Staffing Solutions

Temporary Staffing

Equation Staffing Solutions will manage the recruitment, screening, referencing, interviewing and skills verification of applicants, and refer suitable candidates for your vacation relief, illness coverage, maternity leave, cyclical overtime situations and project based work.


Our recruiters have established a reputation for reliability, quality of service and speed to deliver. We understand that your staff requirements vary, so whether you need help for a morning, a day, a week, a month or longer, we’ll find the right candidate for your company.




Temporary to Permanent

The Field Associate remains on our flexible staffing payroll for a pre-established evaluation period in order to assess the Field Associate’s fit with your company. Once this period is completed you can hire the Field Associate on directly as your employee – with no additional fee!


Not all Temporary to Permanent programs are created equal. A reasonable term, competitive rates with no conversion fees are the cornerstones to our industry leading program.




Permanent Placement

Equation Staffing Solutions will manage the recruitment, screening, referencing, interviewing, and skills verification of applicants, and refer suitable candidates for your open position, offering you a cost effective method of hiring. 


Our recruiters understand how important it is to find an employee that will fit into your organization. That’s why we perform site visits prior to any placements to help us better understand the work environment ensuring a successful placement. This operating philosophy combined with our industry leading rates and guarantee of satisfaction makes Equation Staffing Solutions the wise choice.




R.P.O. (Recruitment Process Outsourcing)



The Recruitment Process Outsourcing Association defines recruitment process outsourcing (RPO) as a form of business process outsourcing (BPO) where an employer transfers all or part of its recruitment processes to an external service provider. An RPO provider can provide its own or may assume the company’s technology, methodologies and reporting. In all cases, the RPO relationship differs from traditional agency arrangements in that it assumes ownership of the design and management of the recruitment process and the responsibility of results.




The Equation Staffing Solutions RPO offering is customizable to fit your needs. With scalable services, on-site or remote associates, and proven processes, we have the flexibility to create the solution you need, functioning as an extension of your existing team.


  • Measurable Results -The pre-determined KPI’s drive the project
  • Cost Effective- Only the required resources are utilized, and economies of scale realized
  • Flexibility – Flexible and scalable to accommodate the fluctuating requirements of the project
  • Speed to Fill -  Reduced time to fill due to the project focus and a well executed, diverse sourcing strategy
  • Quality – All candidates are vetted through a personal interview, software assessments, employment references, and background checks.






  • Entry Level – We provide complete management of your Campus Recruitment program.
  • Project – We source all Permanent /Temporary hires for your project -  Ideal for start up’s, office relocations, new project or new line of business.
  • Division – We source all permanent /temporary/contract hires within a specific department I.e. IT Dept, Mail room, Call Center.
  • Enterprise – We source all required permanent /temporary/contract hires for your organization




To determine if Recruitment Process Outsourcing is the right solution for your organization contact us for a no obligation complimentary consultation.


Click here to contact us for more information



International Recruitment


Equation Staffing will search for talented employees for your organization going beyond borders while removing the complexities and challenges from the process of bringing the best employees to your business.



For startups, market expansion.


Trades people, truck drivers, IT professionals, engineering, etc. Strategic recruitment for occupations that are chronically short of capable employees in the Canadian labour market.


Continuously recruiting in other countries for hard to fill roles.

The nature of the employment agreement with the candidates can be permanent, temporary or contract in nature.



What is the impact on the business of not having enough of the right people to align with achieving corporate goals?

What is the cost/benefit analysis of using international recruitment?

What is the expected return on investment?

What are your competitors doing?

Will using IR to access a new source of employees provide a competitive advantage?

What is the cost of doing nothing?

Client and EQ develop the
Immigration strategy

Will employees require a work permit or will they be granted permanent residence status– will employees enter Canada on a temporary work permit?

Will the client support the application for permanent residency for the employee?

If the client is using the Temporary Foreign Worker Program this requires a Labour Market Impact Assessment (LMIA) which can take months to process.

International Mobility Program provides for employee work permits that are exempt from having to obtain an LMIA. Specific programs, such as NAFTA, offer faster processing for qualified employees.

Work to understand government compliance requirements and assign responsibilities to ensure that the IR program is conducted in agreement with these guidelines

Develop policies and procedures to relocate and onboard foreign employees to set them up for success

International Recruitment
Project Development

EQ Staffing works with the client to determine the scope, scale and execution of the recruitment project, this includes:

  • The types of positions – job descriptions, NOC codes, total compensation package, etc.
  • The number of positions to be recruited for.
  • Identify the recruitment process – in person interviews in country, video interviewing, preemployment testing, background checks.
  • Which countries will be targeted for the recruitment campaign?
  • What is the involvement of the client in the recruitment process?
  • Where will the jobs be advertised: internet, job boards, trade publications, etc.
  • Identify overseas recruiting partners to work with.
  • Develop prescreening and interviewing process.
  • Develop process to confirm candidate eligibility to enter and work in Canada.

Execution of
Recruitment Project

EQ Staffing executes on the agreed upon IR strategy

Weekly reporting of metrics to client including:

  • Resumes received.
  • Phone, video interviews conducted.
  • Qualified candidates identified.

Onboarding of
new employees

Negotiate offers of employment that are aligned to LMIA.

Coordinate relocation, onboarding and orientation process.

Evaluate results/metrics
and adjust as required

Herman Van Reekum is a leading immigration professional with 30 + years of immigration experience. He graduated from the University of Calgary with a B.A and M.A in Political Science in 1984. Herman worked as an immigration officer, supervisor and acting manager with Citizenship and Immigration Canada from 1986 to 1993.  He left government service in 1993 to found VRV Global, an immigration consultancy that eventually became one of Canada’s largest corporate immigration firms.  In addition to providing immigration services for some of Canada’s most respected corporations, the company was involved in foreign worker recruitment and international relocation.  VRV Global was acquired by CIBT Visas/Newland Chase in 2014 and Herman was the Managing Director of the Canadian office until 2017. Herman has published several industry-related articles, and frequently speaks on immigration topics to various organisations.  He also served as Chair of the Board of Directors of the Calgary Catholic Immigration Society from 2013 to 2016 and was a member of the Immigration Consultants of Canada Regulatory Council.
  • 1) Is your company chronically short of key, revenue producing staff?
  • 2) Have you exhausted traditional recruitment methods?
  • 3) Are corporate goals not being achieved because of a labour shortage?
  • 4) Is your company losing opportunities to the competition due to a lack of key employees?
If you have answered "yes" to these questions, please contact us to obtain more information on how international recruitment can help your business.