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← Case studiesTitle insurance and real estate legal services

Thirty-five-plus specialist roles filled across the country in two and a half years.

A national title insurance and real estate services company, Canada, nationwide

Law clerks, title officers, underwriters, conveyancers and operations leaders, found in thin specialist pools across Canada and delivered as organized shortlists.

35+positions filled nationwide
2.5years as a recruiting partner
8role types, law clerk to compliance manager

The challenge

Title insurance, underwriting, real estate legal and operations roles are hard to source anywhere, and this company needed them in cities across the country, often on demanding timelines.

The specialist candidate pools in each market were small. Posting and waiting produced applicants from adjacent fields and a screening burden the internal team could not carry on top of its own work.

What we did

We ran targeted searches across Canada, mapped specialist availability in each market before setting expectations, and qualified every candidate on relevant title insurance and legal-process experience.

Shortlists arrived organized: who they are, what they have done in title or real estate law, availability, and the notes from our screen, so the internal team could decide instead of sift.

How it was done

The parts of the method that did the work.

01
Market mapping before the search
How many conveyancers exist in a given city, and where they work, decides the timeline. We measured it before promising one.
02
Process experience, not just the title
A real estate law clerk who has run a closing is a different hire from one who has filed for one. The screen asked for the process.
03
One shortlist format, every city
Hiring leads in different provinces saw the same organized shortlist, so decisions were quick and comparable.
04
Timelines managed, not promised
When the pool in a market was thin, the plan said so early and adjusted: a wider radius, a remote option, a different level.

Results

More than 35 open positions filled nationwide over two and a half years, across title officers, underwriters, residential and commercial real estate law clerks, conveyancers, operations and compliance leaders and project managers.

Critical hiring needs met while the company's initial screening, candidate evaluation and recruitment coordination got simpler.

Roles recruited

Senior Law Clerk
Residential / Commercial Real Estate Law Clerk
Title Officer
Underwriter
Conveyancer
Operations Manager / Leader
Compliance Manager
Project Manager

What to take from it

If you are hiring for roles like these.

Map the market before you set the dateA specialist hire in a small market takes the time the market allows. Know the number first.
Ask for organized shortlistsNotes from the screen, availability and the gaps, in one format. It is the difference between deciding and sifting.
Have a plan B per marketRemote, hybrid, a wider radius, a promotable level below. Decide the fallback before the search stalls.
Hire for the process you runIn regulated services the person who has done your exact process is worth more than the one with the bigger title.

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