Clear answers. No recruitment fog.

For most professional and leadership appointments, we deliver a first calibrated view of the market within 48 hours and an initial shortlist in three to five weeks. The exact pace depends on role seniority, location, talent scarcity and how quickly the hiring group can make decisions. We agree milestones at the beginning and give a concise update every week, including market feedback that may warrant a change in approach. We do not rush candidates into a process they have not had time to evaluate properly; that is a false economy.

Yes. We never submit a profile, contact a current employer or identify a candidate to a client without explicit permission. In your first conversation, we confirm any organizations to avoid, the safest way to contact you and the level of detail you are comfortable sharing. We treat exploratory career conversations with the same care as active applications. Your information is handled in line with our Privacy Policy and only used for legitimate recruitment purposes.

Yes. PRIMO is headquartered in Vancouver and leads searches across Canada, with selected North American and international mandates where our sector networks add genuine value. For cross-border work, we consider work authorization, relocation realities, compensation differences and candidate motivation from the outset. We do not treat geography as a footnote; it is part of the candidate proposition. Where a local specialist is needed, we bring the right partner into the work while remaining accountable for the relationship.

We work across technology, healthcare, finance and accounting, engineering, executive leadership, sales and marketing, legal, manufacturing, life sciences and renewable energy. Within those markets, our work ranges from specialist hires through C-suite and board appointments. We take on assignments where we can bring a clear point of view, not simply a larger contact list. If your need sits adjacent to one of our core sectors, email us; the right question is whether our access and insight will improve the result.

Every candidate is interviewed by a PRIMO search professional against a role-specific scorecard. We assess relevant experience, leadership range, problem-solving, motivation, cultural contribution and practical constraints such as timing or location. For senior appointments, we may add focused references, work-sample discussion or calibrated behavioural evaluation, always with the candidate's knowledge and consent. Clients receive evidence, watch-outs and comparative insight—not a stack of undifferentiated profiles.

Our fees are transparent and agreed in writing before a search begins. Retained executive searches are scoped around seniority, complexity, market coverage and assessment requirements; professional recruitment engagements use a clear, role-appropriate commercial structure. We do not publish generic pricing because it can obscure the work needed to deliver a credible result. A brief email to our team is enough to begin a straightforward, no-obligation conversation about scope and fees.

Absolutely. In fact, early conversations are often where PRIMO adds the most value. We can help articulate the outcomes, leadership context and market positioning behind a role before a job description is written. A short discovery discussion can surface compensation considerations, target organizations and potential constraints that would otherwise emerge later. You do not need a finished requisition to ask a useful talent question.

We remain engaged through the notice period and into the first 90 days. Our check-ins with the new hire and the hiring sponsor are designed to make early expectations explicit, identify any alignment gaps and support a strong start. We also close the loop with candidates who were not selected, respecting the time and trust they placed in the process. A search should improve the organization's talent network whether or not every finalist becomes the hire.