Look, we've been doing this for years now, and here's what we've learned - cookie-cutter approaches don't cut it in tech recruitment. Every company's got its own vibe, its own challenges. That's why we've built solutions that flex around what you actually need, not what some playbook says you should want.
Let's Talk About Your Needs
Six core areas where we've helped tech companies level up their people game
Here's the thing about C-suite and VP-level hires - they can make or break your trajectory. We're not just matching resumes to job descriptions. We dig into your company culture, where you're headed in the next 3-5 years, and find leaders who've actually been there before.
Our network spans the Canadian tech ecosystem and beyond. We've placed CTOs who transformed legacy systems, VPs of Engineering who scaled teams from 10 to 100+, and Chief People Officers who rebuilt entire cultures from scratch.
Finding developers, DevOps engineers, data scientists - it's competitive out there, no sugarcoating it. But we've got our ear to the ground in the Vancouver tech scene and across Canada. We know who's quietly looking, who might be open to the right opportunity, and what it actually takes to get them interested.
Whether you need contract help for a 3-month sprint or you're building out an entire engineering team, we can move fast without compromising on quality. Our technical screeners actually code - they're not just checking boxes on a list of buzzwords.
You can't always hire your way out of a skills gap, and honestly, sometimes you shouldn't. The people you've already got know your systems, your customers, your quirks. We help you build training programs that actually stick - not the kind where everyone forgets everything by next Tuesday.
We've designed everything from leadership development tracks for first-time managers to technical upskilling programs that turn junior devs into solid mid-level contributors. Custom-built for your tech stack and your team's learning style.
Culture's one of those words that gets thrown around a lot, right? But when it's broken, you feel it - in your retention numbers, in your Glassdoor reviews, in how hard it is to close candidates. We help you figure out what your culture actually is (not what you wish it was) and build from there.
Sometimes that means tough conversations. Sometimes it means realizing your values on the wall don't match what people experience day-to-day. We've helped companies through rapid growth, through mergers, through the shift to remote/hybrid. It's messy work, but it matters.
Let's be real - if you're paying below market in tech, you're gonna struggle. But throwing money at the problem isn't always the answer either. We help you figure out where you actually need to be competitive and where other things (equity, flexibility, growth opportunities) might matter more.
Our comp analysis looks at Canadian tech market data, but also factors in your stage, your location, and what candidates are actually asking for in interviews. We'll tell you where you're at risk of losing people and where you might be overpaying without getting value back.
There's a ton of HR tech out there - ATS systems, HRIS platforms, performance management tools, you name it. The problem? Most companies either pick the wrong tool or implement the right tool badly. We've been through enough implementations to know what works and what's gonna give you headaches.
We help you figure out what you actually need (which might be different from what the sales demo promised), get it set up properly, and make sure your team actually uses it. No point in fancy software if it just becomes shelfware, right?
Numbers don't lie - here's what happened when we partnered up
Mid-stage company needed a VP of Engineering to lead them through Series B growth phase. Previous hire hadn't worked out.
What changed: We mapped their engineering challenges, found someone who'd scaled similar teams, and facilitated honest conversations about fit. They're still there 18 months later, team's grown 3x.
Two companies merged, two very different cultures. Turnover was climbing, especially among the acquired team.
What changed: Six months of culture integration work - listening sessions, values workshops, new team rituals. Wasn't magic, just consistent work to bridge the gap.
Needed to go from 8 engineers to 35 in under a year for a major product launch. Competitive market, tight deadline.
What changed: Dedicated sourcing team, streamlined interview process, competitive offer structure. Hit the goal with 2 weeks to spare, 92% retention after first year.
Wondering if we can help with your challenge?
Book a ConsultationFrom early-stage startups to established tech players across Canada
Book a free 30-minute consultation and we'll talk through what's going on with your talent situation. No sales pitch, just an honest conversation about whether we can help.
(604) 892-7431
careers@jadewyrmcontinuum.info