# TalentAcquisition.ca > TalentAcquisition.ca is a Canadian business consulting service, part of the Sedighi.ca and SAZ.ca group. Owners, founders and people leaders at Canadian companies of every industry, in all 10 provinces and 3 territories, who hire often enough that ad-hoc recruiting has stopped working TalentAcquisition.ca is part of the Sedighi.ca and SAZ.ca group of companies, a Canadian business headquartered in Vancouver, British Columbia, led by Ali Sedighi, MBA. Coverage: Canada. Contact: call or text (604) 632-4959, or email Ali@Sedighi.ca. There are no forms: call, text or email only. ## Key pages - [Home](https://talentacquisition.ca/): TalentAcquisition.ca designs the hiring process, employer brand and recruiting data that Canadian companies run in-house. We are not a staffing or placement agency; we build the machine your own team operates. - [Services](https://talentacquisition.ca/services/): Each service fixes one part of how your company hires. Most employers need two or three of them, and the right first step depends on where your candidates are being lost today. - [Areas](https://talentacquisition.ca/areas/): We work with employers in every province and territory. The method is the same everywhere; the posting rules, languages, labour pools and hiring seasons are not, and those differences shape each plan. - [About](https://talentacquisition.ca/about/): We treat recruiting as what it is: marketing a job to people who have other options, followed by a decision process that has to be fair and fast. That view shapes everything we build. - [Results](https://talentacquisition.ca/results/): We have no recruiting case studies to publish yet. These are real marketing results from our HVAC work, shown so you can judge the method we apply to careers content, candidate reach and measurement. - [Engagements](https://talentacquisition.ca/pricing/): We don't publish prices. Every engagement is scoped to your hiring volume, your regions and the pieces you need, and the cost is set out in writing before anything starts. - [FAQ](https://talentacquisition.ca/faq/): The questions we hear most from owners and people leaders, answered directly. If yours isn't here, call, text or email and ask. - [Contact](https://talentacquisition.ca/contact/): Call, text or email. Tell us a little about who you hire and where, and a senior partner will come back to you. The first consultation is complimentary and confidential. ## Services - [Candidate attraction](https://talentacquisition.ca/services/candidate-attraction/): When the qualified pool is small, posting and waiting doesn't work. We plan where those people actually are, what to say to them and how to measure each channel by the hires it produces. - [Careers site and job ads](https://talentacquisition.ca/services/careers-site-and-job-ads/): We rebuild the careers section of your website and give you a job-ad format your managers can reuse, so the right people recognise themselves and apply, and the wrong ones don't. - [Employer value proposition](https://talentacquisition.ca/services/employer-value-proposition/): We find the honest reasons people join and stay at your company, write them down in plain language, and turn them into the messages your recruiting uses everywhere. - [Hiring process design](https://talentacquisition.ca/services/hiring-process-design/): We write the hiring process your managers follow for every role, from the first intake conversation to the signed offer, so quality stops depending on who happens to be hiring. - [Recruiting metrics](https://talentacquisition.ca/services/recruiting-metrics/): We set up your applicant tracking stages, build a one-page report and run a short weekly review, so you can answer how long hires take, where candidates drop out and which sources produce employees. ## Coverage - [Alberta](https://talentacquisition.ca/areas/alberta/): Alberta's hiring is concentrated in two large cities, with real competition between them, and spread thinly everywhere else. Recruiting systems here need to win in Calgary and Edmonton and still reach people in smaller centres. - [British Columbia](https://talentacquisition.ca/areas/british-columbia/): BC asks more of a job posting than most provinces, and its labour market splits sharply between Metro Vancouver and everywhere else. A recruiting system here has to handle both. - [Manitoba](https://talentacquisition.ca/areas/manitoba/): Manitoba's hiring revolves around Winnipeg, where most candidates live. Employers in the rest of the province need a recruiting system that reaches beyond the local pool and gives people a reason to move. - [New Brunswick](https://talentacquisition.ca/areas/new-brunswick/): New Brunswick is officially bilingual at the government level, and many candidates expect employers to communicate in both languages. A recruiting system here decides deliberately where French and English belong. - [Newfoundland and Labrador](https://talentacquisition.ca/areas/newfoundland-and-labrador/): Newfoundland and Labrador combines one concentrated labour market around St. John's with long distances everywhere else. Recruiting systems here plan for travel, relocation and a strong local preference for employers people already know. - [Nova Scotia](https://talentacquisition.ca/areas/nova-scotia/): Halifax holds most of Nova Scotia's candidates, and employers outside it compete for a much smaller pool. Recruiting systems here combine a strong Halifax presence with patient, reputation-led hiring elsewhere. - [Ontario](https://talentacquisition.ca/areas/ontario/): Ontario now regulates what many public job postings must say and how interviewed applicants are told the outcome. For employers with 25 or more staff, the posting template is no longer just a marketing document. - [Prince Edward Island](https://talentacquisition.ca/areas/prince-edward-island/): On the Island, almost every candidate is one or two conversations away from someone who works for you. Recruiting systems here are built on reputation, referrals and consistent treatment of every applicant. - [Quebec](https://talentacquisition.ca/areas/quebec/): In Quebec, recruiting is planned in French from the start. The province also has its own private-sector privacy law and its own labour standards and human rights bodies, so a system built for elsewhere needs real adaptation. - [Saskatchewan](https://talentacquisition.ca/areas/saskatchewan/): In Saskatchewan, a reputation as a good employer travels quickly, and so does a bad one. Recruiting systems here rely more on referrals, consistency and candidate respect than on volume. - [Territories](https://talentacquisition.ca/areas/territories/): In the North, most recruiting is a mix of hiring the few qualified people nearby and persuading others to move. Honesty about the realities, and respect for local language and community, decide whether hires stay. ## Guides and articles - [Guides](https://talentacquisition.ca/guides/): Three working guides, each built to be used with a spreadsheet and your own hiring records. Read them in any order; together they cover planning, attracting and converting candidates. - [Candidate experience audit](https://talentacquisition.ca/guides/candidate-experience-audit/): Apply to your own job, the way a candidate would, and time everything that happens. This guide gives you the steps, a scoring sheet and the fixes that usually matter most. - [Hiring capacity plan](https://talentacquisition.ca/guides/hiring-capacity-plan/): Most hiring plans stop at headcount. This guide turns a headcount number into the applicants, screening hours, interview slots and calendar weeks you will need, using arithmetic you can do in a spreadsheet. - [Job ads across Canada](https://talentacquisition.ca/guides/job-posting-rules-canada/): A good job ad is short, specific and honest about the hard parts. This guide gives you a structure, a line-by-line rewrite method, and a map of the provincial posting and language rules to check before you publish. ## Optional - [Full text](https://talentacquisition.ca/llms-full.txt) - [Parent company](https://saz.ca)