Recruiting systems that keep working after the consultant leaves

What a recruiting system actually contains

A recruiting system is the set of documents, tools and routines that make every hire run the same way, no matter who is hiring. It is not a piece of software. Software only records whatever process you already have.

Our hiring process design work builds the middle of that table; the employer value proposition and careers site and job ads work build the front of it.

A worked example you can check against your own numbers

Picture a company hiring a customer service lead. The ad draws 140 applications. A quick screen keeps 21 of them (15%). Phone screens cut that to 9, interviews to 3 finalists, and one offer is accepted. On paper, the role was filled.

Now look at the losses. If 6 of the 21 screened candidates never answered a phone-screen request because it went out eight days after they applied, you lost almost a third of your qualified pool to slowness alone. If two of the three finalists withdrew because the process ran five weeks, your "one hire" was really the last person standing. Fixing those two stages often matters more than buying more job-board traffic. Our hiring capacity planning guide walks through this arithmetic step by step.

What we build, and in what order

We usually start with measurement, because you can't fix a stage you can't see. Then we repair the process, then we improve what candidates see, and only then do we spend on reach.

1. Baseline. Pull the last 6–12 months of hiring records into a simple stage report. See recruiting metrics and ATS workflow.
2. Process. Role intake, scorecards, structured interview guides, decision rules and response-time standards.
3. Story. An employer value proposition your own staff recognise as true.
4. Shop window. Careers pages and a job-ad format built for people reading on a phone.
5. Reach. Candidate attraction campaigns for roles where the pool is genuinely thin.

The full menu and how to choose between the pieces is on the services page.

Proof from our marketing work

We don't have recruiting case studies to show yet, and we won't pretend otherwise. What we do have is a record of building content and search visibility for Canadian businesses, and a careers site is content marketing aimed at a different buyer. Results from our HVAC work include HeatLand, whose leads rose 300% in 6 months on the back of 850+ SEO articles, and BoilerPart.ca, which grew organic traffic 180% on 2,000+ programmatic pages. The results page explains which parts of that method carry over to hiring and which don't.

Canada-wide, all industries, one province at a time

Hiring rules differ by province. British Columbia and Ontario both regulate what publicly advertised job postings must contain, Quebec has French-language requirements, and Nunavut has Inuktut requirements for commercial advertising. We work with employers in all 10 provinces and 3 territories, and each region page names the regulators to read and the local hiring patterns we plan around. We link to those regulators; we don't interpret the law for you.

Who you'll be working with

TalentAcquisition.ca is part of the Sedighi.ca and SAZ.ca group of companies. It is Canadian, headquartered in Vancouver, British Columbia, and led by Ali Sedighi, MBA in Technology Management, who has worked in digital marketing since founding the agency ONE.ir in 2007. You can read more about how we work, or see how engagements are scoped. When you're ready, call, text or email, and include one recent hire you'd like to have gone better.