MULTIPLIER TALENTS

Most failed hires aren't a sourcing problem. They're a process problem.

We fix how you hire then we hire for you. Advisory-led recruitment for HR, operations, and communications leadership roles in non-profit and growth-phase organisations.

Built for organisations where the right hire actually matters.

We work where we know the terrain..

We work with non-profits, charities, and community service organisations, and with growth-phase companies scaling their leadership team – specifically for HR, operations, communications, and managerial leadership roles. Our clients are typically HR leads, COOs, or founders who have tried to fill this role before – and need to understand what went wrong before trying again.

WE WORK WITH

Non-profits, charities & community service organisations
Growth-phase companies scaling their leadership team
HR, operations, communications & managerial leadership roles
Manufacturing management
Leadership pipeline for newcomers to Canada

The problem isn't finding candidates. It's everything that happens before.

A bad hire doesn’t just cost a salary. It costs months of team disruption, lost momentum, and trust that’s hard to rebuild. And most of the time, the root cause isn’t a weak candidate pool. It’s a job description that was copied from the last posting. An interview process that changes depending on who’s in the room that day. A role that was defined around the last person who held it, not the problem the organisation actually needs to solve. Generalist recruiters move fast to fill the role.

We slow down just enough to make sure it’s the right role, defined the right way, before we start looking for who fills it.

Our Approach

Advisory first. Search second.

We diagnose before we source

Every engagement starts with a Hiring Diagnostic: a structured review of the role, the process, and what's actually broken. Most of our clients have tried to fill this role before. We find out why it didn't work.

We build the structure that makes the right hire possible

Clear role definition. Consistent interview scoring. Reference checks that go deeper than 'would you rehire them?' We build the infrastructure of a good decision before the first candidate conversation.

We recruit from a sector network, not a CV database

Our network is built specifically in non-profit, HR, operations, and communications leadership in Ontario. We reach candidates who aren't actively looking — which is where the best people usually are.

How a Multiplier Talents engagement works.

1 Advisory first. Search second.

We work with non-profits, charities, and community service organisations, and with growth-phase companies scaling their leadership team — specifically for HR, operations, communications, and managerial leadership roles. Our clients are typically HR leads, COOs, or founders who have tried to fill this role before — and need to understand what went wrong before trying again.

2 Role & Scorecard Design

We rebuild the job description around the actual problem to be solved — not the person who last held the role. We build a candidate scorecard so every interview assesses the same criteria, consistently, regardless of who is in the room.

3 Structured Search

Targeted sourcing through our sector network. A first shortlist of 3–5 screened, assessed candidates is typically delivered within 10 business days of the role brief being finalised.

4 Interview Design & Reference Checks

We provide a structured interview guide specific to the role and run reference checks designed to predict on-the-job performance — not just confirm employment history.

5 Placement & Guarantee

Every placement includes a 60–90 day guarantee period depending on role seniority. If a placement doesn’t work out within the guarantee window, we re-engage at no additional fee.

Everything you need to make the right hire & keep them.

Package	Best For	Investment	Guarantee
Professional Search	Roles with a base salary under $100,000	18–20% of first-year base salary	60 days
Management Search	Roles with a base salary of $100,000–$180,000	22–25% of first-year base salary	90 days
Recruitment Sprint	Multiple roles within a defined period (2–4 months)	$6,000–$12,000 per month	Per-role terms

Common questions about working with Multiplier Talents.

Why do you start with a Hiring Diagnostic rather than just sourcing candidates?

What sectors and roles do you focus on?

We focus on HR, operations, and communications leadership roles in non-profit, community service, and growth-phase organisations across Ontario. Our network and track record are built specifically in these areas.

How long does a typical search take?

Following the Hiring Diagnostic and role brief finalisation, a first shortlist is typically delivered within 10 business days. Most engagements move from Diagnostic to placement within 6–10 weeks, depending on role seniority and market conditions.

What happens if a placement doesn't work out?

Every placement includes a 60–90 day guarantee period depending on role seniority. If a hire doesn’t work out within the guarantee window, we re-engage at no additional recruitment fee.

What does the Hiring Diagnostic cost?

The initial Diagnostic call is free. A written Diagnostic report follows if you choose to engage us for the full search.

Do you work on contingency or retained basis?

Both. Professional Search typically operates on contingency — no fee unless you hire. Management Search is available on retained or contingency terms. Recruitment Sprints operate on a monthly retained basis.

We've had a bad hire and don't know why. Can you help figure that out before we search again?

Yes — this is exactly what the Hiring Diagnostic is designed for. You don’t have to commit to a search to have that conversation. Many clients come to us first to understand what went wrong, and then decide together whether and how to proceed.

Start with a conversation, not a commitment.

The Hiring Diagnostic is a free 45-minute call. We will identify what is actually slowing down your hiring — and whether a Multiplier Talents engagement makes sense. No pressure, no invoice, no list of CVs before we have understood the problem.