Inside our vetting: what the three checks actually involve.
A plain description of the skills assessment, structured interview and reference process every candidate completes before a client sees their name.
The skills assessment is built for the role, not pulled from a library. For a developer that means working code. For an analyst it means a real requirements scenario. For an administrative specialist it means the documents and systems the job actually uses.
The structured interview asks every candidate for a role the same core questions, scored the same way, so we are comparing people fairly rather than by who was most charming on the day. We add a longer conversation about leadership and judgement for senior roles.
References are calls we make ourselves to people who managed the candidate, with specific questions about the work. A written reference or a name-only check does not count. If any of the three is missing, the résumé does not go out.
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.
