Build Your Own Recruitment Business Under a Premium Global Brand
What if you could keep your clients, run your own desk, and own your earnings?
What if you had the freedom of self-employment, backed by the power, reputation and infrastructure of an established global recruitment brand?
Welcome to Reiya Principals.
Work for yourself. Never by yourself.
Why We Built the Reiya Principal Programme
The Reiya Principal Programme was founded on a simple premise: the finest recruiters in the ultra-high-net-worth world deserve to build something of their own, not simply increase another company’s profits.
We created this model for a select few people who have earned their reputation, understand discretion and are ready to own their desk, clients and future while benefiting from the reputation, infrastructure and support of an established brand.
Standards matter more than scale.
The Reiya Principal Programme. Where Talent Meets Opportunity.
Could you be the next Reiya Principal?
Your Desk. Your Clients. Our Brand.
Imagine operating with:
- Complete flexibility
- Freedom to work from anywhere
- No corporate politics
- No earning ceiling
- No micromanagement
- Full ownership of your desk
- The support of a premium global recruitment brand
The best recruiters want more than employment.
Clients increasingly value specialists over generalists. The Reiya Principal model bridges that gap, giving experienced recruiters the independence they want and the infrastructure they need.
The Infrastructure to Bill from Day 1
Reiya Group provides:
- Brand & Marketing
- Infrastructure
- Compliance & Operations
- Training & Support
- Opportunity Sharing
The Reiya Principal Programme gives experienced recruiters the platform, brand, and infrastructure to build a business of their own.
Building the network others will measure themselves against
- Building the leading UHNW recruitment network
- Growing internationally
- Creating opportunities
- Supporting entrepreneurs
- Maintaining premium standards
You Bring
- Experience
- Relationships
- Ambition
- Commerciality
Reiya Group Provides
- Infrastructure
- Systems
- Brand
- Operational Support
Compare This to Traditional Recruitment
Traditional recruiters often generate £200,000+ in fees and receive only a small percentage through salary and commission.
A Reiya Principal’s rewards are directly aligned with performance.
You create the value.
You keep the majority of the reward.
Reiya Group
WHO WE ARE
Reiya Group is an elite recruitment agency specialising in the Ultra-High-Net-Worth (UHNW) sector.
Our obsession is delivering bespoke staffing solutions across:
- Superyacht
- Private Aviation
- Family Offices
- Private Residences
Our success is built on our proprietary Precision Alignment Method, ensuring every placement is tailored to the unique requirements of both clients and candidates.
We understand that in highly personalised environments, trust is everything.
Every candidate is personally vetted.
Every professional is interviewed.
Every placement is assessed not only on capability, but on personality, cultural fit and long-term compatibility.
Because exceptional recruitment isn’t about filling vacancies.
It’s about creating lasting partnerships.
The Reiya Difference
Our Four Pillars That Define What We Do.
1. Speed
Fast, responsive delivery without compromising quality.
2. Precision
Targeted recruitment through our Precision Alignment Methodology.
3. Transparency
Clear communication and complete honesty throughout every stage.
4. Mutual Respect
Building relationships that create long-term success for everyone involved.
Our Specialist Sectors
Superyachts
Private Aviation
Private Residences
Family Offices
What We Do – Real World Results
Superyacht | Captain
Challenge
Following an unexpected resignation, a 65m private motor yacht required an experienced Captain ahead of the Mediterranean season.
The Owner’s Representative needed a replacement quickly without compromising on leadership, safety or owner expectations.
Approach
- Conducted a detailed consultation with the management company and Owner’s Representative.
- Activated Reiya’s international network of senior deck professionals.
- Targeted Captains with relevant vessel size, operational profile and owner experience.
- Personally interviewed every shortlisted candidate.
- Coordinated interviews, references, contract negotiations and start dates.
Outcome
- The position was filled before the start of the season.
- Seamless transition with no operational disruption.
- Client has continued to partner with Reiya for senior deck recruitment.
Key Metrics
- Passive candidates approached: 28
- Candidates assessed: 10
- Candidates presented: 4
- Time to shortlist: 6 days
- Time to hire: 18 days
- Offer acceptance: 100%
- Repeat instructions: 2
Superyacht (New Build) | Project Engineer
Challenge
A 100m+ new-build superyacht required an experienced Project Engineer to oversee the final stages of construction, commissioning and technical delivery ahead of launch.
The Owner’s Team needed an individual capable of liaising with the shipyard, contractors and future operational crew, ensuring the vessel was delivered to the highest possible standard while preparing for a seamless transition into service.
Approach
- Conducted a detailed consultation with the Owner’s Representative and build team to understand the project’s technical requirements, delivery timeline and operational objectives.
- Targeted experienced Project Engineers with proven new-build and commissioning experience through executive search and trusted industry referrals.
- Personally interviewed every shortlisted candidate, assessing technical expertise, leadership capability and stakeholder management.
- Managed the full recruitment process, including interviews, references, offer negotiations and onboarding.
Outcome
- Successfully appointed an experienced Project Engineer ahead of the vessel’s scheduled delivery.
- Supported the client in establishing a technically strong leadership team before entering operation.
- Client subsequently retained Reiya to support further senior appointments as the vessel prepared for launch.
Key Metrics
- Passive candidates approached: 57
- Candidates assessed: 16
- Candidates presented: 4
- Time to shortlist: 15 days
- Time to hire: 52 days
- Offer acceptance: 100%
- Repeat instructions: 3
Private Family Office | Chief of Staff
Challenge
A rapidly expanding single-family office required a Chief of Staff to oversee the Principal’s day-to-day operations, manage executive support staff and coordinate multiple residences internationally.
The role had remained vacant for almost five months due to the difficulty of finding someone with the required level of discretion, operational leadership and private office experience.
Approach
- Conducted an in-depth discovery meeting to understand the Principal’s working style, expectations and long-term objectives
- Mapped senior private office professionals across Europe, North America and the Middle East.
- Confidentially approached passive candidates through executive search and trusted industry referrals.
- Completed detailed competency, behavioural and cultural interviews with every shortlisted candidate.
- Managed a multi-stage interview process, feedback, offer negotiations and onboarding.
Outcome
- Successfully appointed an experienced Chief of Staff following a comprehensive executive search.
- Candidate accepted the first offer presented.
- Client subsequently retained Reiya to recruit three further household leadership positions.
- Candidate continues to support the family office successfully.
Key Metrics
- Passive candidates approached: 64
- Candidates assessed: 18
- Candidates presented: 5
- Time to shortlist: 24 days
- Time to hire: 79 days
- Offer acceptance: 100%
- Repeat instructions: 3
Private Residence | Estate Director
Challenge
A UHNW Principal undertaking a significant luxury residential development required an Estate Director capable of leading construction projects, estate operations and long-term asset management across multiple properties.
The search required an exceptionally rare combination of luxury construction expertise, private estate leadership and strategic operational experience.
Approach
- Worked closely with the client to refine the role as project requirements evolved.
- Conducted an international executive search across private estates, family offices and luxury construction sectors.
- Personally interviewed and assessed candidates for technical expertise, leadership style and cultural alignment.
- Managed a structured multi-stage interview process with ongoing market consultation and candidate management.
Outcome
- Delivered a high-calibre executive shortlist following an extensive international search.
- Enabled the client to progress rapidly through final interviews.
- Established an ongoing strategic recruitment partnership for future senior appointments.
Key Metrics
- Passive candidates approached: 81
- Candidates assessed: 23
- Candidates presented: 5
- Time to shortlist: 28 days
- Time to hire: 91 days
- Offer acceptance: 100%
- Repeat instructions: 4
Your ambition. Our platform. Freedom, backed by Reiya.
What It Takes to Become a Reiya Principal
- Integrity
- Self-motivation
- Growth-focused mindset
- Commerciality
- Ambition
- Experience
- Energy & Drive
- Discipline
Our Mission
Work for Yourself. Never by Yourself.
To build the most respected network of independent recruiters serving the Ultra-High-Net-Worth sector.
A network founded on:
- Speed.
- Precision.
- Transparency.
- Mutual Respect.
Become One of Our Founding Principals
A limited number of partnerships are available. Arrange a confidential conversation to explore whether Reiya Group is the right platform for your next chapter.