Hire the people your competitors cannot find.
Empire Resource Group runs technology searches for Canadian employers. Direct approach, personal assessment, and a shortlist you can act on rather than wade through.
What we do
Three ways we hire for you.
Executive search
Retained search for technology leadership. CTO, VP Engineering, Head of Platform, CISO. Roles where the wrong hire is felt for years and the right one is rarely on the market.
Technology recruitment
Senior individual contributors and the specialists a job advertisement will not reach. Staff engineers, security architects, data leads, Salesforce and ERP specialists.
Contract and interim
When the need is defined and the clock is running. Same search discipline, shorter horizon, and honest advice about whether contract is actually the right shape.
How we search
What actually happens.
Most agencies will not tell you this, because most of it is a database query and a mail merge. Here is the whole thing.
The brief, properly
Not the job description. What this person will actually do in month one, which requirement is genuinely hard to find, and what you would trade if it cannot be met. Fifteen minutes that changes everything downstream.
Map the market
Who exists, where they are, and how many of them clear the bar you have set. Sometimes the honest answer is that the market has seventeen people in it, and you hear that early rather than late.
Approach directly
Individually and in confidence. The strongest people are employed and successful, so they are not answering advertisements. They will answer a considered approach from someone who knows their work.
Assess personally
A conversation, not a keyword match. Craig speaks to everyone who reaches the shortlist, and forms a view he is willing to defend to you.
Present with context
Why each person is on the list, what they actually want, where the risk sits, and what would make them say no. A shortlist without that context is just a stack of resumes.
What you also get
An honest answer, including when it is no.
If the role as written cannot be filled at the rate you have set, you will hear that in the first week rather than after two months of activity that looks like progress.
If the market has a handful of genuinely qualified people and three of them work for your competitor, you will hear that too, along with what it would take.
A search that ends in a placement nobody regrets is worth more than a search that ends quickly.
Tell us what you need to hire.
A short conversation is enough to know whether we can help. If we cannot, we will say so.