Employers

We work with several mid-sized dev shops in Waterloo and AI and IoT startups across the GTA. We help our clients quickly build world-class Engineering teams and hire the best NLP, ML, CV, and Data People.

Our search professionals gather information on the ground every day. We use a suite of analytics tools and generate talent maps to get a clear picture of the geographic distribution, skills, job titles, compensations, current and past employers, and average tenure of the Engineers our clients need. This is how we identify the top 6%, and it helps our clients plan their hires with.

It starts with knowing the company's culture, which comes from conversations with the leaders and employees. Typically, we speak with hiring managers and others involved in the hiring process to get a clear picture. We do our due diligence to learn what former candidates have to say about their experience, and we use all this information to help our clients pinpoint opportunities for improvement and attract employees who will thrive in their environment.

There's a lot that goes into making a great hire. Our most critical metrics are time-to-hire and time-to-fill, and once we have enough history with a client, we start to get a clear picture of quality of hire. Our goal is to attract the right people faster and process them quickly without friction. We help companies build teams of high-performing people who are happy and challenged by what they do and who support each other's growth.

This goes back to the talent maps we use. This is how we identify the top 6%.
It’s not our talent pool that stands out—all the people are out there—but how we help our clients identify and attract these people. None of our candidates have exclusivity agreements with us. This is what really enables our clients to stand out to their ideal employees and makes us stand out in the recruitment space.

We’ve built our service offerings to assist companies at all stages and grow alongside them. We have an Elite Candidate Access service that helps clients reduce the time and resources they allot to hiring and keep expenses down. We deliver a shortlist of pre-qualified candidates, so all they do is review, interview, and hire.
We also created Talent360, which empowers your entire recruitment program. We craft the job descriptions, field the inbound candidates, review CVs, conduct highly personalized sourcing campaigns that use digital marketing approaches, manage the whole candidate experience, provide total interview support, assist with offer negotiations and onboarding, and continuously follow up with clients and candidates.

Finally, we have a Recruitment Process Outsourcing service for enterprise companies that need high-quality support with everything related to TA. We bring our tech embed
our people in their teams, and do it all, including monitoring compliance and conducting exit interviews.

We can deploy throughout your global enterprise or within a specific geography, division, department, or function. This is a bespoke process that guarantees a program based on your organization's needs.

We plan to offer consulting assistance in the future. We also want to support candidates who are hired by our clients with ongoing education and training and give clients even more value through workshops that help their hiring managers interview better and hire with more confidence.
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Finally, we do excellent work in employer branding and helping candidates with their personal brand development—we will continue to provide those services in the future.

You won't find another Talent-as-a-Service company of our calibre in North America. Our services are unique and built to grow alongside your business.
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We offer fixed-rate recruitment services to protect our clients from unpredictable hiring expenses.

We leverage tailored technology to accelerate each step and make the process friction-free.
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We make decisions based on data we’ve gathered on hundreds of millions of candidates, tens of millions of companies, and open jobs.
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Finally, our search professionals are deeply experienced in the niche they support and extensively trained in Performance-Based Hiring. This is why we are able to build teams with total confidence in bidirectional fit and back each hire with an unprecedented three-year guarantee.

We've created a very clean and scalable system and process. Our clients are set up with a secure hiring dashboard to review a shortlist of qualified, interested candidates who all have a proven track record of solving the problems that are meaningful to them.

From this dashboard, clients can request more information, reject candidates, and set up interviews, which is one of the many ways we eliminate friction from the hiring process.

We also scale up the hiring process by using technical testing, psychometric testing, aptitude and skill tests, and performance-based hiring techniques. This ensures a precise mutual fit between the employer's needs and the candidate's career goals.

Time kills deals. The hiring process can't move fast enough, and many companies are pursuing a few top-level candidates. As a result, companies typically throw compensation at the problem or think compensation is a roadblock that requires them to forfeit quality candidates.

Our approach to recruitment and talent acquisition focuses on evaluating candidates based on their past performance and potential to excel in a specific role rather than relying solely on traditional criteria like years of experience or education. This method has been proven to improve hiring accuracy and create a better fit between candidates and companies.
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We take a Bird’s-eye view of the entire hiring process and start from the beginning.
We craft job descriptions that are more than a list of skills and education qualifications; instead, we define the work involved and the critical deliverables expected from a top performer.

We use a multi-channel sourcing approach that combines proactive networking, advanced search techniques, and compelling recruiting messages to reach the best talent.
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Our interviews dig deep into a candidate's past performance, looking for comparable accomplishments, career gaps, and learning opportunities. This approach allows for a more diverse candidate pool.