We don’t send resumes. We send people we’ve met.
Every candidate is interviewed on video, screened against the real role, scored for communication, and reviewed twice before they reach you. Here is exactly how a STACK IT search runs.
How a search runs
From first call to day one.
Most engagements run the same six phases, and the recruiter who takes your intake stays on the search the whole way through.
Intake call
We walk the role in depth: must-haves versus nice-to-haves, team shape, and delivery expectations. No deck, no pitch.
Custom brief & interview guide
One recruiter writes the job description, another builds the interview guide, and the team reviews both. Nothing is reused from a template.
Source & screen
We source through our network and vetted pool, then run live, recorded interviews: scenario prompts, project retrospectives, and communication scoring.
Shortlist
Every submission is reviewed by our recruitment manager before it reaches you, and checked against earlier feedback. You get a short, ranked list with notes.
Interview coordination
We schedule, prep candidates, confirm timelines, and debrief both sides, so the loop keeps moving and no one goes quiet.
Offer & onboarding
We help frame the offer, support negotiation, and stay engaged through onboarding so day one actually happens.
How we screen
The rigor behind every shortlist.
The same depth for contract and permanent. We don’t just check skills, we pressure-test how someone thinks, communicates, and delivers, then we back it with evidence.
Every interview is live and recorded
Candidates meet a recruiter face to face on video, recorded with their consent. It removes the note-taking distraction and leaves a reviewable record, not a memory.
No coding tests, ever
We don't outsource judgment to a take-home or a third-party quiz. Recruiters probe real scenarios and ask candidates to explain their work in plain terms, then teach it back.
Two sets of eyes on every candidate
The screening recruiter documents the call, and our recruitment manager reviews every submission before it reaches you. Any uncertainty triggers a peer review.
Communication scored on a rubric
Clarity, tone, pacing, and organization are scored against a consistent framework. Accents are never penalized unless they genuinely impair clarity.
Built to reduce bias
Recorded interviews curb recency bias, and recruiters are trained against similar-to-me and likability bias. Relatability never drives a recommendation.
Identity and fraud, verified
Meeting every candidate on video confirms the person who interviews is the person who starts, and flags proxy interviews or post-hire substitutions.
Same standard, every hire
Contract or permanent, the process doesn’t change. That’s our STACK.
Every contractor is interviewed, scored, and reviewed with the same depth as a full-time hire. We don’t run a lighter process when the engagement is shorter, because a short-term hire still has to deliver.
Bill 190 compliant by default.
AI disclosure, interview consent, salary ranges, and 45-day candidate follow-ups are built into every search, so your hiring stays audit-ready in Ontario.
- Salary-range disclosure
- AI-use transparency
- Decisions within 45 days
FAQ
Questions about how we work.
The process questions hiring managers ask us most often.
No. We do not use take-home projects, coding tests, or third-party personality assessments. Our recruiters ask contextual, role-specific questions and have candidates explain their work in plain terms, then teach it back, which tells us far more about real fluency. If your team requires its own assessment, we will administer it, but it stays separate from our screening.
You get a short, ranked shortlist with screening notes, usually three to five people, not a stack of resumes. First submissions typically arrive within a couple of business days. Permanent roles often close in two to three weeks; contract roles are usually filled and onboarded within five to ten business days, depending on how quickly feedback comes back.
No. Every candidate goes through the same interviews, the same scoring, and the same review, whether the role is contract or permanent. The employment structure and billing differ, but the screening depth does not change.
Interviews are conducted on video and recorded with the candidate's consent; candidates are told in advance and can opt out without penalty. We use AI-enhanced tools to support interview notes and initial screening, disclosed in every posting, but every assessment and hiring decision stays human-led, in line with Ontario's Bill 190.
At least two people. The screening recruiter documents the interview, and our recruitment manager reviews every submission before it goes out. We also cross-check against earlier feedback, so you are not shown profiles that closely resemble ones you have already passed on. Uncertain calls get a second recruiter's read.
We stay involved. We help frame the offer, support negotiation, and keep the candidate engaged through onboarding, confirming logistics and timelines, so the gap between offer and day one does not become a drop-off risk.
Still have a question? Talk to a recruiter