO, Sales Directors — and the cross-functional executives that come with a fintech build-out. Brief shaping where the role hasn't existed in the company before.
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Sales & marketing
Revenue, private banking, HNWI segments
Private banking sales · SAM / KAM / AM / PAM · inside-sales managers · marketing managers · SMM · BD leaders. Across enterprise, SME and HNWI segments. Calibrated to the specific market the business actually wants to win.
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Analyst & back-office
BD analysts, financial analysts, banking back-office
Business development analysts and managers · financial analysts · sales managers across enterprise / SME / HNWI · full back-office for banks and investment companies. The bench that keeps the platform running once engineering ships.
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Legal & procurement
Legal counsel and procurement directors
In-house legal counsel and procurement leadership (CPO, procurement directors) for regulated fintech and banking platforms — including the legal coverage a digital-transformation programme actually needs in flight.
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Compliance & AML
Compliance officers, AML/KYC and financial-crime specialists
Compliance officers, AML/KYC analysts, financial-crime and regulatory-affairs specialists for fintechs and banks. AML/KYC job postings grew 98% year-over-year (Ravio, 2025) and 47% of financial institutions report difficulty finding qualified compliance talent — we close these roles inside the same engagement as the engineering build.
Same playbook, same standards bar — adjacent to the engineering practice, not separate from it. If your fintech surge needs more than engineers, the conversation starts on the same call.
Five situations we fit best
Across 100+ scaling projects, the same shapes keep coming back. If any of these sounds like your week, we're probably a fit.
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The role isn't fully defined yet
You know there's a gap, you know the business case, but the title and shape are still forming. We act as a thinking partner with the hiring manager, then build the search around the right profile rather than the first reasonable one.
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You need tight back-and-forth with the hiring manager
Fast hypothesis checks, calibrated shortlists, real-time recalibration when feedback shifts. We work close to the hiring manager — flexibly, with professional advice, not "send-and-wait."
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Hiring isn't a system yet — and it needs to become one
You're past your first hires, but the process isn't built. We lay the right foundations: sourcing channels, intake, evaluation, offer flow, onboarding — so the next 20 hires go through a real engine, not heroics.
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Your internal model is tuned for standard roles — and you need fresh air
Internal teams optimise for the steady state. When a non-standard role comes up — or you want best practices from outside — we bring patterns from 100+ projects with some of the most demanding employers.
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You're entering a new local market — globally
You need local sourcing depth, but you also need global structure: consistent standards, multi-region orchestration, an enterprise-ready partner. That's exactly the seam between us and a single-country local recruiter — see the comparison.
Speed is where the embedded model earns its place. US engineering roles take a median of 62 days to fill, and AI/ML roles 89 days (SHRM, 2025); embedded recruitment runs up to 40% faster and cuts agency dependency 25-50% within six months (CIPD, 2024). Against that benchmark, NGRS delivers a calibrated shortlist within 2 business days and a 2-4 week time-to-fill, sustaining a 97% 12-month retention rate across 30+ active clients. — NGRS delivery team
Figures across NGRS engagements, 12 months to June 2026.
Who we're NOT for
We'd rather say it up front than disappoint you mid-engagement.
Not us if you…
- Are still deciding whether the hire is even worth making (we work best when the business case is clear)
- Need a single one-off vacancy filled with no surge ahead
- Want high-volume, low-skill mass recruiting
- Are choosing purely on the lowest rate
A strong fit if you're…
- Scaling fast and the role bar is "best on the market"
- Hiring a first-of-its-kind leader — CTO, VP Engineering, Head of AI, revenue leader
- Need maximum transparency and predictability — with real risk of losing rates, contracts or funding if you don't staff up on time
- Building the hiring function from scratch and want the foundations right
- Looking for fresh-air patterns from outside your internal team
- Going global and want one partner across regions
Common questions about the roles we fill
Do you hire compliance and AML specialists?
Yes. Compliance officers, AML/KYC analysts, financial-crime and regulatory-affairs specialists are part of our adjacent fintech & banking practice. Demand is acute — AML/KYC job postings grew 98% year-over-year (Ravio, 2025) — and we close these roles inside the same engagement as the engineering build, with the same shortlist-within-2-business-days standard.
Can one engagement cover engineers and commercial roles?
Yes — that's the default at fintech and banking clients. An engineering surge rarely arrives alone, so the same embedded team closes leadership, sales and BD, legal, compliance, analyst and back-office hires alongside the engineers. One playbook, one standards bar, one engagement — not a separate vendor for each function.
Do you do executive search for banking?
Yes. We place Board members, CEO, CTO, COO, CFO, CMO, CDO and Sales Directors for banks and fintechs — and we're at our sharpest when the role hasn't existed in the company before and the spec is still forming. We help shape the brief first, then build the search around the answer.
Tell us the team — or the role you can't quite describe
A 30-minute call: bring the situation, the deadline and what you've tried. We'll help shape the brief, and tell you honestly whether NGRS is the right fit.