In today’s highly competitive talent market, organizations must choose recruitment partners who can deliver not just candidates, but long-term impact. One of the most important decisions is whether to engage a contingent recruiter or invest in a retained search partner. While both models serve a purpose, retained recruitment consistently delivers deeper value, especially for critical, specialized, and leadership roles.

Bill shares his journey from investment banking to founding his own company, and talks about the lessons learned from his career changes and the importance of matching personal goals with career paths.

Join us and our guests for a panel discussion on recruitment, retention, and compensation trends for Canadian private equity, asset management, capital markets, and banking.

Companies can’t just quickly hire their way into a culture of diversity and inclusion overnight. Nor is it enough to simply rejig company policies to become DE&I compliant. Employers must first understand–and if necessary, address–their own cultural gaps, internal attitudes towards diversity, and receptiveness to change.

There is much to consider in negotiating an offer, but clear communication and appropriate tone can bridge the gap between what you want and what you wind up getting.