A documented method. A governed decision.
A leadership or highly technical hire should never rest on instinct. Our process turns a critical appointment into a defensible, evidence-based decision, placed in your hands as a confidential candidate dossier.
We don’t send you resumes. We deliver a decision file.
Most firms hand you a stack of resumes and leave the judgement to you. We do the opposite. Every candidate we present arrives with a complete presentation dossier: a recommendation, a global score, an assessment scored requirement by requirement against your mandate, a behavioral read and an action plan for your committee. You don’t receive a hunch. You receive a document your board can examine and defend.
Seven phases, from framing to guarantee
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01
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Framing and calibrationWe sit down with you to define the mandate in depth: responsibilities, non-negotiable technical skills, experience threshold, language and geographic constraints, salary range and cultural signals. This calibration becomes the grid every candidate will be measured against. |
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02
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Market mappingWe map the organizations and individuals who genuinely hold the profile you need, across Quebec, Ontario and along the US border. The target is rarely job-hunting: they are people already in post, performing, whom no posting will move. |
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03
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Confidential direct approachWe approach these passive candidates discreetly and directly. Your brand and your intentions stay protected. No leaks, no public exposure of the mandate: confidentiality is the price of access to the very best. |
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04
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In-depth assessmentEvery serious candidate goes through a rigorous interview. We score their technical and functional fit requirement by requirement, we assess seven dimensions against the mandate’s threshold, and we read their behavioral profile directly from the interview transcript. |
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05
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Presentation of a short list of dossiersWe don’t bury your committee in applications. We deliver a short list of complete dossiers, each carrying a recommendation, a global score out of 100 and the recruiter’s verdict. You compare documented decisions, not resumes. |
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06
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Offer support and closingWe advise you on salary positioning, counter-offer risk and offer sequencing. We act as the intermediary in a negotiation where emotion can derail everything, all the way to a signed acceptance. |
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07
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Integration and guaranteeWe hand you a first-90-days plan and we stay present after the candidate starts. Every accepted placement is covered by a six-month replacement guarantee. |
The candidate dossier, piece by piece
This is the document that sets our work apart. Every candidate on the short list reaches you as a confidential dossier — factual, evidence-based and defensible before a board. Here is what it contains.
Global score out of 100 and recommendationA clear recommendation (Recommended / Recommended with reservations), a global score out of 100 and the recruiter’s verdict spelled out. Technical and functional fit is scored requirement by requirement (Very strong / Strong / Gap), each verdict backed by evidence drawn from the interview.
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Seven-dimension assessmentSeven dimensions scored out of 10, each compared to the threshold your mandate requires: candidate level against required level. For each, we separate strengths from points of vigilance. Nothing is left to general impression.
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DISC behavioral profileA behavioral profile (blue, red, green or yellow dominance) read directly from the interview transcript, not from a self-flattering questionnaire. With communication guidance, blind spots, and predictions on team fit and behavior under pressure.
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Client advisorySalary positioning, interview questions each paired with a probe, a reference plan (whom to call and exactly what to verify), a counter-offer risk assessment, a first-90-days plan and a decision timeline. The full resume is appended at the end.
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The seven dimensions we score
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✓Technical skills — the real command of the know-how the role demands, verified rather than declared.
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✓Experience level — the depth and relevance of the track record against the responsibility to be carried.
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✓Languages — actual linguistic ability measured against the mandate’s requirements, in both French and English.
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✓Location — geographic anchoring and willingness to travel or relocate, with no grey zones.
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✓Salary alignment — the gap between the candidate’s expectations and the mandate’s range, quantified before the offer.
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✓Interpersonal signals — bearing, communication style and compatibility with your culture.
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✓Risk factors — anything that could derail the placement, named plainly rather than concealed.
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The behavioral profile is not guessed: it is read directly from the interview transcript. Every conclusion about communication style, blind spots and behavior under pressure rests on what the candidate actually said — defensible before a board.
A partner-led mandate, guaranteed for six months
Our mandates are conducted on a retained basis and led personally by Éric Larouche, founder and senior partner. Our fee is 21% of first-year salary, and every placement is covered by a six-month replacement guarantee. You are not paying for a list of names: you are investing in a method whose deliverable is a decision file, and in a commitment that runs well beyond the signature.
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Since 2017
A direct-approach search firm serving Quebec
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250+
Client companies served
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400
Mandates completed
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6 months
Replacement guarantee on every placement
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What clients ask us
An agency forwards resumes and leaves the sorting to you. We run a direct-approach search and deliver, for each candidate on the short list, a complete dossier: a global score out of 100, a seven-dimension assessment, a behavioral profile and advisory for your committee. You decide from evidence, not impressions.
The strongest leadership and highly technical profiles are already in post and performing. They don’t answer job postings. Our role is to reach them confidentially, without exposing your mandate or their current situation.
A DISC read (blue, red, green or yellow dominance) built from the actual interview transcript, with communication guidance, the candidate’s blind spots, and predictions on team fit and behavior under pressure.
A short list. We favor a small number of in-depth dossiers over a large volume of superficial applications. Every dossier earns its place on the list.
Our fee is 21% of first-year salary, on a retained basis, and every placement is covered by a six-month replacement guarantee.
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Let’s stay in touch
Éric Larouche
Founder & Principal Partner
Reach me directly, or follow our perspective on the technical- and executive-leadership market on LinkedIn. |
Turn your next critical hire into a governed decision
Entrust us with a leadership or highly technical role and receive, not a stack of resumes, but a short list of dossiers your committee can examine and defend. The mandate is led by Éric Larouche.