SECOND GENERATION SPECIALIZED RECRUITMENT FIRM CONTINUES LOCAL SUCCESS

STEVENSON & WHITE has successfully navigated the many changes and challenges facing the world of employment and recruitment over the first quarter of the 21st century.

Having been involved with Ottawa recruitment since 2000, Stevenson & White’s rich history and connections in finance, accounting, and payroll, has allowed them to move quickly to provide qualified candidates to local companies. They have successfully placed many finance professionals, from bookkeeper all the way up to the executive level, including Vice-President of Finance and Chief Financial Officer.

Stevenson & White’s leadership has now passed to the second generation after the retirement of Anne Stevenson, who co-founded the business in 2000. Anne’s sons, Matt Stevenson and Paul Stevenson are the current managing partners.

“Anne left big shoes to fill. Paul and I benefited greatly from her mentorship by being able to work so closely with her before she retired,” says Matt, 34, who joined the company in 2013.

“I have a ton of respect for both Matt and Paul and the way they’ve handled the next generation of Stevenson & White,” says Jen Danby McDonald, manager of corporate services, who has been with the firm since 2005. “I see characteristics of Anne, and strengths that led to her success, in Matt and Paul, that also make the two of them great recruiters and great people to work for.”

Stevenson & White has experienced steady growth in spite of the restrictions posed by the COVID-19 pandemic. Placements have increased by 36 percent over the last five years.

The biggest change in recent years has been the more ubiquitous use of technology, with applications like Zoom and Teams meetings replacing those that would have taken place in person just a few years ago, with the current necessity for more virtual access. As a result, “we’re able to connect with a lot more candidates and clients in different locations,” says Paul, 38, who joined in 2018.

Candidates are being recruited strictly for Ottawa companies, which has proven to be an advantage, says Matt, because it allows Stevenson & White to keep in touch with repeat clients and watch them progress over their careers, further strengthening the relationships that have been built.

But while technology has undergone big changes, the firm’s high ethical and personal standards, and the desire to provide quality service to their clients, remain what it has always been. “A big part of our ethics are making sure that we are honest, genuine in our approach, and always putting the best interests of our clients and candidates first,” says Paul.

“We’re not the type of recruitment firm that is going to tell someone what we think they’ll want to hear in an attempt to secure the placement. If we don’t think it’s the right position for you for various reasons, we’re going to tell you that. Clients and candidates really appreciate and respect that we’re upfront with them,” he adds.

Matt provides an example of a recent placement in the wake of the pandemic.

“We had a situation where a client reached out because their Controller was resigning. They were too busy themselves to deal with the replacement and needed to get it done quickly. This was a key person in their office and critical deadlines were approaching. They also needed someone willing to work in the office full-time, which they knew would pose a challenge,” Matt explains.

“We were able to prioritize the search and provide them with a shortlist of strong, and well-qualified candidates, some of whom

Stevenson & White has been required to take their service to the next level in the current market. Companies, especially in their HR departments, are busier than ever, managing employee issues, mental health and wellness initiatives, as well as work from home policies, which is where recruitment companies can add value.

Moreover, “personal lives are entering work life now more than ever. To attract top talent, companies need to be aware of this, be flexible, and take the time to find out what’s most important to candidates, greatly increasing the chances of them accepting the role and staying long-term,” says Tracey Windsor, Stevenson & White’s senior recruiter who joined the firm in 2017.

“We’ve found that it’s harder for hiring managers and HR to devote time to this task themselves, which is where we come in. We take the time to make the match and ensure the fit. Our clients know that we are going to provide them with solid candidates,” she adds.

Stevenson & White has a small tight-knit team who are supported in their endeavours by recruitment office administrator Cary Hodgson.

“We’ve always maintained a flexible work culture,” Matt explains. “We provide our team members with a lot of trust and autonomy which in our experience leads to better results and happier employees.” were only passively looking. We worked with the client to make the decision, sharing the information we had gained from our in-depth interviews with each candidate. The candidate chosen was able to start promptly, and get up to speed quickly, allowing for a smooth onboarding,” he adds.

Work-life balance, and cherished family time, is also valued by all employees at Stevenson & White, including Matt and Paul, who are both married with two young children each. This approach started under Anne Stevenson, as she built the business and provided the foundation for the success it has become today. And it is being continued into the second generation of leadership.

Stevenson & White looks forward to the next chapter, navigating the evolving workplace reality while growing the business organically to ensure their standard is never compromised.

“We are excited to continue to help companies grow and strengthen their finance teams, providing the high level of service that has made us an important part of the local business community,” says Matt.