We assess candidates.
We do not forward résumés.
Every person we present to an employer has cleared two separate stages: a screening interview that rules out what cannot work, then an in-depth technical assessment, module by module, backed by concrete examples.
That is the difference between receiving ten applications and meeting two people who actually match the job.
Start a mandateScreen first. Assess after.
The two stages ask different questions and serve different purposes. Blurring them means wasting time on candidates who will not go anywhere.
The pre-assessment
A short interview that first checks the deal breakers. The job, real availability, mobility, expected wage and work authorisation. A candidate who does not clear this screen never reaches you.
The in-depth assessment
Reserved for those who cleared the screen. Full work history, technical skills verified one by one, concrete and recent examples required for every skill claimed, and level of autonomy measured.
What we check before anything else
Five points. If one is missing, the rest is irrelevant, however strong the background.
We also ask what an employer rarely learns before hiring: the conditions that would make the candidate turn the job down, any earlier departure during a probation period and the reason for it, and what the candidate believes you should know before the interview.
A claimed skill is not a verified skill
Saying “I do TIG” means nothing until we know on which materials, at what thicknesses, in which positions, and how recently. The technical assessment goes after that level of detail.
- A concrete, recent example is required for every skill claimed
- The level of autonomy is stated: supervised, independent, or able to lead others
- How recent the experience is gets verified, because a skill unused for six years is no longer a skill
- Blueprint reading, tolerances and measuring instruments are checked separately from the trade itself
- Certifications are recorded with the issuing body, the process, the position and the expiry date
- A technical test is recommended, with its pass criteria written in advance
Nine trade families, nine different grids
A machinist and an industrial sewing operator cannot be assessed with the same questions. Each family has its module, and only one is used: the one for the job at hand.
New modules are developed as our clients need them.
What you receive with every candidate
A recommendation report, not a reformatted résumé.
The recruiter records. Legal qualifies.
It is an internal rule, and it protects you as much as it protects the candidate.
The recruiter
- Gathers the facts and the documents
- Records what appears on the document, without interpreting it
- Flags any uncertain situation
- Never gives a legal opinion
The legal team
- Analyses and qualifies the situation
- Interprets the conditions and restrictions written on the permit
- Issues the opinion and decides what happens next
- Validates before any presentation to an employer
No candidate whose immigration situation is uncertain is presented to an employer before legal validation.
What we do not do
A serious method shows as much in what it refuses to promise as in what it delivers.
We do not guarantee a candidate’s competence. We document the skills observed and recommend the technical tests to run.
We do not publish our scoring grids. They exist, they are numerical, and they remain our working tool.
Presenting a candidate is part of the recruitment process. The final hiring decision is always yours.
Two ways to reach us
Both lead to the same place: someone who knows your file.