Hiring, priced up front.
Build the one you need.
One page, two ways to hire, every extra with its own number. You pay for the search, not for luck.
The Search from $3,000 a role · The Hire from $5,000 a role · Always Hiring from $1,750 a month
Buried in a hundred AI-written resumes?
Every posting now draws a stack of applications written by software, and a good share of them never read your ad. Sorting them is the part of hiring that eats an owner's evening.
We read every application, phone the real ones, and put the two or three worth an hour of your time on your calendar. You say yes to the shortlist.
Four steps, either way you hire.
Draw the seat
Before anyone writes a job ad, we map the org chart around the role. A seat reporting to the wrong person fails no matter who fills it, and no amount of screening fixes that afterward.
Write the job description
Not a wish list of every skill anyone could want. It names what the person has to produce, and every finalist is measured against it, so the standard never drifts partway through the search.
We post, screen, and on The Hire, go find them
A job board only reaches people who are already looking, so we post on both tiers. On The Hire we also work word of mouth and approach candidates directly, the other thirty interviews still happening without you in the room.
Prove the fit
Every finalist takes a behavioural assessment before you see them, run on Disc Quadrant, the hiring platform we built and use ourselves. On The Hire, finalists also sit a deep interview and three reference calls before you meet them.
What each one covers.
| The Search$3,000 a role | The Hire$5,000 a role | Always Hiring$1,750 a month | |
|---|---|---|---|
| Job posting written and placed | ✓ | ✓ | ✓ |
| Every application read and screened | ✓ | ✓ | ✓ |
| Phone screens with the real people | ✓ | ✓ | ✓ |
| Character and DISC assessment | ✓ | ✓ | ✗ |
| Written shortlist report and scorecards | ✓ | ✓ | ✗ |
| Monthly summary instead | ✗ | ✗ | ✓ |
| Outreach to people who are not looking | ✗ | ✓ | ✗ |
| Deep interviews, recorded and written up | ✗ | ✓ | ✗ |
| Three reference calls per finalist | ✗ | ✓ | ✗ |
| We sit the final interview with you | ✗ | ✓ | ✗ |
| Your time | About 4 hours, you run the interviews | About 2 hours, we sit with you | As needed, per role |
| Promise window | 30 days | 60 days | Not offered |
| Replacement guarantee | Not offered | 90 days, once | Not offered |
The Search
$3,000 a role- Job posting written and placed
- Every application read and screened
- Phone screens with the real people
- Character and DISC assessment
- Written shortlist report and scorecards
- Outreach to people who are not looking
- Deep interviews, recorded and written up
- Three reference calls per finalist
- We sit the final interview with you
- About 4 hours of your time, you run the interviews
- Promise window: 30 days
The Hire
$5,000 a role- Everything in The Search
- Outreach to people who are not looking
- Deep interviews, recorded and written up
- Three reference calls per finalist
- We sit the final interview with you
- About 2 hours of your time in total
- Promise window: 60 days
- Replacement guarantee: 90 days, once
Always Hiring
$1,750 a month- Job posting written and kept live
- Every application read and screened
- Phone screens with the real people
- Character and DISC assessment
- Monthly summary instead of a report
- Outreach to people who are not looking
- Deep interviews, recorded and written up
- Upgrade any role to The Search for $1,500
Want us in the room for the final interview? That is The Hire. Any Always Hiring role can be upgraded to The Search for $1,500. Three-month minimum on Always Hiring, then month to month.
Priced for owner-operated shops of ten to about a hundred people hiring for roles based in Manitoba. Larger companies, roles outside Manitoba, and more than three roles at once are quoted before we start, in writing, and the number holds. Searches already signed on our earlier fee stay on that fee.
Owners who have already run this.
★★★★★
“He provided tremendous value by helping us develop an organizational chart and conducting in-person interviews with 35 of our staff, along with DISC assessments to better understand role alignment across the team. I highly recommend People Purpose to any organization looking to strengthen their team and improve alignment.”
“Rod gave us a repeatable hiring framework built for long-term success, for both employer and employee. The process takes longer than we were used to, but we can’t argue with the results.”
Companies we have hired for: Southern Comfort Mechanical · Parkside Recreation · Solis Sphere Marketing
Build the hire you need.
Nearly every recruiting firm in this market will not give you a number until you call. Pick a tier, tell us the pay, and watch the total change.
Questions owners ask first.
Am I paying for the search or for the hire?
The search. The Search and The Hire are priced for the work: the posting, the screening, the interviews, the report. Neither price moves with the salary you offer and neither is a percentage of anything, so you are paying us to do the work, not paying a commission on the person we find.
What if nobody on the shortlist is right?
On The Search, we promise two people who meet the scorecard within thirty days, or the second half is not owed. On The Hire, that window is sixty days, on top of the ninety-day replacement guarantee once someone is hired. If the scorecard says nobody in the pipeline is right, we keep looking inside that window rather than handing you a shortlist just to hand you one.
Does the Hire find people who are not applying?
Yes. That is the main difference from The Search. A job posting only reaches people who are already looking. On The Hire we also approach people directly, people who are good at the job and not on the market for it, which is usually where the best hire for a hard seat actually is.
How is salary counted for hourly roles?
We use first-year base pay. For an hourly role, that is the hourly rate times 2,080 hours. For a role that regularly runs overtime, such as a site supervisor or crew lead, we use 2,500 hours, a 50-hour week, because that is closer to what the role actually pays. Either way it is base pay only, before overtime pay, bonus or benefits.
What happens on roles over $120,000?
Above $120,000 in first-year pay, the flat price is replaced by a percentage: 10% of pay with advertising billed at cost, or 12% of pay with a $3,000 advertising budget already included. Everything else about The Search or The Hire stays the same.
Do you use AI to screen candidates?
We use it to read. A person decides. Every applicant is read by software that flags who is worth a closer look, but a person makes every call on who moves forward, and everyone who applies hears back within five business days.
Hiring for a construction crew? See construction recruiting. Hiring an electrician, plumber, welder or another skilled trade in Winnipeg? See trades recruiting.
Tell us the seat. We will take it from here.
A 20-minute call. We will ask what the role has to own and who it reports to. If we are not the right fit for it, we will say so on the call.
We answer every enquiry within one business hour.
Prefer to talk? 204-921-1000 or rod@people-purpose.com.