Once you’ve engaged us to conduct a search, we stick to a pretty strict process. This is how we work with you towards finding the best candidates for your current openings.

Submit a job brief or call us at 416.900.6011 to give us a better sense of what sort of person you’re looking for.

If you have an immediate opening for a freelancer or contractor, and our team feels that enough information was provided via the Job Brief form, we will get working immediately on finding you a candidate to fill your need. If we need further information, we’ll certainly be in touch with you.

For the longer term contracts and full-time roles, we like to get as in-depth with you as possible. Here’s where we learn as much as we can about you, your organization, the role at hand, the team that’s currently in place, the internal dynamics that will help form the decision you make in the long run for the perfect candidate. We meet. We chat. We ask questions. You tell stories, provide background, provide context for the role at hand. We take notes. Lots of notes.

Here’s the ideal Info. Gathering Session:
- A meeting with the individual(s) who will be working closely with the new hire.
- An organizational tour (learning more about your business, perks, customers or clients, and possibly seeing some of the work your team has created in the past 3-6 months.
- Reviewing the current job description and dissecting it to bits.

The final outcome: Lots of juice about the role, your organization… and of course, a very detailed document that will help us recruit the perfect candidate for you.

Here’s where we spend the time researching the right candidate for you. This includes recruiting from scratch, tapping into the various social networks, attending networking events, producing our own events, public speaking at conferences where potential employees might be at, attending various College and University Job Fairs, and also dipping into our candidate database.

One of the great things about Boost Agents is that our network goes beyond just Boost. Ad Lounge is our sister company, and we participate as sponsor in many of the events. This provides us the opportunity to get up close and personal with some of the industry’s most educated, connected, current, and interesting individuals.

Upon finding the right talent, we would present them to you based on portfolio and suitability to the job at hand. Upon client approval, we would begin scheduling interviews.

Here’s where you decide whom you wish to hire. And we do our due diligence by checking references. Using criteria you’ve provided to us for the job at hand, and our own criteria for representation, we conduct a solid reference check (typically taking approx. 15-30 minutes). We would be pleased to send references (which are written word for word – no edits) to you upon request.

We pride ourselves on communication and follow-through. It’s here where we let those who were not selected as the final candidate information and feedback to let them know why they didn’t make it to the final round.

Having Boost Agents as the go-between to discuss the fine details of the job offer is a wonderful thing. This can sometimes be a long drawn-out process, and by having an intermediary handle this it allows you to go back to doing what you’re hired for within the organization while we act on your behalf. Of course, we’ll need you involved in the process, but we’ll alleviate a lot of the miscommunications and back and forth that can happen if the candidate and you manage this directly.

We check in on you 3 times before the 90-day probationary period ends. Typically, it’s around the 30, 60, and 90 day mark. This follow through lets us rest at ease knowing that it has been a smooth and successful experience and transition for you and candidate alike.