Question 1

What is hireDiverse?

Accepted Answer

hireDiverse is a Canadian inclusive recruitment platform that helps employers expand recruitment outreach, connect with underrepresented talent, and document their efforts. Our approach brings together three essential elements: Reach, Engage, and Document. We help employers distribute job opportunities through additional recruitment channels, measure candidate engagement, and produce structured reports that support ongoing employment equity initiatives.

Question 2

Is hireDiverse a recruitment agency?

Accepted Answer

No. hireDiverse is not a recruitment or staffing agency. We do not source, screen, interview, or place candidates on behalf of employers. We also do not manage hiring decisions or guarantee placements. Instead, hireDiverse provides inclusive recruitment outreach infrastructure that helps Canadian employers expand the visibility of their opportunities, track candidate engagement, and document their recruitment outreach activities. Employers retain full control of their recruitment and hiring processes.

Question 3

How is hireDiverse different from traditional job boards?

Accepted Answer

Traditional job boards primarily focus on advertising vacancies and generating applications. hireDiverse adds a layer of intentional inclusive recruitment outreach and documentation. In addition to making opportunities visible to job seekers, we help employers understand where recruitment opportunities are distributed, how candidates engage with them, and how that activity can be documented over time. For organizations with ongoing hiring needs, this creates value beyond an individual job advertisement.

Question 4

Can we expect the same application volume as Indeed or LinkedIn?

Accepted Answer

No. hireDiverse is not designed to compete with mass-market job boards on application volume. Platforms such as Indeed and LinkedIn serve significantly larger audiences and are designed for broad recruitment reach. Employers seeking the highest possible volume of applications should continue using those channels. hireDiverse serves a different purpose. We help employers extend recruitment outreach through additional channels, increase the visibility of opportunities among underrepresented talent, and document the resulting activity. Our value is not measured solely by the number of applications generated. It also includes intentional outreach, measurable candidate engagement, and structured reporting that supports broader employment equity efforts. hireDiverse complements high-volume recruitment channels rather than replacing them.

Question 5

Does hireDiverse guarantee applications or hires?

Accepted Answer

No. Like other recruitment advertising platforms, hireDiverse cannot guarantee a specific number of applicants, completed applications, interviews, or hires. Results vary depending on factors such as the position, location, compensation, qualifications required, and overall labour market conditions. What we provide is consistent recruitment outreach, visibility into candidate engagement, and structured documentation of those activities. Our annual employer plan is intended to support organizations that value these outcomes as part of their broader recruitment and employment equity strategies.

Question 6

We already advertise on LinkedIn and Indeed. Why would we need hireDiverse?

Accepted Answer

hireDiverse is designed to complement your existing recruitment channels, not replace them. Broad job boards are an important part of many recruitment strategies. However, organizations with employment equity objectives may also benefit from demonstrating that they are making intentional efforts to expand recruitment outreach. hireDiverse provides additional distribution through its candidate marketplace and recruitment channels, while helping employers measure and document those activities.

Question 7

Which underrepresented groups does hireDiverse focus on?

Accepted Answer

hireDiverse supports inclusive recruitment outreach relevant to Canada's four employment equity designated groups: Women Indigenous peoples Persons with disabilities Members of visible minorities Our broader inclusive recruitment approach also recognizes other underrepresented communities, including Black professionals, newcomers to Canada, 2SLGBTQIA+ individuals, veterans, and older workers. We support employers in making opportunities more visible and accessible to a broader range of qualified candidates.

Question 8

What types of organizations benefit most from hireDiverse?

Accepted Answer

hireDiverse works with Canadian employers across industries. Our annual plan is particularly well suited to organizations that: Recruit regularly throughout the year. Have established employment equity or inclusive recruitment objectives. Need to document recruitment outreach activity. Operate across multiple departments, locations, or occupational groups. Want to reduce the administration associated with repeated job postings. This includes public sector organizations, municipalities, federally regulated employers, and larger private sector organizations.

Question 9

How does hireDiverse support employment equity initiatives?

Accepted Answer

hireDiverse helps employers put inclusive recruitment outreach into practice and maintain documentation of those efforts. Rather than treating outreach as an occasional initiative, our annual plan supports ongoing job distribution, candidate engagement tracking, and structured reporting throughout the year. This provides employers with useful information to support internal employment equity reviews, planning, and reporting activities.

Question 10

Can hireDiverse support our Employment Equity Act or Federal Contractors Program requirements?

Accepted Answer

hireDiverse provides recruitment outreach services and supporting documentation that may contribute to an employer's broader employment equity activities. Our reporting can help organizations demonstrate recruitment outreach activity, review candidate engagement, and maintain records of the channels and opportunities involved. Employers remain responsible for determining their specific obligations under the Employment Equity Act, Federal Contractors Program, or other applicable requirements. hireDiverse supports the recruitment outreach and documentation components of these efforts. It does not independently certify or guarantee compliance.

Question 11

What is included in your employment equity reports?

Accepted Answer

Our annual employer plan includes structured recruitment outreach reporting designed to help organizations understand and document their activities. Depending on the reporting period and available data, reports include: Recruitment activity and job posting information. Job views and candidate engagement metrics. Apply-click activity. Occupational group classifications. Geographic distribution and outreach information. Supporting information about hireDiverse recruitment outreach activities. Reports are organized to provide a practical resource for internal stakeholders responsible for recruitment, employment equity, and organizational reporting.

Question 12

How frequently do employers receive reports?

Accepted Answer

Annual plan clients receive quarterly and annual Employment Equity Activity Reports. Quarterly reports provide visibility into recruitment outreach and engagement throughout the year. The annual report brings together activity across the reporting period to support year-end review, planning, and internal documentation.

Question 13

Does hireDiverse track actual hires or applicants' demographic identities?

Accepted Answer

hireDiverse measures recruitment outreach and candidate engagement on its platform, including job views and apply clicks. An apply click indicates that a candidate selected the option to proceed toward an employer's application process. It does not confirm that an application was completed or that a hiring decision was made. Our outreach reporting should not be interpreted as verified demographic data about individual applicants or hires. Employers continue to manage applicant data, hiring decisions, and workforce reporting through their own systems.

Question 14

Can our HR or employment equity consultants use hireDiverse reports?

Accepted Answer

Yes. Employers can use hireDiverse reporting as a supporting information source for internal reviews and discussions with their HR, recruitment, or employment equity advisors. Our reports document recruitment outreach and engagement activity that may be useful alongside other organizational information. They are designed to complement, rather than replace, broader employment equity analysis, workforce assessments, or compliance reporting.

Question 15

Do we have to manually post every job on hireDiverse?

Accepted Answer

Not with the annual plan. Where a compatible source is available, hireDiverse can establish an automated job feed from your organization's careers website or Applicant Tracking System. This allows your opportunities to be imported and updated without requiring your recruitment team to manually recreate each posting.

Question 16

Can hireDiverse work with our existing Applicant Tracking System (ATS)?

Accepted Answer

Yes. hireDiverse supports application links that direct candidates to your existing recruitment system. Employers can maintain their established application and candidate management processes while adding hireDiverse as an additional recruitment outreach channel. Automated job feed compatibility and setup requirements are reviewed during onboarding.

Question 17

Will our HR team need to manage another recruitment platform?

Accepted Answer

Our annual plan is designed to minimize additional administration. Once the appropriate job feed and employer profile are configured, job distribution can operate without a separate day-to-day posting workflow. Your team continues to manage recruitment through its existing systems, while hireDiverse provides additional distribution and reporting.

Question 18

Where do candidates submit their applications?

Accepted Answer

Candidates can be directed to the application destination selected by the employer, including an existing careers site or Applicant Tracking System. This means employers can maintain control over their application process, candidate records, and hiring workflow.

Question 19

How does hireDiverse measure candidate engagement?

Accepted Answer

hireDiverse tracks activity associated with job opportunities displayed through the platform. Key measures include job views and apply clicks. These metrics help employers understand how candidates are engaging with their advertised opportunities. Apply clicks represent an action taken toward an application, not a confirmed completed application or hire.

Question 20

What is included in the hireDiverse Annual Employer Plan?

Accepted Answer

The hireDiverse Annual Employer Plan is $7,000 CAD per year. It brings together: Unlimited job postings during the 12-month plan term. Automated job distribution setup, subject to feed compatibility. Ongoing exposure through the hireDiverse candidate marketplace and additional recruitment channels. Featured job-board placement. Employer profile visibility. Recruitment engagement tracking. Quarterly and annual Employment Equity Activity Reports. Support with onboarding, job distribution, and reporting. The annual plan is designed for employers who want a consistent, measurable approach to inclusive recruitment outreach.

Question 21

Why choose an annual plan instead of individual job advertisements?

Accepted Answer

Individual job advertisements can be appropriate for occasional hiring. However, organizations recruiting throughout the year often need a more consistent approach. The annual plan combines continuous recruitment outreach, automated distribution, performance measurement, and structured reporting into one service. Its value is not limited to the number of jobs posted. It also includes the supporting infrastructure and documentation.

Question 22

Do you offer individual job postings?

Accepted Answer

Yes. Employers with occasional hiring needs can purchase individual job advertisements without committing to an annual plan. Visit our pricing page to review current single-posting and multi-posting options.

Question 23

Can we purchase hireDiverse services using a purchase order?

Accepted Answer

Yes. hireDiverse works with organizations that use formal procurement and purchasing procedures. Purchase orders and invoicing are supported for contracted employer clients. Our team can provide relevant business and vendor information to help facilitate the procurement process.

Question 24

How long is the annual plan?

Accepted Answer

The annual employer plan covers 12 months. Specific service dates and contractual terms are confirmed through the agreement and onboarding process.

Question 25

Is hireDiverse a Canadian company?

Accepted Answer

Yes. hireDiverse is a Canadian-owned inclusive recruitment platform based in New Brunswick. We work with employers and job seekers across Canada.

Question 26

What happens after we decide to become an annual employer partner?

Accepted Answer

Getting started involves four steps. Review your needs — we discuss your recruitment activity, existing systems, and reporting priorities. Confirm your annual plan — we provide the information needed to establish your agreement and complete purchasing requirements. Connect your opportunities — we configure your employer profile and set up the appropriate job distribution process. Begin outreach and reporting — your opportunities are distributed through hireDiverse, and reporting is provided during the annual term.

Question 27

Can hireDiverse work alongside our existing employment equity consultant?

Accepted Answer

Yes. Many employers work with internal specialists or external advisors on employment equity planning, implementation, and reporting. hireDiverse can complement these services by providing ongoing inclusive recruitment outreach and measurable activity documentation. Our role is to support the recruitment outreach component, rather than replace broader employment equity consulting services.

Question 28

How can we determine whether the annual plan is right for our organization?

Accepted Answer

A short consultation is usually the simplest starting point. We'll review your hiring volume, existing recruitment processes, and employment equity reporting needs to determine whether the annual employer plan is appropriate. There is no obligation to purchase.

Inclusive Recruitment & Employment Equity: Frequently Asked Questions

Inclusive Recruitment & Outreach

Employment Equity & Reporting

Technology & Integration

Annual Plans & Pricing

Working With hireDiverse

Reach. Engage. Document. See whether the annual plan fits your organization.