Our process · From signing to hire
Nothing starts before it's in writing.
Our method comes down to five steps. It is deliberately short: you know exactly when money is committed, what we do in between, and when candidates reach you.
What happens,
and in what order.
Step 01Contract signing
We put the level of the role, the matching fee and the terms of the mandate in writing. You sign knowing exactly what you pay and what we deliver. No automatic renewal clause, no variable percentage added at the end.
Step 0220% security deposit
The deposit is 20% of the fee for the selected level. It commits both sides: it starts our search, and it tells us the role is real. The balance is only due on the hire.
Step 03Detailed intake call
This is the step that determines the quality of everything after it. We cover the real duties, the type of job sites, the schedule, the pay offered, the crew in place, who the employee reports to, and what makes people stay with you. We then search for your company, not for a generic job title.
Step 04Search and presentation of qualified candidates
We approach candidates directly, including people who are not actively looking — that is the difference between posting a job and headhunting. Every profile is validated before it reaches you: skills, cards and qualifications, availability, salary expectations, genuine interest in your company.
Step 05Close follow-up with the client
During the search you get progress updates: who was approached, where it is stalling, what we hear in the market. After the mandate opens, follow-up continues through the new hire's onboarding.
We recruit as if
the hire were ours.
Most bad hires do not come from a bad candidate: they come from a badly described role. A "labourer" on a residential site in Saint-Eustache and a "labourer" on a commercial site in Ottawa are not the same expectations, the same pay, or the same profile.
That is why our intake is long and our candidate presentation is short. We would rather send you three profiles that hold up than ten résumés for you to sort yourself.
We take on a limited number of mandates at a time. You always speak to the same person, and that person knows your file.
Our values
Precision
Every placement is measured, checked, aligned — like a spirit level.
Uprightness
Plumb in the literal sense: straightness as a value, not a slogan.
Solidity
Relationships built to last, not to fill a role quickly.
Reach
Generalist by vocation, specialist in construction: the rigour of one trade applied to all the others.
The hire is not
the end of the mandate.
A hire that doesn't hold costs more than a recruitment fee. So we stay present once the person is on the job.
Contact with the employee
We check that what we described matches what they find on site.
Contact with you
We confirm the person delivers what you expected from the level.
Quick adjustments
A misunderstanding settled in week one prevents a departure in month three.
What we get
asked most.
Do you do temporary staffing?
No. Hudson AFL recruits permanent employees only. If you need labour to cover a few weeks, we are not the right firm — and we will tell you on the first call.
How is the level of the role determined?
By the skill the work requires: labourer, apprentice 1 through 4, journeyperson, or a management role. You know the job; we confirm the level together on the intake call before signing. The level then fixes the fee for the whole mandate.
What does the 20% security deposit cover?
It is 20% of the fee for the selected level and it is applied against the total. It starts the search. The balance is invoiced on the hire.
How long does a mandate take?
It depends on the level and the region. A labourer is not recruited on the same timeline as a journeyperson in a skilled trade or a project director. We give you a realistic estimate on the intake call, and progress updates after that.
The process starts
with a request.
Pick the level, name the city, leave us your details. We call.