Executive search firms and executive headhunters across Canada
Canadian scaleups compete for the same leadership talent as US companies, usually with tighter comp envelopes. That makes direct headhunting, assessment, positioning and speed the deciding factors — which is where I focus.
What shapes leadership hiring in Canada
- Toronto and Vancouver lead technology and financial services leadership hiring.
- Several US mandates on my board accept candidates based in Canada, which widens options for Canadian executives.
- Bilingual (English/French) leadership hiring in Quebec needs a different candidate pool and messaging.
Sectors I search in
- AI and enterprise software
- Financial services and fintech
- Healthcare and life sciences
- Clean tech and industrials
Compensation
Canadian bands typically sit below comparable US roles in absolute CAD terms; I benchmark against both markets so offers stay competitive against cross-border interest.
How engagements run
Coverage across Eastern and Pacific time zones, with retained search, fractional and contract recruiting options.
Hiring hubs
- Toronto
- Vancouver
- Montreal
- Ottawa
- Calgary
- Remote across Canada
For executives
Register interest against live Toronto, Vancouver and remote-US-or-Canada mandates on the board.
Career servicesFor employers and boards
Engage me for confidential replacements, first executive hires, or when you need a shortlist that includes cross-border talent.
Executive search service1 live Canada mandates
Cities hiring in Canada
Frequently asked
Do you have live Canadian roles right now?
Yes — see the live mandates listed on this page. The board updates as searches open and close.
Can Canadian executives apply for the US mandates?
Some are open to Canada or remote North America. Each role page states the work mode and location requirement.
How do executive search and headhunting firms find candidates?
Through direct, confidential headhunting rather than advertising. I map the leaders already doing the job at comparable companies, approach them privately, and assess them against the outcomes of the role — so shortlists include people who were never going to answer a job post.
What is the difference between executive search firms and executive recruiters?
Executive recruiting firms usually work on contingency and volume, and forward profiles from a database. Retained executive search is a partner-led mandate: market mapping, direct approach, structured assessment and referencing, with one accountable advisor on the search from brief to appointment.
How do I find and choose an executive search consultant?
Ask who will actually run the search, how the market will be mapped, what assessment evidence you receive with the shortlist, and how confidentiality is handled. With me the answer is the same on every mandate: I run it personally and you see the evidence behind each shortlisted leader.
What recruitment solutions work best for scaling teams?
It depends on stage. A single critical leadership hire suits retained executive search; three to five priority hires in a quarter suit a hiring sprint; an ongoing hiring plan without a talent leader suits fractional talent leadership or an embedded partner.
How do executives get access to confidential, unadvertised roles?
Most senior mandates never reach a job board. Registering interest puts your profile in front of me directly, and if there is a close match a recruiter emails you to arrange a short call. Nothing goes to a company until you say yes.