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Forbes
2 days ago
- Business
- Forbes
Meet Canada's Best Recruiting And Temporary Staffing Firms 2025
Colleagues at Altis Recruitment Altis Recruitment Canada's economy is facing a significant shift—due in part to the ongoing trade war with the U.S.—and the ensuing uncertainty has helped usher in an employer-driven job market. As a result, companies are working closely with recruiting firms to ensure a proper fit before making high level job offers, says Jamie Savage, founder and CEO of the Leadership Agency, a Toronto-based executive search firm. 'The board is a lot more involved now in hires, even if the job is more removed from the board,' she explains. 'There's a lot more process and texture than there used to be.' As for the candidate side, executives want more than ever to be sure they're going to a company that has a market-ready product with the possibility for longevity, says Elizabeth Tufegdzich, the Leadership Agency's COO and partner. 'It's no longer enough to just be a cool company, leaders need to feel connected to the problems they are solving and the mission they are joining,' she says. In short: executives want to be able to get behind whatever they're building. To find out which recruiting and staffing companies are making successful matches between Canadian employers and job seekers, Forbes partnered with market research firm Statista and compiled our very first rankings of Canada's Best Executive Recruiting Firms (which place managers in permanent positions with an annual income of more than $100,000 CAD), Canada's Best Professional Recruiting Firms (which place professionals in permanent positions with an annual income of up to $100,000 CAD), and Canada's Best Temporary Staffing Firms (which place temporary and contract workers). The lists are based on survey responses from more than 15,000 participants in Canada—composed of human resources managers, hiring managers, recruiters and employees who recently worked with a recruiting firm. The companies that received the most recommendations landed on our rankings, with 80 firms on our executive search list, 120 firms on our professional search list and 120 firms on our temporary staffing list. Tufegdzich says companies come to the Leadership Agency—which ranked at No. 66 on our executive search list—because the staff operates with extreme agility, often by hiring targeted teams within a tight timeframe, which is a necessity for early-stage startups that need to build their business quickly. At Altis Recruitment, which earned the No. 9 spot on the executive recruiting list, No. 3 on the professional recruiting list and No. 12 on the temporary staffing list, each team member is focused on an area of specialization while company leaders stay on top of hiring trends across sectors, says 's CEO Andie firm is also in the process of replacing its technological systems and embracing AI, though Andreou is mindful of rooting out unconscious bias that may be inherent in the training data, reflecting historical hiring patterns. For instance, the company is conscious of avoiding screening pitfalls like favoring male candidates due to a history of hiring men in certain roles, or passing over candidates with gaps in their careers that could indicate a period of caregiving. Altis has even developed an anti-bias training guide that outlines how unconscious bias can show up in everything from the way job postings are written to screening algorithms. 'Whether we use AI to match resumes to jobs, we really make sure we have no bias in that,' says Andreou. Tim Dupree, who leads the professional and industrial division at Kelly (No. 28 in professional search and No. 4 in temporary staffing) and oversees the firm's operations in Canada, says the company is heavily invested in building digital infrastructure to make it easier for job seekers. 'We designed a unique app called Kelly Now that allows job seekers to build a profile based on their skills and experiences and then matches these skills to jobs in their area,' says Dupree. On the client side, the app gives companies the ability to see candidate profiles, and then hire and onboard workers within minutes, he adds. For some firms, taking a targeted approach to hiring pays off. Adam Gellert, the founder and CEO of Linkus Group (No. 37 in executive search, No. 22 in professional search and No. 50 in temporary staffing), says he purposefully keeps the firm focused on local talent in Canada and the U.S., and works with a select number of companies within each industry and category so that he can focus on quality over quantity. Also, by limiting the firm's clients within each sector, Linkus Group is able to recruit candidates from competitor companies 'because we don't have a conflict of interest,' says Gellert. Another way Gellert goes against the grain is by suggesting caution about the role of generative AI in recruiting. He notes that while AI may eventually improve speed and efficiency in recruiting, a human touch is still very much needed when working with candidates and keeping clients happy. 'You still need context and someone who can say, 'This is a good place for your career,'' says Gellert.' Jeff Aplin, CEO of Aplin (No. 34 for executive search, No. 16 for professional search, and No. 40 for temporary staffing), says his firm is also focused on a specific group of clients so that it can offer deep specialization. 'We say no to a lot of business, and that gives us the freedom to say yes to the ideal clients,' he says. Founded by Aplin's father, David Aplin, 50 years ago, the firm has also evolved over the years—for example, by adding temporary staffing to its business model within the last decade. And the firm's evolution is ongoing: Aplin consistently invites feedback from clients in the form of surveys to figure out how the company can continue to improve. Giving clients a voice, says Alpin, 'helps build trust and deepens our relationships'—and it's these relationships that are at the heart of building successful teams. For the full list of Canada's Best Executive Recruiting Firms, click here . For the full list of Canada's Best Professional Recruiting Firms, click here. For the full list of Canada's Best Temporary Staffing Firms, click here . Methodology To produce our inaugural rankings of Canada's Best Recruiting and Temporary Staffing Firms, Forbes partnered with market research firm Statista and surveyed more than 15,000 participants in Canada between mid-February and mid-April 2025. The respondents included human resources managers, hiring managers, recruiters and employees who recently worked with a recruiting firm. The companies that received the most recommendations made it onto our rankings. The executive recruiting list consists of the top 80 companies that specialize in filling positions with annual salaries of more than $100,000 CAD; the professional recruiting list consists of the top 120 companies that focus on filling positions with yearly salaries totaling up to $100,000 CAD; the temp staffing list includes the top 120 companies that handle short-term and contract positions. As with all Forbes lists, companies pay no fee to participate or be selected. To read more about how we make these lists, click here. For questions about this list, please email listdesk [at]
Yahoo
15-07-2025
- Business
- Yahoo
First Fed Bank CEO resigns, COO tapped as interim chief
This story was originally published on Banking Dive. To receive daily news and insights, subscribe to our free daily Banking Dive newsletter. First Northwest Bancorp and First Fed Bank CEO Matthew Deines has resigned from his posts, including as a member of the boards, effective Saturday. Geraldine Bullard, the chief operating officer of the company, has been appointed as interim CEO of the Port Angeles, Washington-based entities, effective Sunday, but she will continue in her role as COO, the company said Wednesday. The boards and Deines have 'mutually agreed' on the resignation and that his 'departure is not a result of any disagreement with the Company or the Boards,' the company said in a filing Wednesday with the Securities and Exchange Commission. The boards have appointed an executive search firm to help find the best suitable candidate to take over the helm of the company. 'As we begin the executive search for Matt's replacement, we have full confidence in Geri to lead the organization during this transition,' Cindy Finnie, chair of the boards of First Northwest and First Fed, said in a prepared statement while praising Deines for his service and commitment to the company. 'With deep experience and a strong understanding of First Fed's mission, Geri is well-positioned to provide stable, effective leadership as we conduct a thoughtful and thorough search for a replacement CEO.' Deines' exit comes close on the heels of a lawsuit filed last month by 352 Capital Group LLC, a hedge fund operated by Jefferies Financial Group, against First Fed Bank to recover roughly $107 million along with interest, punitive damages and legal fees. The lawsuit centers on an alleged fraudulent scheme involving Water Station Management, which is in involuntary bankruptcy proceedings in the Eastern District of Washington, the lender said in an SEC filing in June. The complaint alleged that Water Station Management and affiliated entities misappropriated over $100 million from bond investors. The bond proceeds were allegedly used to repay earlier investors and creditors, including First Fed Bank, rather than for the disclosed purpose of expanding Water Station Management's business. First Fed Bank allegedly aided and abetted this fraud, participated in a conspiracy to commit fraud, and was unjustly enriched. 'The Company and the Bank strongly dispute the allegations contained in the Complaint, and intend to vigorously defend against the claims,' First Fed said in the June SEC filing signed by Deines. The company has set aside $5.8 million in legal reserves, established in the first quarter of 2025, while management hopes to recoup at least part of this reserve over time, according to analysts at Piper Sandler. However, they expect additional legal costs if the lawsuit goes to trial. 'While undoubtedly a difficult decision, we can understand the [board's] reasoning behind seeking new leadership given FNWB's challenging last few years, noting Mr. Deines' contract was scheduled to expire in December,' the analysts wrote in their note Wednesday. They are optimistic about a smooth transition and do not expect any near-term strategy impacts, 'as hopefully positive progress unfolds resolving certain ongoing matters.' Deines was elected CEO of the company in August 2019. He has over two decades of industry experience. Prior to joining First Northwest, he was CFO at Liberty Bay Bank and Sound Community Bank in the Seattle area. He has also worked as an audit supervisor at McGladrey & Pullen, according to his LinkedIn profile. 'I could not be more honored to have led First Fed and First Northwest as CEO over the past six years,' Deines said in a statement. 'This Company is made up of a very special group of people who serve Western Washington at a time when the role of community banks has never been more essential.' Under the separation agreement, the outgoing CEO will get $515,000, which is equivalent to one year of base salary, and a payment equal to 90 days of COBRA premiums. Most unvested equity awards will be forfeited without payment, except 5,996 restricted shares granted on March 7, 2025, which will immediately vest in full, the SEC filing said. Additionally, Deines will be paid $250 hourly for cooperation during the transition period. The incoming interim chief received a compensation hike for taking on the interim CEO role. Her salary increased from $143,000 annually to $498,000 during her tenure, which is not to exceed 12 months. She will also receive a retention bonus of $250,000, which will be given if she remains employed through the 61st day following the start of a permanent CEO, according to the SEC filing. Bullard joined the company in 2020 as senior vice president and treasurer. She was promoted to the ranks of executive vice president and COO in March. Before joining First Fed, Bullard served as controller in Salal Credit Union, CFO at First Sound Bank, and controller at Sound Community Bank, where her nearly 18 months of tenure coincided with Deines'. She has also worked as the CFO of The Bank of Washington and as a bank examiner at the State of Idaho. 'I look forward to working closely with the Board, our dedicated management team, and our exceptional employees across Washington as we continue our long-standing commitment to the communities we've proudly supported for over a century,' Bullard said in a prepared statement. Recommended Reading Judge sides with Fed in Custodia master account ruling
National Post
08-07-2025
- Business
- National Post
Egon Zehnder Acquires Leading Asset and Wealth Management Boutique Firm The Prince Houston Group, Strengthening US Financial Services Practice
Article content ZURICH — , the premier global leadership advisory and executive search firm, today announced the acquisition of The Prince Houston Group, a leading boutique executive search firm based in New York with a strong focus on Asset and Wealth Management. Article content The Prince Houston Group serves a broad spectrum of outstanding clients across asset and wealth management, family offices, endowments and foundations, hedge funds, private equity funds, and insurance organizations. With a bespoke, high-integrity approach, their expertise will strengthen Egon Zehnder's presence in the U.S. financial services sector. Article content 'This acquisition is part of our strategy to grow organically as well as through carefully selected expansion opportunities that align with our values and long-term vision,' said Michael Ensser, the Global Executive Chair of Egon Zehnder. 'The Prince Houston Group's depth of expertise in asset and wealth management and its bespoke approach will bolster our Financial Services Practice in the US and around the world.' Article content Through this transaction, Egon Zehnder welcomes a highly specialized team with deep sector knowledge and strong client relationships, while The Prince Houston Group joins a global platform that offers broader reach and impact as well as leadership advisory services. Article content 'Search begins with the excellence of our consultants and a collective, global mindset. The Prince Houston Group embodies both,' noted German Herrera, Managing Partner of Egon Zehnder U.S. 'We look forward to welcoming The Prince Houston Group team to Egon Zehnder and to the great things we can achieve for our clients and partners together.' Article content 'My team and I are thrilled to join Egon Zehnder, a firm I have long admired,' said Marylin Prince, Founder and Managing Partner of The Prince Houston Group. 'This partnership enables us to expand our reach globally and we are aligned philosophically in how we serve clients. In every respect, this is a perfect fit. We look forward to combining our strengths to better support our clients in the financial services space.' Article content The integration of The Prince Houston Group into Egon Zehnder takes immediate effect, ensuring a seamless transition for clients and teams alike. Hunt Scanlon Ventures represented Egon Zehnder as its buy-side M&A advisor on this transaction. Article content About Egon Zehnder Article content Egon Zehnder helps the top leaders of organizations around the world solve their most strategic and transformative leadership challenges. Our team of 600 consultants across 67 offices in 36 countries bring hands-on industry experience and collaborative spirit to every client to help them discover, develop and transform their current and future leadership. Article content Article content Article content Article content Article content Contacts Article content Press Contacts Article content Article content Martin Klusmann, Egon Zehnder, Berlin, Article content Article content Article content
Forbes
03-07-2025
- Business
- Forbes
The Chief AI Officer: A Strategic Priority For Executive Search
Jamie Griffith, Founder/CEO of Echelon Search Partners - Executive Search - Healthcare, Technology and Aerospace. The chief AI officer (CAIO) role is gaining ground. A recent AWS study of over 3,700 IT decision makers found that '60% of organizations globally have appointed a dedicated AI executive, such as Chief AI Officer.' I find this trend playing out in three industries, in particular: healthcare, technology and finance. This isn't growth for its own sake—it's a clear organizational shift toward embedding strategic AI leadership. CEOs are choosing transformational leaders who can govern, deliver and guide enterprise-wide AI adoption. If your company is considering recruiting a CAIO, I recommend the following steps: Consider the CAIO's business impact. Exceptional CAIOs are enterprise architects, connecting data science with finance, HR, legal and IT. They ensure AI isn't a standalone program, but a core capability woven into every function. Winning CAIOs align infrastructure, talent and governance into a unified business engine to drive scalable, strategic impact. Top-tier CAIO candidates are defining and chairing governance councils. This includes compliance experts, clinicians and technologists as regulatory scrutiny intensifies. In healthcare, where stakes are high, this capability is a critical safeguard for ethical deployment underpinned by business value. In finance, CAIOs are leveraging AI personalization to drive measurable revenue growth. In healthcare, they're reducing diagnostic false positives through iterative model refinement. These aren't theoretical wins; they're quantifiable improvements—the exact outcomes CEOs expect. Identify your talent needs. With AI talent in fierce competition, many organizations are turning to fractional or interim CAIOs injecting expertise early, building momentum and defining roles while vetting full-time leadership. This hybrid model brings agility and external insight during critical transitions. To determine whether to seek a fractional, interim or full-time CAIO, consider these models based on your business's needs: Fractional: This is best for early-stage companies looking to implement AI and when you need fast market insights and low commitment. Interim: This is best when you're still defining role and scope. Going this route can help enable strategic clarity and team ramp. Full-time: If AI is core to your business strategy and operations and you are looking to drive long-term transformation, you'll likely want to seek a full-time CAIO. Prep for the interview. Before interviewing CAIO candidates, consider creating behavioral interview questions that focus on protocols such as strategic vision and business alignment, governance and ethics, mindset, cross-functional influence, talent strategy and team building, delivery and impact and culture and change management. Some sample questions might be: • 'Tell me how you have approached setting a strategic vision for AI that is aligned to the business goals. What challenges did you face, and what was the outcome?' • 'What methodology have you applied to AI governance and ethics? What challenges did you face, and how did you ensure team adherence?' • 'Can you share an example where you used cross-functional influence to bring about cross-functional alignment where it previously didn't exist?' Determine appropriate compensation. It's good to keep in mind that like any new hot commodity, a CAIO's market value is impacted by many factors. Talent availability, the prospective impact on the business, project scope, company size and internal equity for comparable roles are a few of the factors to consider. When it comes to comparative roles, I often see the CAIO surpass the ceiling. Another way investors are now gauging executive talent is benchmarking pay versus market norms: Too low puts you at retention risk, while too high could equal margin drag. I suggest working with your executive search firm to get current market rates based on the role, your company size and current market data. Give this decision the attention it deserves. Recruiting a CAIO is a strategic move that shapes your company's culture, ethics, infrastructure and growth, making it a mission‑critical leadership appointment. Today, executive searches for CAIOs command the same intensity and rigor once reserved for CFOs and CTOs. In a world racing to integrate AI responsibly, hiring top-tier CAIO talent is non-negotiable. Forbes Coaches Council is an invitation-only community for leading business and career coaches. Do I qualify?
BreakingNews.ie
02-07-2025
- Business
- BreakingNews.ie
UL to spend €60k on 'executive search services' to replace president after overpayment controversy
The University of Limerick is set to spend €60,000 on executive search services to find a new president, after the previous officeholder resigned in the wake of controversies involving overpayments for property purchases. Last year, a report by the Comptroller and Auditor General found that the university had overpaid for a former Dunnes Stores site in the city by €3 million, while the price paid for 20 houses in Rhebogue was €5.2 million over the actual value. Advertisement Former president Kerstin Mey resigned following a mediation process in June 2024 after students and staff expressed no confidence in her leadership. She had been on leave since the previous March. She was paid €215,663 during her last 11 months in the role, having received a salary of €225,559 in 2023. Last October, the Public Accounts Committee was told that Ms Mey was continuing to be paid €175,000 per annum following her resignation in a new role as a professor of visual culture at the university. Last week, the university said its governing authority would be leading a search and selection process to replace Ms Mey, and that this work was now advancing, more than 12 months after her resignation. Advertisement However, it appears that much of this work will be outsourced after the college published an advertisement seeking tenders for 'executive search consultants' earlier on Wednesday. These consultants will assist a 'search board' and 'selection board' within the university in its bid to find a permanent replacement for Ms Mey. The role has been filled in an acting capacity by Professor Shane Kilcommins. The service provider will be expected to compile lists of suitable candidates and attend meetings of the university search board. They will also conduct consultations with various groups, including the Friends of the University of Limerick. It will also draft an advertisement for the role, which will be published in both national and international media, and will be involved in the identification of the successful candidate. The consultants will also be tasked with compiling 'in-depth' background information on each candidate for the selection board, along with other briefing material on short-listed individuals. The deadline for prospective service providers to tender for the contract, which is valued at €60,000 plus VAT, is July 23rd.
