Talk to us about your hiring

Which way to get in touch

All three reach the same people, so pick whatever suits you.

• Call if you'd like to talk it through now, or if your situation is easier to explain than to write.
• Text if you're between meetings and want to start the conversation; a few lines are enough.
• Email if you want to share more detail, such as a recent job ad or a rough hiring plan.

If you're in Atlantic Canada or Ontario, remember our hours are Pacific time. A message sent late in your afternoon may get its reply the next business day.

What to include in your first message

The more specific you are, the more useful the first conversation will be. Five things help most:

1. Who you hire: role types and roughly how many in the last year
2. Where you hire: provinces, territories or cities, including remote roles
3. What's going wrong: too few applicants, the wrong applicants, people dropping out, slow decisions
4. What you use today: applicant tracking system, spreadsheet, email
5. Any deadline: a new location, a contract, a season

Please leave out candidate names, CVs or other personal details. We don't need them to start.

A template you can copy

Here's a first text or email you can adapt. Replace the brackets with your details.

Hi, I'm [Your name], [Your role] at [Business name] in [City, Province]. We hired about [number] people in the last year, mostly [role types]. Our main problem is [for example: good applicants drop out after the first interview]. We use [tool] to track applicants. We need to hire [number] more by [month]. Could we set up a first conversation?

That's enough for us to prepare properly.

What happens next

1. We reply, usually within one business day, to suggest a time for a first conversation.
2. The first conversation is with a senior partner. We ask about one or two recent hires in detail and where you think candidates are being lost.
3. If it's a fit, we send a short written note: what we'd look at, what we'd likely recommend, and which engagement format suits it.
4. If you want to go ahead, you receive a written proposal with deliverables, timeline, measures and cost. Nothing starts until you approve it.

If it isn't a fit, for example if what you really need is a single urgent placement from a staffing agency, we'll say so.

Before you reach out

Some employers like to do a little homework first. Three places to start:

• the candidate experience audit guide, which takes an afternoon and often reveals the main problem
• the services overview, which explains how to choose a starting point
• the region pages, which list the regulators relevant to recruiting in each province and territory

If you're comparing options

Some employers contact us while also talking to a staffing agency or an HR consultancy. That's sensible. Tell us what else you're considering and we'll say plainly whether our kind of work fits your situation, or whether a single urgent placement through an agency would serve you better this time. Either way, the first conversation is complimentary and confidential.

A note on who you're contacting

TalentAcquisition.ca is a Canadian consulting service belonging to the Sedighi.ca and SAZ.ca group, headquartered in Vancouver, British Columbia and led by Ali Sedighi, MBA. We're not a recruiter, a staffing agency or a law firm. Your hiring details are used only to answer you; nobody who writes to us ends up on a promotional list. You can read more about us.