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Five ways to hire.
One standard of vetting.

One contractor for six weeks or a director for the next six years: the recruiter is the same and so is the rigour. Pick the model that fits, or describe the problem and we will recommend one on the first call.

Tell us about a role Ask a question first
01 · The right person for the seat, hired once and hired properly.

Permanent Placement

A permanent hire is a multi-year decision, and the best ones start with everyone agreeing what the job actually is. So that is where we start. We sit with the hiring manager and the people the new hire will work beside, and we write the brief together. Then we go and find the person, including the ones who are not looking, and we test, interview and reference-check them before you ever see a name.

  • A written brief, agreed with you, before a single approach is made
  • Sourcing across our own network, direct approaches and the people who never read job boards
  • A role-specific skills assessment, a structured interview and references we call ourselves, for every candidate on the list
  • Offer strategy, the counter-offer conversation and check-ins through the first ninety days

Use it for: Roles that shape the next few years, teams that are growing, and any seat the leadership team will ask about by name.

Start with this one
02 · Proven specialists on your project in days, with the admin handled by us.

Contract Staffing

A contractor should make your quarter easier, not add a payroll file, a compliance review and an admin headache to it. When we place a contractor, we employ them. Onboarding paperwork, pay, statutory deductions, insurance and the compliance requirements your organization sets are ours to manage. You get one point of contact, one recruiter to call, and someone who was screened as carefully as a permanent hire.

  • Contractors vetted to the same standard as permanent hires, with sector experience verified
  • Onboarding, payroll, deductions and compliance run by our team for the full engagement
  • Engagements from a few weeks to multi-year programs, with conversion terms agreed up front
  • A named recruiter who checks in with you and the contractor throughout

Use it for: Project delivery, provincial initiatives with fixed timelines, modernization programs, and any team that needs to scale up quickly and back down cleanly.

Start with this one
04 · Know what a role needs, and how long it takes, before you post it.

Talent Advisory and Workforce Planning

Every week we see what roles are paying and how long they take to fill across Ontario, Alberta and the rest of the country. That view is worth having before you plan a new team, a reorganization or next year's headcount. We will tell you where the market is, where the shortages are, which roles are worth fighting for and which could be structured differently to fill faster.

  • Compensation benchmarks by role and region, drawn from live searches rather than stale surveys
  • Advice on role design and levelling when one job is quietly trying to be two
  • A realistic read on time-to-fill so your plan holds
  • A hiring plan you can actually deliver

Use it for: Leaders planning a build-out, a reorganization, a new location or a multi-year hiring push.

Start with this one
05 · Built for the situations the standard models do not cover.

Custom Staffing Arrangements

Some requests do not fit a tidy category. A blended team of contractors and employees. A specialist skill that exists in twenty people nationally. A managed delivery pod that reports to us and delivers to you. We have built all of these, and the right first step is a frank conversation about the constraint you are actually working around, whether that is headcount, clearance or time.

  • A discovery call focused on the problem, not on selling a product
  • Assembly of rare and niche skill sets, including people we go out and find
  • Engagement and commercial structures written around your situation
  • Success measures agreed in writing before the work starts

Use it for: Complex programs, regulated environments, and anything where the first answer you got elsewhere was 'we don't do that'.

Start with this one
Side by side

Not sure which one you need? Start here.

The three core models compared on the things clients actually ask about. Advisory and custom arrangements wrap around any of them.

EngagementPermanent placementContract staffingExecutive search
Time to a shortlistA few weeksDaysWeeks, handled quietly
Who employs the personYouWe do, on assignment to youYou
Payroll and complianceYours, once they startOurs for the whole engagementYours, once they start
Can it convertNot applicableYes, on terms agreed up frontNot applicable
Use it whenThe role is long-term and fit is everythingThere is a project, a peak or a deadlineThe hire is senior and the search must stay confidential
Roles

The kinds of people we place.

Brief us

Software Development

  • Full-stack and back-end developers
  • .NET, Java and modern web stacks
  • Mobile and front-end engineers

Cloud and Infrastructure

  • Cloud architects and engineers
  • DevOps and site reliability
  • Network and systems administrators

Security and Compliance

  • Security analysts and engineers
  • Governance, risk and compliance
  • Identity and access specialists

Data and Analytics

  • Data engineers and analysts
  • BI developers and report authors
  • Data governance leads

Delivery and Analysis

  • Project and program managers
  • Business and systems analysts
  • Scrum masters and product owners

Leadership and Operations

  • Directors, VPs and C-suite
  • Team leads and practice heads
  • Administrative and executive support
From clients

What clients say afterwards.

“In the banking industry, finding the right balance of technical expertise and regulatory awareness is difficult. P@thLion stands out because they actually vet their candidates beyond a keyword match. The professionals they sent stepped into our workflows seamlessly, and their transparency and quick turnaround have been a major asset to our team's growth.”

J
Jennifer YoungFinancial Sector Client

“Supporting provincial projects requires a staffing partner that is both agile and thorough. P@thLion delivered exactly that. They took the time to understand our project goals and gave us a shortlist that was highly qualified and ready to contribute.”

A
Amy BeswarickPublic Sector Client

“The pace of our work requires a partner that keeps up with evolving technical demands without sacrificing quality. Their recruiters don't just fill roles. They understand the technology and the culture we're building, often in areas where the talent pool is exceptionally competitive.”

C
Carolyn ByerTechnology Sector Client

“They consistently provide candidates who have the technical qualifications and understand the operational standards provincial initiatives require. Their ability to deliver high-quality talent under tight deadlines has made our recruitment significantly more efficient.”

M
Mohammad HaidarPublic Sector Client
For employers

A short note on the hiring market, once a quarter.

What roles are paying, how long they're taking to fill, and where the shortages are in IT and public-sector work across Ontario and Alberta. Written by us, from our own searches. No newsletter fluff.

P@thLion Staffing Inc., Windsor, Ontario. Express consent under Canada's anti-spam legislation; withdraw any time.

Good to know

What employers ask us on the first call.

How quickly can you show us people?

For contract roles, usually within days of agreeing the brief. Permanent searches take a few weeks because the vetting is deeper. Executive searches take weeks rather than days, because the assessment is thorough. You get a real timeline on the first call, and you hear from us the moment it changes.

What does 'vetted' actually mean here?

Three things, every time: a skills assessment relevant to the role, a structured interview where every candidate answers the same core questions, and reference checks we make ourselves. For leadership roles we add a longer conversation about how the person leads and decides. If all three are not done, you do not see the résumé.

Who employs a contractor you place?

We do. The contractor is on our payroll for the length of the engagement. We handle onboarding paperwork, pay, deductions, insurance and whatever compliance your organization requires. You deal with one person throughout.

Which sectors do you know best?

IT, technical and public-sector roles are where we have done most of our work, for provincial governments, financial institutions and technology companies across Canada. If your sector is not one of those, talk to us and we will tell you how we can help.

Can a contractor become a permanent hire?

Yes, and it happens often. Conversion terms are agreed at the start of the contract so everything is clear from day one.

Still deciding?

Describe the role and the deadline. We'll recommend the approach that fits.

A recruiter replies within one business day with a clear plan.

info@pathlion.caWindsor · Oakville · North York · Edmonton
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