Ask us anything
about recruitment.
We have a solution
for every challenge.

We can recruit in any field or any industry, all over the world. We can face every challenge whether it's a matter of volume, shortage of talent, lack of visibility, HR marketing, employer branding, employee retention, lack of tools or processes sustaining your recruitment strategy, and many more.

VISIBILITY

How can I create a natural flow of candidates without the need to start from scratch everytime ?

Use the arrows below to switch between services

Building a candidate attraction plan involves the use of social media, event attendance, job postings and general visibility of your company on the market. HR Marketing is the best way to keep your company in the minds of candidates when they are actively seeking new opportunities. Focus on the image you seek to project about your company.

Before beginning to publish content on social media, I strongly advise you to organize a co-development session to draft and understand who you are targeting. By doing this, you'll be able to adapt your content and easily increase your conversion rate. The secret is all about putting yourself in the position of the audience you're interested in.

Charlène, Client and Candidate XP Lead

Ask me a question !

Sourcing

Hunting for talent using LinkedIn and other social media sites is a time-consuming but critical step to hire hard-to-fill positions within your company. It is a proactive method and requires maintenance and regular follow ups. Sourcing allows access to a greater talent pool, and connecting to candidates with a specific skill set or background. You can reach talent who are open to new opportunities yet had not considered your team as a possible option for their next career move.

Engage in a conversation with your target candidates by storytelling. By showing genuine interest and curiosity in them as a human being with stories and skills, you engage them in a conversation that interests them. What do you give them in exchange for their time?

Leah, Talent Acquisition Manager

How can I reach relevant candidates and convert them into employees ?

Use the arrows below to switch between services

Ask me a question !

Tools and best practices

Putting a strategy in place is the best way to convert candidates into employees. Having a structured selection process, relevant interview participants, ability to build pipelines and use of tools are essential to an efficient recruitment team. Tools like your ATS, job boards and AI are only as effective as your recruitment methods and processes.

75% of recruiters have indicated that their hiring managers have made between 1 and 3 profile changes for their candidates, post intake session. Staying agile and flexible will guarantee that you're able to manage these changes.

Louis-Philippe, Operations Director

How can I optimize my recruitment processes ?

Use the arrows below to switch between services

Ask me a question !

HR Management/Culture

Converting the employees is only a part of the battle, the next challenge is how to keep and grow them within your company. Building company culture and values will help retain employees who share your vision. Employee retention and engagement plans are becoming greatly valued in every company, and being able to define and measure these plans are critical to their success.

We realized that the new trend of having a foosball table in the office was hurting more than it was helping businesses. CEOs would buy one and think it would solve everything. But they never asked themselves the real question : "Are my employees happier on a day to day basis ?". They were using a band aid approach without addressing the real issues.

Dominique, Innovation Manager

How can I lower my turnover rate ? Do I know how to articulate my internal culture ?

Use the arrows below to switch between services

Ask me a question !

MODELS

OUR

Temporary needs

When you need freelancers or contract positions.

By finding and hiring a highly skilled consultant, you will be able to complete important projects on time and boost the technical skills of your existing team. We can find this freelancer for you. We'll also adapt our billing process to the length of the contract : the longer it is, the lower is our margin.

"A la carte"

When you have 1 to 5 permanent positions to fill, billed only upon hire.

Our team will take on the responsibility of finding you that talent, give you advice about the current market, and ensure that highly skilled candidates arrive at your doorstep. Part of your ROI will involve the added time on your side to complete other important projects you might have.

The service that we provide that offers the highest ROI for large numbers of positions to fill (5+). We will send our employees to work directly from your office allowing us to work side-by-side with them. You'll also have access to all the data from our efforts, and keep the data once the project is done.

Recruitment Process Outsourcing Interesting for 5+ positions to fill, billed monthly.

RPO

Industries we can work in

Well, just a few examples. Otherwise we'd have to create a full dedicated website for it.

Administration

Technology

Digital Marketing

Retail

Insurance

Sales

Client Testimonials

Luke K, IT Director

My team and I needed a developer asap for a 6 months contract. Humanify found 2 very quickly and I was able to make a choice within 1 week. For once I had a team available at any time during the contract if I had questions regarding our consultants.

Arthur B, CTO

I had 2 specific positions to fill and I did not like the experience I had with headhunting agencies. Humanify helped me with a deep knowledge of the market and at the end they were way less expensive. I liked that they were able to challenge me on my choices.

Lucie, Head of Talent

We managed to fill 20 highly difficult positions within 5 months thanks to this project. I liked the flexibility they offered and they even implemented a priority tool inside our team. The best thing was the immediate access to Humanify inside our office !

Marie, HR Manager

We noticed that it was more and more difficult to have visibility on the market. Humanify helped us build a relevant strategy very quickly and we managed to receive way more resumes in a very short time. Glad we worked together !


Ask us anything about recruitment.
We have a solution for every challenge.

We can recruit in any field or any industry, all over the world. We can face every challenge whether it's a matter of volume, shortage of talent, lack of visibility, HR marketing, employer branding, employee retention, lack of tools or processes sustaining your recruitment strategy, and many more.

4 main expertises

Visibility

Sourcing

Tools

Culture

How can I lower my turnover rate ?

How can I create a natural flow of candidates ?

How can I reach candidates and convert them ?

How can I optimize my recruitment process ?

Building a candidate attraction plan involves
the use of social media, event attendance,
job postings and general visibility of your
companyon the market. HR Marketing is the
best way to keep your company in the minds
of candidates when they are actively seeking
new opportunities. Focus on the image
you seek to project about your company.

"Before beginning to publish content on social media, I strongly advise you to organize a co-development session to draft and understand who you are targeting. By doing this, you'll be able to adapt your content and easily increase your conversion rate. The secret is all about putting yourself in the position of the audience you're interested in."

Charlène, Client and Candidate XP Lead

VISIBILITY

Ask me a question !

Hunting for talent using LinkedIn and other
social media sites is a time-consuming but
critical step to hire hard-to-fill positions. It is a
proactive method and requires maintenance
and regular follow ups. Sourcing allows access
to a greater talent pool, and connecting to
candidates with a specific skill set or
background.

Engage in a conversation with your target candidates by storytelling. By showing genuine interest and curiosity in them as a human being with stories and skills, you engage them in a conversation that interests them. What do you give them in exchange for their time?

Leah, Talent Acquisition Manager

Ask me a question !

SOURCING

Putting a strategy in place is the best way to
convert candidates into employees.
Having a structured selection process, relevant
interview participants, ability to build pipelines
and use of tools are essential to an efficient
recruitment team. Tools like your ATS,
job boards and AI are only as effective as
your recruitment methods and processes.

75% of recruiters have indicated that their hiring managers have made between 1 and 3 profile changes for their candidates, post intake session. Staying agile and flexible will guarantee that you're able to manage these changes.

LP, Operations Director

Ask me a question !

TOOLS

Converting the employees is only a part of the
battle, the next challenge is how to keep and
grow them within your company. Building
company culture and values will help retain
employees who share your vision. Employee
retention and engagement plans are becoming
greatly valued in every company, and being
able to define and measure these plans
are critical to their success.

We realized that the new trend of having a foosball table in the office was hurting more than it was helping businesses. CEOs would buy one and think it would solve everything. But they never asked themselves the real question : "Are my employees happier on a day to day basis ?". They were using a band aid approach without addressing the real issues.

Dom, Innovation Manager

Ask me a question !

CULTURE

OUR MODELS

Temporary needs

When you need freelancers or contract positions.

By finding and hiring a highly skilled consultant, you will be able to complete important projects on time and boost the technical skills of your existing team. We can find this freelancer for you. We'll also adapt our billing process to the length of the contract : the longer it is, the lower is our margin.

"A la carte"

When you need 1 to 5 permanent positions to fill, billed only when at hire.

Our team will take on the responsibility of finding you that talent, give you advice about the current market, and ensure that highly skilled candidates arrive at your doorstep. Part of your ROI will involve the added time on your side to complete other important projects you might have.

The service that we provide that offers the highest ROI for large numbers of positions to fill (5+). We will send our employees to work directly from your office allowing us to work side-by-side with them. You'll also have access to all the data from our efforts, and keep the data once the project is done.

Recruitment Process Outsourcing 5+ positions to fill, billed mensually.

RPO

Industries we can work in

Well, just a few examples. Otherwise
we'd have to create another website
just for it.

Technology

TechnologyDigital MarketingRetailAdministrationInsuranceSales

Client Testimonials

My team and I needed a developer asap for a 6 months contract. Humanify found 2 very quickly and I was able to make a choice within 1 week. For once I had a team available at any time during the contract if I had questions regarding our consultants.

I had 2 specific positions to fill and I did not like the experience I had with headhunting agencies. Humanify helped me with a deep knowledge of the market and at the end they were way less expensive. I liked that they were able to challenge me on my choices.

We managed to fill 20 highly difficult positions within 5 months thanks to this project. I liked the flexibility they offered and they even implemented a priority tool inside our team. The best thing was the immediate access to Humanify inside our office !

Lucie, Head of Talent

Luke K, IT Director

Arthur B., CTO