For employers
Technology talent. A clearer hiring conversation.
Tell us what you need to deliver. We will start with the expertise, responsibilities and experience your team needs.
Expertise for your requirement.
SAP & ERP recruitment in Canada
Connect your enterprise systems requirements with specialist talent.
IT technology recruitment
Technology roles deserve a precise brief.
SaaS, PaaS & CRM talent
Find people who understand your platform environment.
Business & project talent
Connect technology work with business requirements.
Engagement options
Different requirements. A focused conversation.
Contract staffing
Discuss talent for a defined engagement and your required working arrangement.
Permanent placement
Find technology professionals for an ongoing role in your organization.
Project-based staffing
Discuss the people and expertise your project requires.
A practical guide
A better brief starts a better conversation.
Four useful steps before your next conversation. Watch the short guide or read the transcript below.
Read the video transcript
- Define the work: explain the role, responsibilities and intended outcome.
- Name the essentials: separate required technology experience from useful extras.
- Set the context: include location, engagement type and target start date.
- Start the conversation: share your brief with the 2iResourcing team.
After you send a brief
What happens once we have your requirement.
There is no long onboarding to get through. The first conversation is about the role, not about us.
We come back with questions.
The environment, the seniority, whether the role is contract or permanent, and what your team already has. Anything that would change who we approach.
We agree what the right candidate looks like.
Essential experience separated from preferred, the working arrangement, and the point at which you would want to interview. This is the part that saves weeks later.
You get a shortlist, not a long list.
Candidates we have spoken to, with notes on where they fit and where the gaps are. If the right people are not out there at your rate or timeline, we say so rather than padding the list.
We stay in it through to the start date.
Scheduling, feedback carried in both directions, offer stage, notice periods and the first week. Placements fall over at the end as often as at the beginning.