Context and challenge
Poste : Payroll lead role requiring strong technical expertise and hands-on presence to supervise operational teams. You can learn more about the specific responsibilities of payroll specialists in this article.
Client: a Montreal-based hotel group.
Case-specific challenge: the initial acceptance by a candidate was called into question after she received a significant counteroffer from her former employer while on vacation.
Impact: the process had to return to the sourcing stage despite being at an advanced phase.
How the mandate unfolded - approach and actions
Structured and documented process: standardized interviews, an evaluation grid, and a selection committee to ensure decision traceability.
Contractual transparency: a clear reminder of the contingency-based model and the mutual commitments involved; although no fee was owed, the client chose to pay for the work completed: a strong sign of trust.
Methodical follow-up and restart of the mandate without rushing: targeted outreach, pre-screening, and accelerated yet high-quality interviews.
Focus on operational fit: the search prioritized profiles ready to work hands-on in the field and bring forward concrete improvement ideas from day one.
Completion and follow-up: offer accepted, start date confirmed, then regular post-placement check-ins to support successful integration.
Concrete results
- The recruitment was successfully completed despite the initial breakdown in the process. Thanks to her method, her knowledge of the client, and her persistence, Juliette successfully led this recruitment under challenging conditions.
- Stronger partnership: a few weeks later, the same group entrusted Fed Finance Canada with a new mandate.
- Proof of value: the client’s spontaneous payment demonstrates the perceived quality of the service, beyond a purely transactional outcome.
FAQ
1. What should you do if a candidate accepts a role and then receives a counteroffer?
Restart the process without rushing, build on the existing shortlist, and re-engage the client on the strategic options available.
2. Does the client have to pay if the recruitment falls through after the offer stage?
The answer is clear: no. We work on a contingency basis. However, some clients - as in this testimonial - choose to compensate the work completed despite unexpected twists. That gesture strengthens the relationship.
3. How does Fed Finance support successful integration?
Through a 30/60/90-day onboarding plan and post-placement check-ins to adjust support as needed.
4. How long does a new cycle take after a process breaks down?
It depends on the market; with an active shortlist and an optimized process, it can often be finalized within a few weeks.
Who is behind this testimonial?
This testimonial comes from Juliette, a recruitment consultant specializing in finance roles. You can find her LinkedIn profile here.
