Wolf Search Group provides recruitment and executive search for employers across Canada and the United States. We define the role with your team, source candidates and combine recruiter review with the Pack Finder Assessment to build a curated shortlist.
Schedule a Discovery CallWe start every engagement the same way: by listening. Before we source a single candidate, we immerse ourselves in your company. We meet with your leadership, understand your team dynamics, and define what success looks like in the role, not just the job description.
This discovery gives the search a clear, job-related brief. We consider skills, working expectations and interview evidence together; no assessment or recruitment process can guarantee retention.
Evidence relevant to the responsibilities and outcomes of the role.
How the candidate describes communication, collaboration and feedback.
Assessment insights considered alongside screening and interview evidence.
We meet with your leadership and hiring managers to understand your culture, team dynamics, challenges, and what "exceptional" looks like in this role. We define the ideal Pack Finder Assessment profile together.
Using our deep industry networks, we identify candidates who match both the technical requirements and the behavioral profile. No job board blasting, just targeted, relationship-driven outreach.
Every candidate completes the Pack Finder Assessment personality assessment, custom role-specific screener questions, and records a video introduction. All scored against your ideal profile on our 100-point engine.
You receive 3-5 exceptional candidates, each with a comprehensive profile: Pack Finder Assessment radar chart, weighted score breakdown, video intro, and our personal assessment. No resume dumps. Just the right people.
Let's talk about your team, your culture, and the kind of person who will make a real impact.
Schedule a Discovery CallPrepare a written role brief, agree on job-related evaluation criteria and confirm the search terms before sourcing begins. This checklist helps an employer and recruitment partner work from the same requirements; it is not a promise of a particular hiring outcome.
| Decision | What to agree before the search |
|---|---|
| Role and outcomes | Identify the responsibilities, reporting relationship, essential skills and examples of successful work. Separate essential requirements from preferences. |
| Location and compensation | Confirm city, work arrangement, travel expectations and compensation budget. Use Government of Canada Job Bank wage reports as one market reference; check region, date and pay period. |
| Interview evidence | Prepare core job-related questions and evaluation criteria. Record the evidence behind recommendations rather than relying on a general impression of “fit.” Consider assessment insights alongside skills and interviews. |
| Decisions and communication | Identify the reviewers and final decision-maker. Agree on candidate feedback, interview availability and progress updates; do not assume a guaranteed time to fill. |
| Engagement terms | Review the scope, fee, payment trigger and replacement conditions in writing. Confirm how candidate information will be shared and handled. |
For Wolf Search Group's published approach, review the process above and the answers below. Discuss your hiring brief or review recruitment packages.
Wolf Search Group starts with discovery of the role, business needs and team working expectations. The team then sources candidates, reviews role-specific skills and assessment evidence, and presents a curated shortlist for the employer's consideration.
Prepare the role's responsibilities, essential skills, location, compensation range and expected hiring timeline. Identify who will review candidates and make decisions so the recruitment team can agree on the search priorities with you.
Wolf Search Group uses the Pack Finder Assessment alongside role-specific screening and interview evidence. Assessment insights can guide follow-up questions about working preferences; they should not be treated as proof that someone will succeed or stay for a particular period.
Wolf Search Group's pricing page invites employers to contact the team for package details. Review the available packages and request a quote for your hiring needs; do not assume a fee or engagement term until it has been confirmed.
Use consistent, job-related criteria and consider accessibility when arranging interviews and tests. The Ontario Human Rights Commission's hiring guidance discusses bias and accommodation in selection. Employers should review the rules that apply in their jurisdiction.
Further reading: Ontario Human Rights Commission: Interviewing and making hiring decisions
Contact Wolf Search Group through the website's contact form or email info@wolfsearchgroup.com. Share the role, location and hiring priorities so the team can discuss the next steps.
Compare a recruitment partner's experience with your role, screening approach, communication plan and written engagement terms. Ask how shortlist recommendations are supported by job-related evidence, who makes the hiring decision and how candidate information is handled. A promised retention rate without a defined sample and supporting records is not proof of service quality.
A structured interview uses planned, job-related questions and defined evaluation criteria so candidates can be compared consistently. Canada's Public Service Commission describes preparing questions and rating criteria before interviews, recording evidence and evaluating responses against those criteria. Its guide concerns federal public-service appointments; it is methodological guidance, not uniform employment law or validation of the Pack Finder Assessment.
Further reading: Public Service Commission of Canada: structured interviewing (2009 guide, currently under review)
Use Job Bank to compare wages by occupation and region, then check the reference period and whether values are hourly or annual. Job Bank's methodology says low and high wages generally represent the 10th and 90th percentiles; the median is the middle of the distribution. Regional data may be suppressed or replaced with broader estimates, and occupational wages do not account for years of experience. These are market references, not guaranteed offers or Wolf Search Group outcomes.
Further reading: Government of Canada Job Bank: wage methodology and limitations
Describe the role's responsibilities, essential skills, work location and job-related requirements. The Alberta Human Rights Commission says advertisements and applications should focus on job duties and requirements rather than protected personal characteristics, subject to lawful occupational requirements. Alberta guidance applies to its jurisdiction; seek appropriate advice about exceptions and the rules for your workplace.
Further reading: Alberta Human Rights Commission: job advertisements and applications
Contact the recruitment team · Review recruitment packages · Read hiring guidance