Live Assets | I.T. Staffing Solutions ads

In 20 years of recruiting, the biggest mistake I still see companies making hasn’t changed. Recruiters without technical backgrounds are posting jobs and conducting keyword searches to identify qualified candidates without really understanding the technology. If you are a hiring manager, chances are you are receiving resumes that are not properly screened, and valuable time is being wasted. Real technical recruiting needs qualified technical recruiters to conduct searches and have in-depth conversations, ensuring candidates have the experience and skills to find the right person for the job. Someone who has years of experience focusing on the skill set required to hit the ground running. What I see time and time again is non-technical recruiters trying to conduct searches using technology/AI and hoping to find the candidate needed. That is not recruiting. That is a waste of everyone's time and money. Don't forget highly skilled technical talent is working, not applying for jobs. A good recruiter has strong technical knowledge and knows how to find what you can't. The Live Assets | I.T. Staffing Solutions Team does good old-fashioned headhunting with new technology. We send three profiles, and one gets hired. 97% success rate! Curious what others are seeing in 2026?

Everything I've learned over 20 years in IT recruiting: what I look for, the questions I ask, and the red flags I watch for.

AI Can Match a Résumé. A Recruiter Needs to See Beyond It. There’s a lot of conversation about AI replacing recruiters. To me, the more important question is: what are clients actually relying on us for? If it’s simply matching a résumé to a job description, that part of recruitment is becoming easier to automate. But finding someone who can succeed in a particular team, with a particular leader, in a challenging business environment? That takes more than a skills match. It takes judgement. In technology staffing, the technical requirements are only part of the picture. A client may need someone who can lead through change, manage a difficult vendor, bring different business units together, or make progress when priorities aren’t clear. A résumé can tell you what someone has done. It doesn’t always tell you how they work, how they handle pressure, or how they bring people along. That’s where knowing your candidates and understanding your clients really matters. The relationships we build, the conversations we have, and what we learn from seeing people perform over time help us look beyond the résumé. When you’ve worked with a client repeatedly, you develop a better understanding of what works in their environment—and what doesn’t. I see AI as a tool that can help us work more efficiently and make better use of information. But we still need to ask the right questions, understand the context, and take responsibility for our recommendations. For me, the takeaway is simple: our value can’t just be sending résumés faster. It has to be helping clients make better hiring decisions. That’s the difference between being another supplier and becoming a trusted partner. If you’re hiring technology talent, let’s talk about more than the job description—let’s talk about who will succeed in your team.

GET /candidate/strong-fit → 404 Not Found Download my free IT Hiring Cheat Sheet to avoid 404 errors in your hiring. 20 years of IT recruiting taught me how to spot better candidates without wasting weeks on interviews.

Your competitors are filling their tech roles faster than you are. 1,000+ roles filled across Canada. 97% placement rate. Six senior engineers placed in a single month. That's the pace to expect.

Hiring for AI, IT, or Data roles? Finding the right technical talent takes time - and bad hires are expensive. At Live Assets, we’ve spent 20+ years helping companies hire top IT talent. We speak the IT language and have partnered with Fortune 500 companies to find the right fit, faster. Need to hire? Let’s talk.