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Executive search fails when accountability is diluted by firms trying to do everything instead of owning the hire. At NAFOR, senior-led ownership, disciplined focus, and judgment ensure leaders who are ready to perform from day one and succeed for the long term.

Ontario’s new job posting and recruitment rules  are now in effect, bringing more clarity, fairness, and consistency to how jobs are advertised and how candidates are treated throughout the hiring process. For some employers, new legislation can feel daunting. For others, it simply formalizes what good hiring should already look like. At its core, these changes are about transparency, communication, and accountability, all things that lead to better hiring outcomes. What has

Candidate experience is not a luxury. It matters to the bottom line. Recently, NAFOR was brought in to audit an interview process for a new client. As part of that engagement, I sat in on a set of interviews held at the client’s head office. What I observed was not malicious or intentional, but it was a powerful reminder of how easily candidate experience can unravel when process, preparation, and ownership are missing. It started before the interview even began. Parking had

Artificial intelligence has created new efficiencies in recruitment, especially in the early stages of a search. It can scan large volumes of information, organize data, and streamline the administrative side of hiring. When used well, AI helps search professionals work with greater precision and efficiency. However, technology has boundaries, especially when the goal is to evaluate human leadership. AI cannot interpret ambition, sincerity, judgment, or the small but meaningf