Save 30 hours.
Let us hire for you.
You provide the job description. We take care of the rest. Want to be involved? You decide how much.
15% of first-year salary, $5,000 minimum per role
What it costs, and what it costs you.
Nearly every recruiting firm in this market will not give you a number until you call.
One fee for the search. No retainer and no subscription. You give us the job description, we go and hire the best person for it. From there you stay as involved as you want to be: meet every finalist, meet one, or read the recommendation and say yes.
If the person you hire resigns through no fault of yours, or is dismissed for cause, inside 90 days, we run the search again once, at no additional fee.
Hiring is a second job you did not ask for.
Three parts of it eat the week, and none of them show up on an invoice. Tap any one to see what it actually costs.
The ad and the resumes
Forty applications. Thirty of them wrong.
See what it costs →Writing the ad is the small part. Reading everything that comes back is the job, and it lands in your inbox in ones and twos over three weeks, always while you are doing something else. Nobody schedules time to read resumes. It just takes the time.
The calls that go nowhere
Booked, chased, and some of them just do not turn up.
See what it costs →Every screening call is a slot carved out of a working day, and the ones that do not show cost the same as the ones that do. Then it is back to the calendar to rebook, around your week and theirs. This is where searches quietly die, because good people take another offer while everyone waits.
The hire you settle for
Four weeks in, good enough starts to look fine.
See what it costs →This is the expensive one. The seat stays empty and your people cover it, or you hire the person who was good enough because you could not face another four weeks of this. Neither shows up on an invoice. Both of them cost more than the search would have.
Four steps. Two hours, plus the people you want to meet.
You do not get the people you want. You get the people you deserve. Tap any step to see how it runs.
Draw the seat
One call. We map where the role sits, who it reports to, and what it has to own.
How it runs →Before anyone writes a job ad, we map the org chart around the role. Half the searches we run change the role before they fill it, because a seat reporting to the wrong person fails no matter who you put in it, and no amount of screening fixes that afterward.
Write the job description
We draft it with you. You read it and reply yes, or change it.
How it runs →Not a wish list of every skill anyone could want. It names what the person has to produce and the way of working that produces it in your business rather than in general. The scorecard and the interview questions come out of it, and every finalist is measured against it, so the standard does not drift halfway through the search.
Go and find them
We post, we source, we screen, we phone, and we interview at volume.
How it runs →A job board reaches people who are already looking, so we post. The person you want is often not looking, so we work word of mouth and approach candidates directly. However they arrive, everyone is measured against the same blueprint, and we keep going rather than stopping at the first willing candidate. It is slower than handing you a stack of applications in a week, and it is the whole reason the hires stay.
Prove the fit
You meet the finalists, with the assessment and our recommendation already in hand.
How it runs →Every candidate takes a behavioural assessment before you see them, at no cost to you, so the shortlist tells you how a person works and not just where they worked. It runs on Disc Quadrant, the hiring platform we built and use ourselves, and you see the same read we do. You get a written recommendation with the shortlist, and then you interview only the people you actually want to meet. If you hire the first one, that is one hour.
The other thirty interviews still happen.
You are just not in the room for them.
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
Questions owners ask first.
How much of my time will this actually take?
As much or as little as you want. The one thing we need from you is the job description, and we will write it with you. After that the search, the sourcing and the interviewing are ours. Some owners meet every finalist. Some read the recommendation and say yes. Both are fine.
What if I fill the role myself?
Then we are not your recruiter and there is no fee. Say so and we will stop. What we would tell you anyway is this: run them through the process. Draw the seat, write the job description, and put them through the assessment before you hand anyone an offer. Hiring someone you already know is exactly when it is easiest to skip the part that tells you how they will actually work.
What if the hire does not work out?
If the person resigns through no fault of yours, or is dismissed for cause, inside 90 days, we run the search again for that role, once, at no additional fee. It is written into the contract, not a handshake.
Do you work in my industry?
Yes. We work with owners in any industry. The proof on this page happens to be mechanical contracting and recreation because that is who called first. The work does not change: the seat, the role, the interviews, the fit.
What does contract recruiting mean?
You hire the recruiter, not an agency subscription. We run one search, for one role, for one fee. There is no annual retainer and no ongoing contract. When the role is filled, the engagement is done.
Not ready for a full search? See Hiring Services, by the job or by the month. Hiring for a construction crew? See construction recruiting. Hiring an electrician, plumber, welder or another skilled trade in Winnipeg? See trades recruiting in Winnipeg.
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.