Recruitment and onboarding
“We can't find the right person, or our new hires don't stay.”
Every candidate is assessed against the same clear criteria, and new hires get the support they need from day one.
What's included
- Job descriptions that define the work and what success looks like
- Candidate screening
- Structured interviews with consistent scoring
- A repeatable hiring process
- First-90-day plans and a welcoming first week
Where AI helps
- Job description drafting: Generate postings and check them for biased wording.
- Interview scheduling and kits: Automated scheduling, plus competency questions and scoring rubrics for each role.
- Onboarding tasks: One signed offer triggers IT, payroll, benefits and manager tasks, with personalized welcome emails.
- Resume screening: Possible with care. In Ontario, employers with 25 or more employees must disclose AI screening in public job postings.
A person reviews every AI output, and AI never makes the final call on hiring, pay, discipline or termination.
Where it fits
Talent attraction, selection and hiring, and onboarding.
Example scenarios
- A wealth management firm losing new associates within six months. We rewrite the job descriptions, introduce structured interviews with clear scoring and build a 90-day plan with check-ins at 30, 60 and 90 days.
- A hospitality business hiring 20 seasonal staff at once. We set up a simple screening process, a group interview format and a first-shift checklist so every new hire gets the same start.
Not sure where to start?
Email hello@work-reimagined.ca with a short note about what you're working on, and we'll suggest a sensible next step.
Example scenarios are illustrations based on situations we commonly see, not specific client results.
