_{By Susan Kandalaft}


Hello business owners and managers,

Your options for recruitment are vast – and many of your options look the same.

But people who demand more know the best results don’t happen easily.

If you are keeping up with trailblazers, you never take the easy road, and you need an uncommon recruitment partner.

We’re not like every firm. For example, our clients appreciate our candidness and truth, so we partner businesses that do not waste time varnishing reality.

Find out the other reasons we are not the firm for everyone.

Reason 1: Most firms offer a three-month guarantee. We offer six.

A new hire can easily please you for 90 days, but what about after that?

We are so confident in the quality of the candidates from our process that we guarantee them a probation period that is twice the industry norm and offers a money-back replacement.

By getting to know someone for six months, you will be sure you have a winner.

Other firms are counting on these odds, but are you ready to bear with a disappointing hire who shows their true colours on day 91?

We are willing to bet after six months, you’re certain you made the right choice.

Reason 2: Commitment is a Two-Way Street

We’re introducing a game-changer: retainers.

Our clients commit to the search as much as we do with a retainer. We’re in this together, fully invested, focusing on a united goal. Your time is as precious as the candidates we serve. You are serious about who you surround yourself with and your intentions to get the best options.

Alternatively, when you’re working with multiple recruitment firms, you’re not increasing your odds of uncovering the perfect candidate, especially if the firms are competing on the same search without a retainer. Instead you’re creating rushed work from multiple vendors racing to be first instead of the best.

The fact is, most are drawing from an identical pool of candidates. Without any upfront investment and an agenda focused on speed, corners or grey-area ethics get cut, and everyone’s time is wasted, including yours.

You aim to bring in top-tier people who delight you and perform well. They are irreplaceable and worth every penny, and worth the wait for deep searching and rigid screening to save you and your colleagues a future headache.

Reason 3: Unapologetically Personal and Human

Get the first crack at the hidden gems that everyone else is missing. You don’t want to rely on a poorly programmed AI that is simply scraping out average possibilities. We’re bringing the human element back into the equation.

Our intelligence is powered by our goosebumps on screening calls. Our database isn’t a list of unsuitable people who didn’t make the cut on past searches. We don’t simply rely on resume keywords picked up by AI.

Every database of candidates gets stale quickly. The best people don’t last, and a long list of “possibilities” languish for a reason. Each search is personal, and we usually start with a fresh group to create a precisely selected shortlist. We also find individuals who are personal introductions from other incredible candidates. This isn’t guesswork; it’s expertise.

Reason 4: Refusing to Settle: No More Unreasonable Employers

We’ve seen them all—the employers who demand the world and offer peanuts. We say no to unreasonable employers. Instead, we’re partnering with intelligent, fair-minded business owners or department managers with standards. We share a vision of success and are happy to work to your high standards. But in good conscience, we cannot send good candidates to bad bosses.

How do we know where the bad bosses are lurking? Often, we have clues from past candidates and exodus patterns from certain roles or companies. Year after year, we witness a cycle: individuals coming to our office are leaving the same role, the same company, or the same manager. In our screening interviews, we hear the same anecdotes about their work environment.

We also notice job postings predictably appearing every six months. Role turnover can indicate a problematic work environment. If an HR department is looking for its tenth replacement in the last five years, that’s not a green flag.

However, even a tough employer or manager can be exactly what a candidate needs to advance their career – and those candidates will often agree to a role if they’re armed with the truth. They will stick it out longer than others to benefit from mentoring under an expert, even if it means weathering their quirks.

Reason 5: Backstories Matter

We complete our knowledge of candidates through conversations or stories. We also listen for a tone and subtle clues in answering our questions that robotic and procedural screeners miss.

An example that stuck with me is the firm that needed an assistant to work with their bullpen of stockbrokers. They were tough, demanding, and a bit egotistical. We found the perfect match—a bright, eager guy who passed our tests. He was ready to dive in. He had his Canadian Securities course under his belt and was willing to do anything—fetch coffee, handle the grunt work, you name it.

We sent him for the interview.

My client called afterward and said, “Well, he’s a lovely young man, but I just don’t think he has the backbone to stand up to these guys.”

I get it. These brokers are intimidating.

But then gave the details of our interview, including a backstory he shared about working at his family business.

“Have you ever watched Hell’s Kitchen?” he said. “My dad owns a Greek restaurant. I worked in that kitchen. My dad yelled at me and threw stuff at me all day.”

The client was intrigued.

“Let’s give him another shot,” she said.

They hired him and he worked there for over ten years.
You never really know what someone’s made of until you get the full story.

Instead of filling seats, let’s fulfill your vision.

Your unapologetically straightforward recruitment ally

Susan