Recruitment process
Our innovative recruitment strategy to match the best talent with the best companies.
By separating the stages of recruitment, we specialize each member of our team in what they do best. Unlike other recruitment agencies, we have analysts who focus on optimizing the position you are offering and our recruiters focus on proactive recruiting. And that's it!
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The steps to recruit the best candidates quickly
Free consultation
Before proceeding with the search, it is essential to evaluate the position you are offering and to adapt your organization's recruitment strategy to the current market. This complimentary meeting has a value of $576.
Needs assessment
One call is enough to launch your recruitment process. We take the time to clearly identify your needs and finalize the contract. No unnecessary paperwork, no exclusivity clauses. We simply make sure our word is put in writing, so you can hold us to what we promised.
Assignment to a recruiter
Your dedicated headhunter takes the time to meet with you to go over every essential detail of the position. Technical criteria, company culture, desired personality; nothing is left to chance. This step is what allows our recruiter to effectively present your opportunity to the best candidates.
Discover the role of a headhunter
Proactive recruitment (prospecting)
We are not limited to candidates who are actively looking. Our prospecting targets the hidden market, meaning qualified professionals already employed who will never consult a job posting. By combining our exclusive network and a comprehensive market exploration, we find the best profiles, wherever they may be.
First interview by the recruiter
Every targeted candidate goes through an in-depth phone interview with your headhunter. Skills, motivations, values; we would not present you a candidate we know you would not want. That is why we respect your criteria, whatever your criteria may be. Your recruiter stays in constant contact with each candidate at every stage of the recruitment process, building a rapport with them, which makes the process much more pleasant.
Candidate presentation
When a candidate is selected, your headhunter calls you personally to introduce them. All relevant information is sent to you by email: the resume, salary expectations, availability, and the recruiter's notes. Quick follow-ups are done by SMS, directly from your headhunter's personal number. We firmly believe that closeness with your recruiter is the key to making your hiring process smooth.
Interview with your team
We offer to handle all verifications: employment references, criminal background checks, and diploma validation. This tailored service is fully included in your package. Your headhunter provides you with a complete and reliable portrait of the candidate before you make your decision.
References and background checks
We only have you meet candidates who have been rigorously screened and validated by your recruiter. Your time is valuable and we know it. That is why your headhunter follows up before and after the interview, with both you and the candidate, to make sure expectations on both sides are met.
Offer drafted by the recruiter
Our recruiters have drafted and negotiated dozens of job offers. They know exactly how to structure a proposal that closes. They present the offer directly to the candidate to ensure their satisfaction. Thanks to the trust built throughout the process, the candidate feels comfortable sharing any hesitations that could affect their retention. Your recruiter can therefore prevent the obstacles that would cause the offer to fall through, or worse, push the candidate to leave after being hired.
Candidate hiring
Congratulations, your position is filled! Our commitment does not stop there: we offer a 3-month guarantee on every placement. If the candidate leaves during this period, we restart the recruitment process at no cost. This is our way of guaranteeing zero risk when you hire with us.
HR support
Our recruitment service does not stop there. We follow up with both you and the candidate in the months following their start date, to make sure the integration goes well on both sides. Our HR support is what makes the difference in successfully integrating your new talent. For any additional placement, a preferential rate is granted to you. We are not here to place at any cost; we ensure the quality of the hire even after the guarantee period.
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Frequently asked questions
Which recruitment steps take the most time?
Finding the candidate, contacting them, and presenting them to you is what takes the least time. What takes time is everything that comes after. Negotiating conditions, back-and-forth on salary, notice periods with the candidate's current employer, drafting the offer. That is where many hires fall apart when there is no one to manage the process. Our headhunters support you at every step to maintain the candidate's momentum, prevent obstacles, and increase your chances of reaching a completed hire quickly.
What does an active recruitment technique mean?
It means we do not wait. We do not post job ads and we do not sort through incoming applications. Our recruiters go directly after the best profiles on the market, even if they are not looking for a job. We target, approach, and present. We are fast enough that by the time a job posting would have reached the right candidate, we have already spoken to them. This is not marketing; it is headhunting.
Is it really worth it for a Quebec SME to outsource its recruitment?
Yes, and it is often even more justified for an SME than for a large organization. A large company has dedicated HR teams for talent acquisition. An SME, on the other hand, often entrusts recruitment to a director or department head who already has an overloaded schedule. Asking them to read 400 resumes on Indeed on top of their responsibilities means wasting precious time on both fronts. Outsourcing recruitment means recovering that time and entrusting the mandate to someone whose sole expertise it is.
What can I do to optimize the process and reduce the time between the needs assessment and the hire?
The most important thing is to respond quickly when we present a candidate to you. Not to please us, but to avoid losing a good hire. A qualified candidate who is ready to change jobs for your company has momentum. They are open, motivated, and available at that precise moment. If the response takes too long, their enthusiasm cools, their current employer makes a counter-offer, or another opportunity comes along. Respecting their time also increases your chances of hiring them. Our role is to deliver the best candidates to you. Yours is to be ready to welcome them.
Replacement guarantee, success-based compensation, non-exclusivity: how do you read a recruitment contract without unpleasant surprises?
A good agency has confidence in its results. It does not charge you for hours of searching; it charges you for an employee in place. Your contract must clearly state that the amount is due only from the first day of work of your new employee, not before. It must also include a replacement guarantee if it does not work out in the first few months. Finally, make sure you never sign an exclusivity clause. You must remain free to continue recruiting on your own or to call on other resources in parallel. An agency that requires exclusivity is an agency that does not have enough confidence in its ability to deliver.
Other questions?
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