Keeping great candidates engaged between the final interview and the offer.
Four moments in the hiring process that matter most, and the small habits that make them work.
Stay in touch. A week without contact after a final interview can read as a no. A two-line update on the day you said you would decide keeps strong candidates engaged.
Approve quickly. Offers that clear internal sign-off in two days do far better than those that take ten. Agree the approval chain before interviews start.
Keep the offer consistent. Confirm the number, the title and the start date verbally before the paperwork goes out, so there are no surprises.
Make it personal. The best offers are made by the hiring manager, in person or on a call, with a clear reason why this person was chosen. We coach clients through it, and acceptance rates show why.
Public-sector IT hiring, Q3 2026: demand is up, timelines are not.
What we are seeing across provincial requisitions this quarter: more analyst and developer seats, tighter submission caps, and clearance turnaround as the real bottleneck.
The one-hour meeting that saves a six-week search.
The best searches are decided before anyone is contacted. Here is exactly what we cover in a brief, and why the hiring manager should be in the room.
Compensation signals from live searches: where offers are being accepted, and where they are not.
A mid-year read on pay across the IT and technical roles we place, drawn from offers made and accepted rather than surveys.
Tell us about the role. We will tell you how we would fill it.
Email us, or send a brief through the form. A recruiter gets back to you within one business day.
