Recruitment and staffing across four markets
Every profile we send has cleared a skill-based task and a recruiter conversation before it reaches your inbox. The filtering happens on our side, so your panel spends its time only on people worth its time.
Ten years, three practices, four markets.
20,000+Professionals placed
Across ten years, from fresh graduates to senior managers
200+Hiring companies
Technology, finance and commercial mandates
4Markets covered
US IT staffing, Canada, the United Kingdom and India
What a job board cannot give you
Both of these are things a search box structurally cannot do, which is the whole reason agencies still exist.
01
The strongest candidate for most roles is not looking. They are employed, doing well, and would move for the right opportunity if someone credible put it in front of them. We hold those relationships across technology, finance and commercial functions, built from ten years of placements and the people they refer. You cannot search for these candidates, because they are not findable. That is the point of them.
02
We do not run contact and forward. Every candidate in the pipeline has cleared a skill-based task appropriate to the role, plus a recruiter conversation covering communication, motivation, notice period and expectation, before a profile reaches your inbox. Technology candidates clear a coding assessment and a technical panel. The filtering happens on our side, so your panel spends its time only on people worth interviewing.
A recruitment desk that has been filling these roles for ten years, not a database with a search box.
20,000+
Professionals placed
From fresh graduates to senior managers
Levels placed
200+
Hiring companies
Across technology, finance and commercial roles
10+
Years placing people
Envisionists was founded in 2021; the desk is older
6 days
To first shortlist
Against a three week market norm
Four ways to engage
Permanent, contract to hire, corp to corp, or straight off the bench.
Three practices
Technology, finance, and business development, sales and operations
How we engage
The commercial model is yours to pick. The screening standard underneath it does not change between them.
01
Permanent placement
Direct hire onto your payroll. Fully screened, assessed and reference checked, with a replacement guarantee on an early exit.
02
Try, then convert
Starts on contract and converts once both sides are confident. The lowest risk route for a role you cannot get wrong.
03
C2C engagements
Contractor to contractor arrangements for project delivery and vendor work, the standard model for our North American clients.
04
Deploy immediately
Pre-screened candidates from our standing bench, deployable in days rather than weeks. Built for the surges you did not plan.
Where we work
A market is not just a place to source from. Rate structure, contracting model and compliance differ in each, and getting those wrong is how a good candidate falls out of a process.
W2, C2C and 1099
The market our desk was built on. Contract, contract to hire and permanent IT roles across the United States, working to the rate structures and documentation US clients and their vendors expect, including corp to corp arrangements with subcontracted suppliers.
Permanent and contract
Technology, finance and commercial hiring across Toronto, Vancouver, Calgary and Montreal. Includes candidates newly landed in Canada whose experience is real but reads as unfamiliar on paper, which is a pool most agencies screen out by accident.
Permanent, contract, inside and outside IR35
Permanent and contract hiring for UK employers, with engagements structured against the client's own IR35 determination. Delivery covers the same three practices we run everywhere: technology, finance and commercial.
Volume and specialist hiring
Our largest recruiting base and the market the company started in. Used both for hiring into Indian operations and for building offshore and hybrid delivery teams for clients in the other three markets.
Coaching for candidates is sold into the United States and Canada only. The four markets above describe where the recruitment desk works.
The ratio below is one mid-level engineering mandate, and it is illustrative rather than a service level. The argument is the shape of it: the elimination happens on our side of the wall.
Published because a number on a public page becomes a standard you can hold us to.
6 days
To first shortlist
Against a three week market norm
92%
Roles filled within SLA
Across the current book
78%
Repeat business
Clients returning with a second mandate
88%
Retention at six months
Placements still in seat
How an account runs
Four commitments that hold for every mandate, so nobody has to chase an update to find out where a search has got to.
01
Must-have criteria, salary or rate bands, panel availability and the service window, all agreed before sourcing begins.
02
A standing update on submissions, interview stages, offers and anything blocking progress.
03
Every profile arrives with an assessment summary, availability, notice period and expectation attached.
04
We stay engaged through offer, documentation and the first weeks, then check in at thirty and ninety days.
Who runs the desk
Job School is the coaching arm of Envisionists, the recruitment company Bhavesh Khuranna founded in 2021. Over ten years he has placed more than 20,000 professionals, from fresh graduates to senior managers, across technology, finance and commercial functions.
The recruiters who screen against your mandate are the same people who coach candidates on the other side of the business. That is unusual, and it is the reason a profile arriving from us has already been through the conversation most agencies skip.
20,000+
Professionals placed
200+
Hiring companies
10+
Years placing people
Not hiring, looking?
Resume and LinkedIn rewrites, the twelve-day Job Accelerator, and interview preparation, for candidates in the United States and Canada. It starts with a free fifteen-minute call.
Writing
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Read moreA short call on the mandate, the panel and the timeline. If it is not a role our desk can do well, we will say so on that call rather than three weeks into a search.
