Fifteen placements in eight months, under an exclusive partnership.
A construction and industrial services contractor, Ontario
Commercial, industrial, water and wastewater projects, a highly selective hiring bar, and one recruiting partner with a dedicated desk across project delivery, trades and safety.
- 15placements in eight months
- 8:1submissions per hire, against a selective bar
- 1recruiting partner, exclusively
The contractor delivers commercial, industrial, water and wastewater treatment projects, work that demands technical and operational standards most candidates have never been held to. Its hiring process is selective by design.
Finding people who match the exact role requirements, the experience level and the expectations of the contractor's own clients needs a targeted, quality-led approach. Volume from several agencies at once was producing noise, not hires.
We set up an exclusive recruitment partnership: one firm, a dedicated desk, and intake deep enough to know what a project superintendent or a stainless pipe fitter has to have done before they are worth an interview.
Every submission was screened against the contractor's own criteria before it went across. Fewer candidates, each one relevant. A weekly cadence kept the pipeline moving and the feedback honest, so the screen tightened with every hire.
The parts of the method that did the work.
- 01
Exclusivity buys depth
With one partner, the intake can go to the detail that decides the hire: the project type, the site conditions, the client the work is for.
- 02
Criteria written down before the search
What a yes looks like, in writing, for each role family. Every submission was checked against it, so none wasted a manager's hour.
- 03
Submission-to-hire as the working number
Eight submissions per hire against a highly selective bar is a tight funnel. Tracking it told both sides when the screen needed adjusting.
- 04
One desk across trades and office
Project managers, superintendents, welders, millwrights, a safety coordinator: the same team, the same standard.
Fifteen placements over eight months through the exclusive relationship, across project management, site supervision, skilled trades and health and safety, at an 8:1 submission-to-hire ratio.
A consistent pipeline of qualified people for specialized construction and industrial roles, inside a hiring process that stayed as selective as the contractor needed it to be.
- Project Manager
- Project Superintendent
- Shop Foreman
- Welder/Fitter
- Stainless Steel Welder/Pipe Fitter
- Millwright
- Skilled Labourer
- Health and Safety Coordinator
If you are hiring for roles like these.
- Consider going exclusiveSeveral agencies racing each other produce the same shallow candidates. One partner with a dedicated desk produces the right ones.
- Define the selection criteria up frontIf a manager cannot say in writing what disqualifies a candidate, the recruiter cannot screen for it.
- Agree the number you will manage toSubmission-to-hire, time to shortlist, offer acceptance. Pick one and review it together every week.
- Keep the bar, widen the searchSelective hiring is not the problem. A thin search is.
Hiring in operations? Get a guide for the exact role and city.
Title, city, one business day. What they are paid, where the people come from, who else is hiring them, and how to fill the seat. Written for your role by a recruiter, not pulled off a shelf.
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A key seat open in operations?
Plant manager, production supervisor, supply chain or logistics lead: pick a time and a Traverse recruiter will talk through the role, the site and the people already on our bench.
Every candidate hired through Traverse comes with a guarantee.
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Open it in a new tab insteadPrefer to talk?416-274-3978recruitment@traversestaffing.com