Hire IT professionals in Canada.
Vetted, role-ready tech talent for contract or permanent roles, screened for technical depth and cultural fit and delivered as a short, ranked shortlist.
Trusted by 100+ Canadian employers
MagnifiSyngrafii
ComQi
Vertex Solutions
How you hire
Permanent or contract, your call.
Two models, one standard of quality. Choose the way that fits your timeline and budget.
Permanent
Permanent hire
Best when you’re building the team for the long term.
- You only pay when they start, success-based, no upfront fee.
- Full-cycle vetting for technical and cultural fit.
- Backed by our 90-day replacement guarantee.
Contract
Contract hire
Best when you need delivery capacity now, without adding headcount.
- We’re the employer of record: payroll, compliance, and onboarding handled.
- Most contractors placed in 5–10 business days.
- Convert to permanent anytime, with a buyout discount that grows each month.
Not sure which fits? Compare permanent vs. contract
How our process works
From brief to offer accepted.
A structured, human-led process. Most engagements run the same four steps.
Discovery call
We walk the role, team shape, must-have skills, and timing. No deck, no pitch.
Shortlist
3 to 5 vetted candidates, with screening notes and salary expectations on each.
Interview support
We coordinate, debrief, and pre-handle counter-offers. You run the loop with us.
Onboarding follow-up
Check-ins on permanent placements. We are in it until they are settled.
How we vet candidates
Screened for the way they actually work.
Human-led interviews, scenario-based evaluation, and safeguards that protect quality, with the same depth for contract and permanent.
Human-led interviews and role-specific guides calibrated to the role in question, with credible, reviewable evidence behind every recommendation.
Conducted and reviewed for accuracy and insight, with the candidate's consent.
Built for every role, aligned with delivery expectations and the hiring team's needs.
We unpack how a candidate worked through past challenges, trade-offs, and deadlines.
How we measure capability and delivery readiness: scenario prompts, fluency checks, communication scoring, and joint team review.
Grounded in real-world role context, not generic tech-trivia questions.
Not just what a candidate knows, but how they apply it under real conditions.
How clearly candidates express reasoning, raise flags, and ask the right questions.
Recruiters and hiring leads jointly review every candidate before submission.
Controls that protect quality and parity: equal process for contract and permanent, fraud prevention, bias reduction, and culture alignment.
Contract and permanent candidates are screened with equal depth and care.
Work history, identity, and skill signals are verified, including AI-fraud and interview-botting checks.
Structured workflows that reduce bias during screening and shortlisting.
Assessed against team norms and working styles, supporting retention, not just the hire.
FAQ
Questions employers ask us.
What hiring managers and founders most often want to know before they bring us in.
We place across five areas: software engineering and development, data and AI, infrastructure and support, security and compliance, and technology leadership and delivery. That spans individual contributors through to directors and VPs. If you are unsure whether a niche role is in scope, ask us and we will give you a straight answer.
Large agencies tend to optimize for volume and forward whoever is already in their database. We are a focused team that screens every candidate ourselves, so you talk to the people who actually evaluated them. You get a short, ranked shortlist with real screening notes instead of a stack of resumes, and the recruiter you start with stays on your search.
One dedicated recruiter owns your search from the first call through onboarding. They learn your team, your tech stack, and your hiring bar, and they stay your point of contact throughout. You are not handed off between an account manager and a separate sourcing desk.
Yes. Many of our clients have their own recruiters and bring us in for hard-to-fill, specialized, or overflow roles. We fit into your existing process, share screening notes in the format your team uses, and stay off the roles you already have covered.
Both. We support high-growth startups and small teams as well as established enterprises. The screening bar stays the same regardless of size; what changes is how we tailor the search to your stage, budget, and timeline.
Yes. When you are replacing someone who is still in the seat, or hiring for something you would rather not post publicly, we run the search discreetly. Candidates only see what they need to, and your company name stays private until you choose to share it.
Still have a question? Talk to a recruiter
Keep reading
Hiring insights for employers
Field notes from our recruiters on building tech teams in Ontario.
Start hiring
Tell us about the role.
Share what you’re hiring for and a STACK IT recruiter will reply within one business hour during Eastern business hours. Prefer to talk? Call (905) 238-9204.