The quickest way to choose a service is to find your leakiest stage. If people apply but nobody good shows up, the problem is at the front: your story and your ads. If good people apply and then vanish, the problem is in the middle: speed and process. If you can't tell which, start with measurement. The five services below map to those three situations.
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Hiring process design
Define each stage from requisition to signed offer, with scorecards, structured interviews and owners, so every hire runs the same way.
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Employer value proposition
Put into plain words why a capable person would choose your company, test it with your own staff, and use it everywhere you recruit.
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Careers site and job ads
Build a careers section and job-ad format that candidates finish reading, that search engines can index, and that respects each province's posting rules.
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Candidate attraction campaigns
Plan and run sourcing for hard-to-fill roles across job boards, search, social and referrals, with each channel judged on hires rather than clicks.
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Recruiting metrics and ATS workflow
Set up the applicant tracking stages, reports and weekly review that show where candidates drop out and how long each step really takes.
Hiring process design
Hiring process design is the right start when hires depend on who happens to be running them. We write the role-intake template, the scorecard, structured interview guides, decision rules and the response-time standards every hiring manager follows.
Choose it first if:
- two managers hiring for the same role would run completely different processes
- finalists regularly withdraw or accept other offers
- you have hired someone who looked strong in interviews and struggled in the job
Employer value proposition
An employer value proposition is a short, honest statement of why someone would work for you instead of the company down the road. It is the raw material for every ad, careers page and recruiter message. We build it from interviews with your staff, your exit reasons and your offer-decline reasons, not from a brainstorm.
Choose it first if your job ads could be pasted onto a competitor's site without anyone noticing, or if candidates keep asking "so why here?" late in the process.
Careers site and job ads
Careers site and job ads turns the value proposition into pages and postings people read to the end. That includes a job-ad structure, role pages, the "life here" content finalists look for, and job-posting markup that lets search engines show your openings in job results. It also covers the posting-content rules that now apply in some provinces.
Choose it first if your careers page is one paragraph and a list of links, or if most of your applicants come from a single job board you don't control.
Candidate attraction campaigns
Candidate attraction is outbound and paid reach for roles where the qualified pool is small: specialists, bilingual roles, remote communities, or senior hires. We plan channels, write messages, set up referral mechanics and track every source to hires, not to clicks.
Choose it after the process and the story are in decent shape. Paying for more applicants only multiplies a broken process.
Recruiting metrics and ATS workflow
Recruiting metrics and ATS workflow gives you the numbers: time in each stage, pass-through rates, source of hire, offer acceptance and reasons for withdrawal. We configure the stages in your applicant tracking system, build a one-page report and set a short weekly review.
Choose it first if you can't answer "how long did our last five hires take, and where did the time go?"
A simple decision table
| What you see | Start with | Then add |
|---|---|---|
| Many applicants, few qualified | Employer value proposition | Careers site and job ads |
| Qualified applicants who disappear | Hiring process design | Recruiting metrics |
| Very few applicants at all | Careers site and job ads | Candidate attraction |
| No idea where the problem is | Recruiting metrics | Whatever the data shows |
Sometimes the table points at something outside recruiting: approvals that sit in one person's inbox, or onboarding paperwork that delays start dates. When the bottleneck is an internal workflow rather than candidates, our sister practice ProcessImprovement.ca maps and fixes that kind of problem.
If two rows of the table describe you, start with the one higher up the funnel: measurement before process, process before story, story before reach. Fixing an earlier stage usually improves the ones after it as well.
How engagements are scoped
Every engagement is scoped in writing to the services you choose and the number of roles involved. We don't publish prices; the pricing page explains how scope is set and which engagement formats exist. If you want to see the thinking first, the guides cover planning, job ads and candidate experience in detail, and our approach explains who does the work.
We are a consulting service, not a staffing agency. We never stand between you and your candidates, and who owns each deliverable is written into your proposal before work begins.
Frequently asked questions
Do we have to buy all five services?
No. Many engagements cover one or two. We recommend the order that fits your bottleneck, and you decide the scope.
Will you run our hiring for us?
No. We design, build and train, and we can sit beside your team for the first few searches on the new process. Your people stay in charge of candidates and decisions.
Which applicant tracking system do you recommend?
We don't sell software and take no position on a brand until we have seen your volume, budget and existing tools. Often the system you already pay for can do far more once the stages are set up properly.
Can you help us hire in Quebec or the territories?
Yes. We plan for French-language requirements in Quebec, Inuktut requirements in Nunavut, and the smaller labour pools of the North, and we point you to the regulators that apply.