Overview
Permanent Placement
Permanent placement is a direct-hire engagement: Langford Staffing presents a pre-screened shortlist of candidates for a role you intend to bring onto your own payroll. Our model is built for employers across the United States and Canada who need a reliable hiring pipeline without carrying a full in-house recruiting function. Each search begins with a structured intake to align on role scope, compensation band, must-have qualifications, and cultural fit. We then surface candidates through a combination of active sourcing, our existing candidate network, and targeted outreach.
Who it's for
Permanent Placement fits these situations.
- Employers replacing or adding a long-term role
- Companies expanding into new US or Canadian markets and building local headcount
- Teams that need disciplined screening without a full in-house recruiter
- Organizations with compliance-sensitive roles requiring careful vetting
Process
The permanent engagement.
- 01
Intake
Structured 60 to 90 minute scoping session covering role, scope, compensation, must-haves, deal-breakers, and timeline.
- 02
Sourcing
Active outreach plus passive candidate network across the US and Canada. Initial longlist within five business days.
- 03
Screening
Phone screen, work-history validation, reference checks, and skills verification before a candidate reaches your inbox.
- 04
Shortlist
Documented shortlist of three to five candidates with notes on fit, motivations, and any flags.
- 05
Onboarding
Continuity support through offer, acceptance, and the first 30 days under applicable state, provincial, and federal employment law.
Industries
Where permanent engagements show up most.
- Hospitality and tourism
- Property and facilities services
- Professional and corporate services
- Logistics and operations
- Specialty trades
In practice
Every permanent engagement runs against a documented intake and a structured shortlist. No résumé blasts. No surprises after the offer.
Engagement flow
How a permanent engagement runs from intake to onboarding.
Same documented process whether the role is volume hospitality or an executive search. The depth changes; the structure does not.
Day 0
Documented intake
Permanent engagement begins with a 60 to 90 minute scoping call against a written performance bar.
Day 1 to 5
Pipeline activation
Pre-built bilingual pipelines per metro and industry. We do not start from a blank page.
Day 5 to 10
Calibrated shortlist
Three to five candidates with notes against the performance bar, never a résumé blast.
Day 10 onward
Post-placement support
Continuity through offer, acceptance, and the first 30 days. Same named recruiter throughout.
- Named recruiter on file, same person from intake through onboarding.
- Replacement provisions documented at intake, not bolted on after.
Compliance
Conducted under applicable US and Canadian employment law.
Every permanent engagement is structured to meet applicable federal, state, and provincial employment law in the relevant US or Canadian jurisdiction. Engagement-specific terms, replacement provisions, conversion paths, and cross-border considerations, are documented at intake.
What clients say
“Structured intake is what separates them. They ask the questions about the role, the team, and the operating cadence that the candidate will actually face. Placement quality reflects that homework.”
Multifamily Ops Director
Verified client
FAQ
Common questions.
Typical searches close within four to eight weeks from intake to accepted offer, depending on role seniority and market scarcity. Specialty and executive searches may take longer.
Replacement terms are documented in your engagement agreement. We design every search with retention in mind, but specific guarantee terms vary by role and engagement structure.
Every placement is conducted under applicable federal, state, and provincial employment law in the relevant US or Canadian jurisdiction. Final employment contracts are between you and the candidate; we provide compliance-aware support throughout the process.