Contract, contract-to-hire and direct hire across four countries. A specialist partner runs the search end to end — and stays on the line for every role after it.
Most agencies sell volume and hand your role to a junior. We do the opposite — one senior partner owns the search end to end, sources the people who never apply, and puts the commitments that matter in writing before you sign.
Signed brief to three calibrated finalists.
Last 12 months, every level.
Deep benches across every sector.
US, Canada, the UAE and India.
Every search is run by a specialist with 7+ years in your field — no juniors learning on your role.
A private network of senior operators who never touch a job board — reached directly, on your behalf.
Calibrated scorecards and diverse, fairly-assessed slates on every role — bias designed out from the brief.
Structured check-ins at 3, 6 and 12 months — we stay invested long after the placement is made.
One quality bar across all three. Tell us the role and your partner will recommend the right structure before you commit — no pressure to over-buy.
Permanent placements across every function and level. Pay only on a hire that sticks past the guarantee window — fast, low-risk, no retainer.
Skilled professionals on flexible terms — scale up, trial before you commit, or convert to permanent. We run payroll and compliance.
On-demand professionals for peaks, seasonal spikes and leave cover. Deployed fast, fully compliant, scaled up or down as the work changes.
Pick a domain. Every partner runs one practice and has placed inside it for years — so they know the titles, the org charts and the people who never apply through a portal. Here is a sample of the roles we fill, and what it looks like when we do.
AI, data and platform engineering talent — from ML and LLM engineers to the leaders who build the teams around them — across cloud-native and enterprise stacks.
We had an AI roadmap and no one to build it. Rivago stood up our ML, data and platform team — LLM and GCP AI engineers included — in a single quarter.
Provider, payer and life-sciences senior hires — clinical, regulatory and quality leaders, held to the highest credential bar in the firm.
Regulatory and quality hires are unforgiving to get wrong. Every candidate Rivago sent could do the job on day one.
First-GC searches, deputy succession and lateral hires for in-house teams scaling across jurisdictions.
We were scaling into three jurisdictions at once. Rivago found counsel who had actually done it before.
CFO succession, treasury, FP&A and the long bench beneath — in markets where we know the comp committees by name.
Their partner knew our regulatory world cold. We had a shortlist of four for a hard compliance seat inside a week.
Tier-1 OEMs, defence primes and the supplier ecosystem beneath — cleared talent pre-vetted through Rivago’s cleared-talent program.
Cleared, niche and fast — three things that rarely come together. Rivago delivered a programme team we could not build ourselves.
5G core, fibre rollout and MSO leadership — staffed on both the operator and supplier side, with pricing intelligence across the table.
We were rolling out 5G and short on RF talent nationwide. Rivago staffed the whole region in under two months.
OEM, tier-1 supplier and the new mobility entrants — battery, ADAS and software-defined vehicle talent, sourced before it hits the market.
An EV line launch with an immovable date. Rivago built the manufacturing and quality team that hit it.
From distribution-centre leadership to global head-of-supply roles — the people who keep the operation moving when everything else is on fire.
They placed a plant leadership team across two sites — on time, on budget — while our own pipeline was bone dry.
CRO succession, first-VP-of-marketing hires and demand-gen leadership — we know the OTE patterns and which “100% to plan” résumé actually beat the number.
We doubled the revenue org in a quarter. The reps Rivago placed beat quota faster than anyone we hired ourselves.
One partner owns every stage — permanent, contract, temporary or retained. Pace varies by engagement; each service page states its own timeline.
We agree the spec, the bar and the commercials up front, so nothing about the engagement is ambiguous later.
Your partner works their own practice network — people approached directly, never a job ad reposted at scale.
Everyone you meet has been interviewed against the agreed bar, with written evidence behind the recommendation.
We carry the admin — scheduling, debriefs, references and compliance — so your team only spends time on decisions.
We close the offer, protect it against counters, and stay accountable through the guarantee window.
Wherever the role sits, a local partner runs it — backed by a centralised research and sourcing team. You get regional fluency and round-the-clock pipeline, on a single contract.
We were opening a second hospital with beds coming online in ninety days and no clinical leaders in post. Rivago filled every seat — credentialed, compliant, and still here a year on.
The one-page framework our partners use to calibrate a search before a single name is sourced.
A clear-eyed model for when flexible talent beats a permanent hire — and when it quietly costs you more.
Work authorisation, EOR and payroll, decoded for teams scaling into three regions at once.
A 30-minute scoping call with a partner — not a portal — and a written shortlist plan within one business day.