TalentAcquisition.ca doesn't publish prices. Each engagement is scoped individually and confirmed in writing before work begins, and Canadian clients add the GST or HST for their province, or GST and QST in Quebec. What we can publish is how scope is set, which engagement formats exist, and what makes one engagement larger than another, so you can arrive at the first conversation with a sensible expectation.
Revenue Acceleration (90-day sprint)
Engagements are scoped individually. No published prices.
AI consulting
Engagements are scoped individually. No published prices.
Strategy and executive advisory
Engagements are scoped individually. No published prices.
Complimentary, confidential consultation with a senior partner.
Sales tax is added based on the client's province (as of October 2026, CRA rates): 5% GST in Alberta, BC, Manitoba, Saskatchewan, Yukon, NWT and Nunavut; 13% HST in Ontario; 14% HST in Nova Scotia; 15% HST in New Brunswick, Newfoundland and Labrador and PEI; 5% GST plus 9.975% QST in Quebec. Provincial sales tax (BC, Manitoba, Saskatchewan) only where it applies to the service.
The three engagement formats
Our engagements follow the formats used across SAZ.ca, adapted to recruiting work.
Revenue Acceleration (90-day sprint)
A fixed, time-boxed sprint aimed at one clear outcome. In recruiting terms, that is usually a hiring push tied to growth: a new location, a new contract, a season. The sprint typically combines hiring process design, a careers site and job ads refresh and a candidate attraction campaign, with weekly reviews.
Fits when: you know roughly how many people you need, by when, and the current way of hiring won't get you there.
AI consulting
Practical use of automation and AI in the hiring workflow: drafting job ads from a structured intake, summarising interview notes against a scorecard, scheduling, reminders and status updates. We are careful here. Ontario, for example, now has a posting rule that touches AI use in screening; the Ontario page links the official guide.
Fits when: your team spends hours on repetitive recruiting admin and you want to reduce it without losing human judgement on people decisions.
Strategy and executive advisory
Ongoing senior advice for owners and leadership teams: workforce planning, employer brand direction, recruiting team structure, and reviewing results from the systems we've built.
Fits when: you want a senior partner to think alongside you over months rather than deliver a single project.
What drives the size of an engagement
| Factor | Smaller scope | Larger scope |
|---|---|---|
| Role families | One or two | Five or more |
| Hiring managers | A few | Many, across sites |
| Provinces and territories | One | Several, with different rules |
| Languages | English only | English and French, or Inuktut |
| Existing data | Clean ATS history | Spreadsheets and email threads |
| Careers content | Small update | Full rebuild |
| Attraction | None or one role | Several hard-to-fill roles |
Two employers with the same headcount can need very different scopes. A company hiring one kind of role in one city is a contained job. A company hiring field, office and leadership roles in Ontario and Quebec has more design, more translation and more manager training.
What every proposal includes
- the problem we are solving, in one paragraph
- the deliverables, listed individually
- the timeline, week by week
- the measures we will report against
- what you need to provide: people, data, approvals
- the cost, billing and terms, including how the engagement can end
Nothing is billed until you have approved the proposal in writing.
Questions to ask any recruiting consultant, including us
Whoever you work with, ask these before you sign:
- What exactly will exist at the end that doesn't exist now?
- How will we know whether it worked, and against what baseline?
- Who does the work day to day, and how senior are they?
- What do you need from our managers, and how many hours a week?
- Who owns the templates, content and data afterwards?
- How can the engagement be paused or ended?
Good answers are specific and written down. Vague answers at this stage usually become vague results later.
How to choose your starting point
If you aren't sure which format fits, use this rule of thumb. Facing a deadline? Start with a sprint. Drowning in admin? Start with AI consulting. Unsure what to fix first, or facing bigger questions about how hiring should be organised? Start with advisory.
Before you call, it helps to read the services overview and the hiring capacity guide, which shows how to estimate the hiring you'll need next year. Then call, text or email through the contact page. The first conversation with a senior partner is complimentary and confidential.
Frequently asked questions
Why don't you publish prices?
Because the same service can be a small job or a large one. A process for one role family at one location is very different from five role families across three provinces in two languages. A published number would be wrong for almost everyone.
Is the first consultation really free?
Yes. The first consultation with a senior partner is complimentary and confidential. You leave with an honest view of where your hiring is losing people, whether or not you hire us.
Do you charge per hire or take a percentage of salary?
We don't place candidates, so our work isn't built around placements. How an engagement is billed is set out in your written proposal.
Is sales tax added?
Yes. Canadian clients add GST/HST by province (GST and QST in Quebec).
Can we stop partway through?
Terms, including how an engagement can be paused or ended, are written into your proposal before you agree to anything. Ask about them in the first conversation.