High-volume hiring where every applicant hears back

Retail, logistics, care homes and contact centres hire in waves. TalentInitiator keeps the volume moving and the rules met, with a person deciding on every candidate.

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Triage that keeps a person in charge

The product sorts applicants and shows its reasons. Every move is still made by one of your recruiters.

Knock-out questions, such as a required certificate or shift availability, filter the list you look at. They never move a candidate on their own.
Each applicant is scored against your job-related criteria, with the quotes behind every score and what was hidden from AI.
Bulk holds and rejections apply one reason to each candidate and record who made them. No score threshold can trigger one.
The Today screen shows what needs a person now: decisions waiting for a reason, outcome notices coming due, interviews to review.

Ontario posting rules checked before you publish

Since January 1, 2026, Ontario employers with 25 or more employees must follow new rules for publicly advertised jobs. The posting composer checks each one and blocks publishing until the problems are fixed.

An AI-use statement in the posting when AI screens or assesses applicants.
Pay, and a range no wider than $50,000 a year.
No requirement for Canadian experience, in the posting or the application form.
A statement on whether the posting is for an existing vacancy.
An outcome for every interviewed candidate within 45 days.
Postings and application records kept for 3 years.

Sources

Employment Standards Act, 2000, s. 8.1 (publicly advertised job postings) Employment Standards Act, 2000, s. 8.4 (disclosure of AI use in postings)

Posting check

Personal support worker, evenings · Ottawa and Gatineau

Blocks publishing

Meets the rule
Pay shown in the posting
Pay is shown in the posting.
Employment Standards Act, 2000, s. 8.2 (compensation in postings)
Blocks publishing
Width of the pay range
The annual range is $60,000 wide ($45,000 to $105,000). Ontario allows at most $50,000. Narrow it before publishing.
Employment Standards Act, 2000, s. 8.2 (compensation in postings)
Blocks publishing
No “Canadian experience” requirement
One phrase requires Canadian experience, credentials, references or contacts, such as “Canadian experience”. Ontario prohibits this in job postings and application forms. Use the skills-first wording.
Employment Standards Act, 2000, s. 8.3 (no Canadian experience requirement)
Meets the rule
AI-use statement
The AI-use statement is in the posting, as Ontario requires.
Employment Standards Act, 2000, s. 8.4 (disclosure of AI use in postings)
Meets the rule
Existing-vacancy statement
The posting states that it is for an existing vacancy.
Employment Standards Act, 2000, s. 8.5 (existing vacancy statement)

The posting check run by the same compliance rules the product uses, on an example posting with a pay range that is too wide and a “Canadian experience” line. Illustration of the product, with fictional people and companies.

Quebec mode

For employers in Quebec, or jobs with Quebec candidates, the product switches to French-first defaults and the Law 25 paperwork.

Act respecting the protection of personal information in the private sector, s. 17 (communication outside Quebec) Charter of the French Language, ss. 41 to 46 (language of work and job offers)

French postings go out at the same time as English ones, and candidates see French first.
A posting that asks for a language other than French needs a written justification before it can be published.
Profiling functions are off by default and can be turned on only after reading what they do.
A transfer assessment is on file before candidate information is evaluated outside Quebec.
A privacy impact assessment template is tracked in the compliance centre.
Businesses with 25 or more employees have francization obligations. The product works in French for your own staff, not only for candidates.

Accessibility in postings and reports

Ontario organizations with 20 or more employees file an accessibility compliance report by December 31, 2026. The compliance centre reminds you, and the product does its part.

Postings tell candidates that accommodation is available on request.
Interviews offer extra time, text-only answers or a person instead.
Candidate screens are built to WCAG 2.1 AA and tested with a keyboard and a screen reader.

AODA accessibility compliance report (due 2026-12-31)

Hire for a store opening in the demo

Sign in as Jordan, an HR manager at a fictional retailer, or as Marc-André, who hires in French for a long-term care home in Laval.

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