Step 1 — About you

If we built hiring from zero today

We’re speaking with HR, Talent, Operations and Workforce leaders across industries to understand where hiring systems create friction, what employers would redesign, and what they wish they could know before making a hire.

No confidential company information is required. Company name is optional, and you choose attribution at the end.

Your role / job title

Which function best describes your role?

Company / organization

Optional if you prefer to remain anonymous.

Which industry best describes your organization?

Approximately how large is your organization in Canada?

Where are you primarily based?

Step 2 — Five core questions

Where should hiring be redesigned?

Choose first; write only where you have something useful to add.

Question 1 — Redesign

If you were building your hiring process from scratch today — with today’s labour market, technology and candidate expectations — which traditional step would you be most likely to redesign first?

What would you do differently?

Question 2 — Friction

Looking at the journey below, where does your organization currently experience the greatest friction or loss?

Attract → Apply → Screen → Interview → Offer → Start → 90-day retention

If useful, what is the one thing you think sits underneath this problem?

Question 3 — Hidden Hiring Signals

What information do you wish you knew about a candidate before hiring — but the traditional résumé and interview rarely reveal?

Select up to 3.

Which ONE of those signals matters most in your environment?

Why does that signal matter so much in your environment?

If you could assess that signal reliably before hiring, how much would it improve your hiring decisions?

Question 4 — Workforce constraint

Which statement best describes your organization’s biggest workforce constraint today?

What changed?

Question 5 — AI and the human boundary

If AI became dramatically better tomorrow, which parts of hiring or workforce management would you most want it to reduce or take over?

Select up to 3.

Which decision should remain meaningfully human even if AI could technically perform it?

Why?

Optional bonus

If we built hiring from zero today

Where should hiring be redesigned?

If you were building your hiring process from scratch today — with today’s labour market, technology and candidate expectations — which traditional step would you be most likely to redesign first?

Looking at the journey below, where does your organization currently experience the greatest friction or loss?

What information do you wish you knew about a candidate before hiring — but the traditional résumé and interview rarely reveal?

Which statement best describes your organization’s biggest workforce constraint today?

If AI became dramatically better tomorrow, which parts of hiring or workforce management would you most want it to reduce or take over?

What is one hiring practice you think will look outdated — or even ridiculous — ten years from now?

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