Look, we've spent years in the trenches figuring out what really moves the needle when it comes to building teams that last. No cookie-cutter approaches here - just proven strategies that we've tested across hundreds of Canadian organizations.
Let's Talk SolutionsSix core areas where we've helped companies transform their people game
Here's the thing - finding C-suite talent isn't about posting on job boards. We've built relationships over 15+ years with leaders who aren't actively looking but would move for the right opportunity. Our success rate? We fill 94% of executive roles within 90 days, and they're still there two years later.
We don't do death-by-PowerPoint training. Our programs are hands-on, real-world scenarios that've been refined through working with over 200 emerging leaders.
Culture isn't ping-pong tables. It's the unwritten rules that determine if people stay or bail. We help you figure out what yours actually is, then what it should be.
Losing good people is expensive - like, really expensive. We've helped companies cut turnover by 40% on average by fixing the actual problems, not just throwing money at symptoms.
What happens when your top performer gives two weeks notice? If you're scrambling, that's a problem. We build succession roadmaps so you're never caught flat-footed.
New HR software is only good if people actually use it. We've implemented systems at companies ranging from 50 to 5000 employees, and yeah, we've seen every possible adoption challenge. Our implementation framework gets you to 85%+ adoption within the first quarter.
No BS, just our straightforward process that's been refined over hundreds of engagements
30-minute conversation where we figure out if we're a good fit. We'll ask tough questions about what's really going on - not just what you think you need.
What we cover:
We spend 1-2 weeks actually understanding your organization. This isn't a checklist exercise - we talk to your people, review your data, and spot the patterns.
Our approach:
We present our findings and a custom roadmap. This isn't a 100-page document no one reads - it's a practical plan with clear priorities and realistic timelines.
You'll get:
We stick around to make sure things actually happen. Weekly check-ins, troubleshooting, and adjustments as reality hits the plan. We're in this with you.
Ongoing support:
We've worked across the board, but these are the sectors where we've got serious depth
Been working with tech companies since the early 2000s - from scrappy startups burning through Series A to established players trying to stay nimble. The challenge here? You're competing with US salaries while building Canadian teams, and everyone's trying to poach your best engineers.
"They helped us build our leadership team when we were scaling from 30 to 200 people. Every hire is still with us three years later."
Financial services is going through massive change - fintech disruption, regulatory pressure, digital transformation. We've placed everyone from Chief Risk Officers to heads of innovation at Big 5 banks and challenger fintechs. The key? Understanding both traditional banking DNA and startup mentality.
"Glaivorth understood we needed someone who could speak both languages - traditional banking and tech innovation. They nailed it."
Healthcare's been under crazy pressure - pandemic aftermath, staff burnout, digital health adoption. We focus on the leadership and admin side, helping hospitals, clinics, and health tech companies build teams that can handle the complexity without cracking.