High-end recruitment since 2018

Initially, Laperle Corp was founded to meet a demand for B2B sales training. Ludvic Laperle delivered live training sessions with salespeople or sales teams, focused on booking meetings or closing deals through cold calling. The model was simple. If participants did not close at least one deal during the training, there were no fees.

Clients quickly became interested in hiring salespeople with a true hunter profile. The service offering then expanded toward recruitment of B2B sales professionals, combined with onboarding training at the start of employment.

Throughout 2019, the company gradually phased out most sales training to focus on building an active recruitment process and hiring its first internal employees.

The difference was quickly noticeable. Reaching out to candidates who were not actively looking for a job made all the difference for clients.

Following public health measures, on-the-road sales recruitment mandates declined sharply. Laperle Corp took this opportunity to expand its service offering to new fields:

✓ Accounting

✓ Construction

✓ Manufacturing

✓ Consulting services

✓ And many more.

Running a recruitment agency at the onset of public health measures proved to be a truly enriching experience. Laperle Corp is proud not only to have doubled its hiring volume while most competitors were closing, but to have done so without requesting or accepting any government subsidies.

One hundred percent of what Laperle Corp is today comes from the results and value delivered to our clients, not from artificial support. Because every challenge overcome prepares us for the next one.

Recruitment is built on strong relationships and a deep understanding of business challenges. It naturally fits within a strategic partnership mindset. To stay true to its vision, Laperle Corp needed to develop the strongest possible culture, both on the headhunters side and in client support. In a context of labour shortage, often addressed in a standardized way by players such as Robert Half, Randstad, or La Tête Chercheuse, we chose to structure a distinctive internal approach. This is the year the ideal profile to join our team was defined.

In less than two years, François went from being the company’s first strategic partner to Director of Strategic Partnerships. Today, this department and the headhunting team form the two pillars of Laperle Corp, supporting a human, high-performing, and sustainable approach to talent search.

Laperle Corp promotes hiring atypical profiles with strong potential. Rather than strict rules, the company has developed a code of honour. An approach rooted in common sense and the ambition of every team member. It is presented to each person upon joining and serves as a reference during more vulnerable moments of their journey.

This code of honour led to a restructuring of the headhunters team, and Laperle Corp achieved twice as many hires as in 2022

This year focused on strengthening the foundation. The organizational structure came to life. Camille was promoted to Director of headhunters toward the end of the year, Karim took charge of the administrative and optimization department, and François continued to manage strategic partnerships alongside Olivier.

This year allowed us to consolidate the company, finalize the foundation, and prepare to reach new heights with national growth, positioning ourselves alongside competitors such as Robert Half, Randstad, and La Tête Chercheuse.