Management recruitment
Your team needs a leader who knows how to listen to them.
Recruiting in management is a mandate of a completely different nature. A bad candidate in production costs you time. A bad candidate in management costs you a team.
Proactive search
Your next director is probably not looking for a job. They are performing elsewhere. We go find them where they are.Rigorous testing
A manager who interviews well is a dime a dozen. We validate skills before you meet them.Field knowledge
We are not just going to find you an MBA. We know that to hold a senior management position, you need to have worked your way up from the bottom. Without that, it is impossible to lead effectively.
Trust us to find your next leader.
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The challenge isn't finding managers with experience...
Many build careers in management but very few have:
Ground-level experience
They know the organizational charts, but have never lived the reality of the floor, the job site, or the client.
The ability to decide under pressure
A manager must make a decision with 60% of the available information. Some don't dare make a decision when inaction is the worst choice they can make.
People management
Managing a budget can be learned. Getting a team of 15 different personalities to perform under pressure is another matter entirely.
In short, we don't just find you a profile that checks the boxes.
We recruit the manager your company truly needs.
Discover the role of a recruiterWhy do companies do their management recruitment with us?
- Because we recruit in these industries year-round. We know what a good manager must have experienced to lead effectively in your sector.
- Because our network includes managers who are performing elsewhere and who will never apply on their own.
- Because we present few candidates. But when we present one, they have gone through a rigorous validation process on skills and leadership.
- Because they know they will never be left in a difficult position. If it doesn't work out up to 3 months after hiring, we restart the process at no cost.
The senior managers we can find for you:
Real estate director
They manage what the company owns, leases, or covets. Every lease signed goes through them. A bad real estate decision means years of fixed costs that cannot be undone.
C-suite director
All strategic decisions, all risks, all opportunities go through them. They define where the company is headed and make sure everyone is rowing in the same direction. A bad choice doesn't cost a project; it costs the company.
VP Marketing
They decide how your company presents itself to the world. Brand awareness, lead generation, positioning against competitors; all of that comes from them. Without their vision, you can have the best product on the market and remain invisible.
Service director
They are the guardian of the client experience after the sale. Satisfaction, retention, your company's reputation in the field; all of that rests on them. A poorly served client doesn't come back and tells everyone about it.
Operations director
They make sure everything that was promised to the client gets delivered. Deadlines, costs, quality, team efficiency; that is their territory. Without them, strategy stays on paper.
Payroll and benefits manager
They manage what retains talent: insurance, vacation, benefits, and pay. One mistake creates a trust crisis that even the best managers struggle to repair.
General manager
They set the course and make sure the entire organization moves in the same direction. Strategy, growth, culture, relations with investors and partners; everything falls under them. This is the position where every decision has an impact on the entire company.
And many more types of managers...
Start hiringRecruit the best managers risk-free
For us, only results matter.
- Payable only if there are results
- Placement guarantee
- Non-exclusive headhunting
In short, you have nothing to lose!
Recruit risk-free
Frequently asked questions
How do you evaluate a manager's leadership skills before hiring them?
Personality tests like the MBTI, DISC, or Hogan provide a useful foundation, but that is not where everything is decided. A good leader often reveals themselves from the very first call. They are efficient in their responses, do not over-explain, ask the right questions, and know exactly what they want. A candidate who monopolizes the conversation, who negotiates every detail of the position before even meeting the team, or who seeks to impress rather than understand are clear signals. Our management recruiters are trained to read these behaviors quickly. We do not present you someone who talks well. We present you someone who leads well.
At what point should a company recruit a VP Marketing to structure its growth?
The clearest signal is when your growth starts to depend directly on the number of new clients coming in and you already have a small team in place to serve them. At that stage, marketing decisions can no longer be improvised or shared among several people who have other things to do. A VP Marketing who has managed significant budgets and worked with large accounts will structure your acquisition channels, coordinate the team, and make data-driven decisions. This is the profile that transforms organic growth into driven growth.
What is the difference between a service director and an operations director, and which one should you recruit first?
These are two complementary but distinct roles. The service director is focused on the post-sale client experience: satisfaction, retention, and problem resolution. Their territory is the relationship between your company and your existing clients. The operations director, on the other hand, oversees the entire operational side of the business: production, logistics, purchasing, quality, and sales administration, with an overall strategic vision. If your priority is to deliver what you have sold efficiently and profitably, recruit an operations director first. If your growth depends on retaining existing clients and after-sale service is a direct reputational issue, the service director may be more urgent. In many cases, it is the volume of operations that dictates which one you need most urgently.
How do you recruit a new director to replace one already in place at my company?
Discretion is the absolute priority in this type of management recruitment mandate. We do not post anything publicly and we never disclose your company's name to the candidates we contact, unless you explicitly give us your approval later in the process. Every approach is made confidentially, and candidates simply know that a leadership opportunity is available in their sector. It is only once a profile is qualified and you decide to meet them that the details are shared. This allows you to manage the transition at your own pace, without creating internal instability.
Most recruitment agencies specialize in leadership roles. What does Laperle do differently?
Most agencies look for someone who already holds the same title as the position to be filled. We do not limit ourselves to that. We also look for candidates for whom this opportunity represents the next logical step in their career. Someone who has proven their skills one level below and is ready to invest in your company's mission. A manager who chooses your organization because they believe in what you are building is often someone who stays and performs. That is the difference between filling a position and finding the right leader.
Other questions?
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