NGRSNext Generation Recruitment Services
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Selected cases

100+ scaling projects.

Engineering is our flagship practice, but the same model scales to tech executives and business leaders. We're at our strongest when the roles are still forming, the hiring manager needs a thinking partner, and the bar is "best on the market," not "first available."

Last updated: June 2026

100+
Scaling projects delivered
400
Largest single engagement (engineers / 24 mo)
97%
12-month retention
5
Regions covered
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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.

  • Flagship · Fortune-500 fintech
    US · Europe

    Building a 400-engineer organisation from scratch

    400 engineers delivered over 24 months — multi-year outsourced programme

    Client was launching a new global engineering centre. Their internal recruiters were sized for ~30 hires a year but they needed 200+ hires in year one. We deployed a senior team, rebuilt the funnel for volume, ran multi-region sourcing in parallel, and handed back a fully staffed organisation with 97% retention.

    Outsourced RPOMulti-regionSurge hiring
    Read the full breakdown
  • Tech outsourcer · won enterprise contract
    US · LATAM

    Staffing a $10M+ contract inside the start window

    45 engineers in 9 weeks — to the contract start date

    The outsourcer had just signed an enterprise deal with a Fortune-500 client — and the start date was nine weeks away. The project couldn't begin until the engineering team was in place. With only nine weeks until go-live, we built a same-time-zone US and LATAM team covering backend, data, and platform engineering, enabling the client to launch on schedule and start delivering from day one.

    Surge hiringSame time zoneContract start
  • Enterprise R&D centre · banking
    Europe · Portugal

    Scaling a regional R&D centre during a burst of growth

    180 engineers year one — budget had been set for 38

    A European bank's regional R&D centre suddenly had a strategic mandate to scale. Internal capacity: a handful of recruiters. As a result, 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.

    Funnel rebuildRetentionInternal-team augment
  • Scale-up SaaS · Series C
    US · Europe

    From "we just closed funding" to a senior platform team

    28 senior engineers across platform, data and ML in 14 weeks

    Post-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.

    Passive sourcingSenior barMulti-region
  • First-of-kind exec · AI scale-up
    US · UK

    Hiring a Head of AI when the role hadn't existed before

    1 hire · 11 weeks brief shaped from scratch — placement still in role

    The founder knew there was a gap, but the role title wasn't right and the role itself was still taking shape. We acted as a thinking partner first, worked briefly 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.

    Executive searchBrief shapingFirst-of-kind
  • Banking platform · digital transformation
    Europe · MENA

    Cross-region build for a digital-banking platform

    60 engineers + 12 commercial & back-office hires across Europe and MENA — 6 months

    Two regions, one platform, one set of architecture standards. While most of the hiring focused on engineering roles, the project also required a range of business-critical commercial positions to support the launch. Alongside software engineers, we hired a Head of Private Banking Sales, two Senior/Key Account Managers for the HNWI segment, business development professionals, financial analysts, an in-house legal counsel, and back-office specialists for the client's new investment platform.

    Our team in the UAE worked closely with the client's headquarters, while recruitment was delivered across Europe and the wider MENA region.

    Multi-regionEngineering + commercialPrivate bankingMENA
  • Healthtech scale-up · Series B
    US · LATAM nearshore

    Building a nearshore engineering team in US working hours

    35 engineers in LATAM, 80% US-overlap — 18 weeks

    The client had previously worked with an engineering team in a distant time zone, which slowed development because teams could only communicate once a day. We built a senior engineering team in Latin America that worked almost the same hours as the US team, allowing real-time collaboration and restoring development speed.

    Same time zoneLATAMNearshore
  • B2B SaaS · enterprise market entry
    US · 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 month

    The 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.

    Revenue leadershipMarket entryBrief shaping
  • Private banking · HNWI platform launch
    Europe · MENA

    Leadership and commercial team for a new HNWI banking line

    14 hires across leadership, sales & back-office over 5 months — alongside the engineering build

    A 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.

    Leadership searchPrivate bankingHNWIBack-office
FAQ

FAQ

Is NGRS only an RPO provider?
NGRS works across three core recruitment areas: RPO, executive search, and tech recruitment. We can act as an outsourced recruitment team for large-scale hiring projects, run a dedicated search for a single executive or business-critical role, or help companies find highly specialised tech talent. The model depends on what the client needs to hire.
What other services does NGRS provide?
Beyond recruitment, we help companies strengthen their own hiring capabilities. We provide education and training for hiring managers, helping them improve interviewing, candidate assessment, and hiring decision-making. We also work with companies on employer brand building to help them better position themselves in the talent market and attract the people they want to hire.
Where does NGRS recruit?
Globally. Our teams run searches across different countries and regions depending on where the right talent is located and where our clients need to hire. We can recruit in a single local market or run multi-region searches in parallel, applying the same recruitment process and quality standards across geographies.

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.

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