TalentAcquisition.ca designs recruiting systems and employer brands for Canadian companies. It belongs to the Sedighi.ca and SAZ.ca group of companies, is Canadian, and is headquartered in Vancouver, British Columbia. Ali Sedighi, MBA, leads it. We are not a staffing or placement agency: we build the system, train your team, and step back.
Why recruiting is a marketing problem first
A job opening is an offer made to people who mostly aren't looking for it. They read your ad between other things, compare you with employers they already know, and decide in seconds whether to keep reading. That is a marketing situation, and the tools are familiar ones: a clear proposition, specific proof, a page that works on a phone, quick follow-up and an honest close.
What marketing alone doesn't supply is the decision side: how you compare candidates fairly, who decides, and how fast. So our work joins the two, a candidate-facing story and an internal process, with numbers connecting them. The services page shows how those pieces fit.
The group behind us
TalentAcquisition.ca operates within two related companies:
- Sedighi.ca is Ali Sedighi's growth, marketing and technology consulting company. Conv.ca, BusinessConsulting.ca, Trades.Agency, HVAC.Digital and HVAC.Agency all sit under it.
- SAZ.ca (Strategy & Acceleration Zone) is the Canadian strategy, AI and revenue-acceleration firm whose engagement formats this recruiting practice borrows. Ali started it and remains Founder & Managing Partner, with Sedighi.ca setting its strategic direction.
Our engagements follow SAZ.ca's formats, which is why the pricing page lists engagement types rather than price tags.
Ali Sedighi, MBA
Ali's career in marketing began in 2007, the year he founded ONE.ir, a full-service digital marketing agency, which gives him 17+ years of experience. His MBA is in Technology Management. He now lives and works in Vancouver, British Columbia.
Since then he has founded Conv.ca, an agency for conversion-rate optimisation, and MyAutomation.ca, alongside his role leading SAZ.ca. He has worked with clients in Canada, the USA and Dubai, and has built 150+ live HVAC websites, including CombiBoiler.ca, GasBoilers.ca and HeatLand.ca.
That background is in marketing, conversion and automation, not in agency recruiting. We say so plainly because it explains our approach: we bring the methods that make a website convert and a sales process close, and apply them to candidates. You can read about the marketing results behind that on the results page.
How we work
We start from your records. Before recommending anything, we look at one or two recent hires in detail and whatever data your applicant tracking system holds. Opinions come after evidence.
We design for the people you have. A process your office manager can't run on a busy Tuesday is a bad process, however elegant it looks.
We write things down. Every engagement ends in documents your team keeps using: templates, scorecards, a careers page, a report.
We measure before and after. A baseline first, the same measures afterwards, and a plain account of what moved and what didn't.
We stay in our lane. We don't give employment-law, human-rights or immigration advice. When a question belongs with a lawyer, a licensed immigration consultant (RCIC) or a regulator, we say so and link the regulator. Each region page lists the ones relevant to recruiting there.
What we won't do
- Place candidates, take search fees or act as anyone's recruiter
- Supply temporary or contract workers
- Promise a time to fill, number of applicants or quality of hire
- Write fake employee reviews or inflate what your workplace offers
- Advise on wages; pay decisions stay with you and your advisors
Who we're a good fit for
Companies in any industry that hire regularly and have outgrown improvised recruiting. That might be a professional-services firm in Halifax, a manufacturer in Winnipeg, a software company in Montréal or a health-services group in Calgary. The common thread is that a few good hires each year make a real difference to the business, and the current way of hiring is leaving them to chance.
If that sounds like you, the contact page explains what to send. A first conversation with a senior partner is complimentary and confidential.
Frequently asked questions
Who owns TalentAcquisition.ca?
It belongs to the Sedighi.ca and SAZ.ca group of companies, a Canadian group headquartered in Vancouver, British Columbia. Ali Sedighi, MBA, leads it.
Is this an HR consultancy?
Not in the traditional sense. We don't handle payroll, policies, investigations or employment-law matters. We focus on the recruiting system: process, employer brand, careers content, sourcing and measurement.
Do you work with companies outside British Columbia?
Yes. We work with employers in every province and territory, consulting by video call or in person as well as by phone, text and email, and plan around the regional rules and labour pools described on our region pages.
Why should a marketing person design our hiring?
Because most hiring failures happen at the moments marketing understands well: the first impression, the message, the follow-up and the close. We pair that with a process discipline borrowed from operations.