Every Rivago partner runs one practice and has placed inside it for seven or more years. They know the comp bands, the unpublished orgs, and the people whose LinkedIn still says “Director” three years after they made VP.
We've placed engineering leaders into thirty-two of the Fortune-500 tech orgs and forty-plus venture-backed scale-ups. From a first VP of Engineering to a CTO succession.
Provider, payer, and life-sciences senior hires. Our healthcare practice carries the highest credential bar in the firm — every partner has prior operating experience inside a hospital network, payer, or regulated biotech.
First-GC searches, deputy succession, and lateral partner hires for in-house teams. We've placed counsel into eleven pre-IPO finance teams and twenty-plus growth-stage technology orgs.
CFO succession, treasurer hires, quant teams, and the long bench beneath them. Heavy presence in Delaware, Ontario and Pune — markets where we know the comp committees by name.
Tier-1 OEMs, defence primes, and the supplier ecosystem beneath. Eighty-percent of finalists arrive with active clearance — pre-vetted through Rivago's cleared-talent program.
5G core, fibre rollout, MSO leadership. We staff inside the operator and the supplier — pricing intelligence across both sides of the table.
OEM, tier-1 supplier, and the new mobility entrants. Battery, ADAS, software-defined vehicle — we know who's hiring and who's quietly looking.
From distribution-centre leadership to global head-of-supply roles. We staff the spine of the business — the people who keep the operation moving when everything else is on fire.
CRO succession, first-VP-of-marketing hires, demand-gen leadership. We know the OTE patterns and we know which “100% to plan” résumé actually beat the number.
The function that hires our function. CHRO succession, head-of-talent searches, total-rewards leaders. Quietly our most repeat-business practice — once a CHRO trusts you, they bring you with them.
Every practice runs the same five-stage process. The only thing that changes is who's on the other end of the phone — and how much they already know about your sector when they pick it up.
Same in technology as in healthcare. Same in finance as in defence. The practice lead changes; the bar doesn't.
Plain English from heads of talent, GCs, and CFOs who hired through a Rivago practice in the last eighteen months.
“Marcus walked into our intake with a list of seven people he'd already had coffee with. Two became finalists. The one we hired closed in twenty-three days against a brief most agencies told us would take ninety.”
“Eleanor briefed me on three GC candidates and was honest about which one she'd hire herself. That kind of candour from a search firm is almost extinct. We took her recommendation. She was right.”
“Lila understood the DHA licensing path better than my own ops director. Eleven clinical placements, zero compliance issues. We've stopped calling other firms.”
We'll put the practice lead on the line for a 30-minute scoping call. Tell us which sector to bring.