Your complete guide to building diverse, high-quality teams with Career Edge’s innovative recruitment solutions.
Employer Resources Hub
Interview Hiring Guide
Step-by-step guides for different hiring scenarios, from entry-level positions to senior roles. Includes best practices for interviewing diverse candidates.
Diversity & Inclusion Toolkit
Build inclusive teams with our comprehensive resources on unconscious bias, inclusive interviewing, and creating welcoming workplaces for newcomers to Canada.
Building Truly Accessible Workplaces in Ontario
How to Crush Unconscious Bias in Your Hiring Process
8 Common Myths About Hiring Newcomers to Canada
More About Career Edge
Exceptional candidates
60,000
Registered Jobseekers
85
Success Rate
55
have 10+ years of professional experience
Who are our Employers?
Since ’96, our largest client partnership has thrived. Together, we hired 1000+ interns with 50%+ conversion rates. A founding relationship that built incredible talent and continues growing.
Meet a Hiring Manager!
“It’s an absolute pleasure to work with [Career Edge]; the passion of their core team, the commitment to support talent, and the service to deliver strong programs.”
Deenah Patel
Senior Director, Recruitment Marketing & Channel Strategy, RBC
Loblaw champions workforce development, hiring the most co-op students through Career Edge. Their commitment to shaping future leaders drives lasting impact and innovation.
Meet a Hiring Manager!
“The Career Edge team very much acted as an extension of the Loblaw team which was important to us from a branding perspective.”
Michelle Reyes
Sr Manager, Talent Acquisition, LOBLAW COMPANIES LIMITED
OLG partnership successfully hired diverse IT talent through a direct-hire model, driving innovation and mutual growth in tech.
Meet a Hiring Manager!
“The relationship between employer and intern is always mutually beneficial. The candidate can get as much as they care to reach for and benefit from, and the employer can get as much as they engage and utilize the skillset of the candidate.”
Jerry Bourck
Director, Project Portfolio, OLG
Bell, a founding employer, pioneered our mission as the largest telecom partner. Their unwavering commitment spans all divisions, enabling innovation and successful collaboration since day one.
Meet a Hiring Manager!
“[Career Edge] is fast, reliable, and has more focused candidate pool, only positive experiences to share.”
Robert Costa
Senior Project Manager, BELL MOBILITY
FAQ
What are the services do we offer?
Our Career Edge team works as an extension of your organization to help with any recruitment requirement, including but not limited to:
- Working with you on the job requirements to fit you and your organization.
- Figuring out the best recruitment solution that would fit you, whether it’s short-term placement, internship, co-op, or direct hire for a full-time permanent position
- Helping you tap into a hidden pool of highly skilled candidates often overlooked in the job market.
- Supporting you in achieving DEI objectives with our big pool of candidates from different backgrounds to create a diverse and inclusive workforce culture that reflects your customers, consumers, and community.
- Shortlist candidates and save your time and energy in screening 100s of resumes.
- Handling the payroll and admin work for you.
- Candidates sit on Career Edge’s payroll without affecting your headcount.
- Supporting the candidates before, during, and after their contract ends.
- Designing tailored solutions to fit your budget and your requirements by incorporating flexible programs that complement your recruitment strategies and meet your needs and KPIs.
How does payroll work?
Career Edge hires receive their pay through direct deposit every two weeks. Sometimes, Career Edge employers offer a higher salary, which goes into the employee’s payroll.
We administer all payroll services, as all our short-term hires remain on the Career Edge payroll, allowing Career Edge employers to bypass typical payroll duties and receive a monthly invoice only.
What if the new hire is not performing well, how do we go about it?
If you have any issues with your hire, treat the situation like you would with a regular employee. Discuss concerns and document them for future reference.
● Communicate the feedback with the employee.
● Create an action plan with objectives and consequences if progress isn’t made.
● If termination is necessary, contact your Career Edge representative.
Remember, our hires can be let go “with just cause” without notice or “without just cause” with two weeks of pay in lieu of notice. During this process, consult your internal Human Resources professionals and your organization’s policies and procedures.