RFP 0718 - Executive Recruitment Services

Location:	Alberta
Posted:	Jul 22, 2025
Due:	Aug 15, 2025
Agency:	Government of Alberta
Type of Government:	State & Local
Category:	R - Professional, Administrative and Management Support Services
Solicitation No:	AB-2025-05000
Publication URL:	To access bid details, please log in.

Open & Competitive Opportunity • Negotiated Request for Proposal

Open

Agriculture Financial Services Corporation

2.0        STATEMENT OF WORK
2.1        Introduction
To support its strategic priorities and commitment to organizational excellence, AFSC is seeking to engage one or more highly qualified executive recruitment firms. AFSC is currently accepting proposals from firms with a demonstrated history of success in identifying, attracting, and securing top-tier leadership talent. This includes C-suite executives, senior leaders, and other critical roles that are essential to advancing AFSC’s purpose and long-term vision. The selected firm(s) will serve as a strategic partner in helping AFSC build a high-performing leadership team that embodies its values, fosters innovation, and drives sustainable growth. Agencies will be expected to provide full cycle recruitment services for positions at the executive and senior management levels, including but not limited to:
•        Executive and senior leader search, including proactive headhunting
•        Needs assessment and role definition, including stakeholder consultations as needed
•        Market research and talent mapping
•        Development of compelling, inclusive candidate briefs and job postings
•        Strategic sourcing, including outreach to passive candidates
•        Screening, competency-based interviewing, and candidate shortlisting
•        Reference checks, education and employment verification, and background checks
•        Support for offer development, negotiation, and onboarding planning
•        Inclusive recruitment practices that promote equity and reflect diverse candidate pools
•        Labour market analysis and salary benchmarking
•        Skills assessments and pre-employment screening tools
Firms should demonstrate:
•        A minimum of five (5) years of experience in executive search; experience within public sector, Crown corporations, or regulated industries is considered an asset
•        A proven track record of successful placements in executive and senior leadership roles
•        Extensive networks and access to high-quality passive executive talent
•        Demonstrated ability to apply an equity-informed, culturally competent, and inclusive approach to executive recruitment, including proactive strategies to attract and assess diverse talent
•        Familiarity with public sector governance, accountability, and transparency requirements
The successful proponent(s) must have a well-established network with a proven track record of successfully recruiting executives across diverse organizations and have a deep understanding of recruitment best practices in executive searches and assessments.
AFSC intends to award to a maximum of two (2) successful Proponent(s) who will become “preferred Vendors” for AFSC.
Due to the “as-and-when needed” nature of these services, AFSC cannot guarantee any minimum level of expenditure.
2.2        Duration
The contract(s) will be established for an initial term of one (1) year, with the option to renew for up to four (4) additional one (1) year terms at the sole discretion of AFSC. This structure provides long-term continuity while allowing for periodic review and adjustment based on organization needs and Proponent performance.
2.3        Objectives
Scope of Services
Agencies may be engaged to provide comprehensive executive recruitment services that support the full lifecycle of talent acquisition for Executive and Senior leadership roles. These services are expected to be adaptable to a variety of executive positions and organizational contexts. Services may include, but are not limited to:
1. Strategic Consultation and Role Definition
Successful Proponents will collaborate with hiring leaders and Talent Acquisition to understand the organizational context, define the executive role, and develop a detailed candidate profile. This includes identifying key competencies, leadership attributes, and cultural fit considerations.
2. Customized Recruitment Strategy Development
Successful Proponents will design and implement a tailored recruitment strategy for each assignment. This includes identifying appropriate sourcing channels, timelines, and engagement tactics based on the complexity and seniority of the role.
3. Market Research and Talent Mapping
Successful Proponents will conduct market intelligence and talent mapping to identify potential candidates, including passive talent. This may involve benchmarking compensation, identifying competitor organizations, and analyzing talent availability in relevant sectors.

4. Talent Pipeline
Successful Proponents will have an already developed talent pipeline aligned with AFSC’s current and future leadership needs. This includes identifying high-potential candidates early in the process, establishing and strengthening relationships with passive talent, and maintaining engagement throughout the recruitment lifecycle. Firms are expected to leverage their networks and databases to ensure a continuous flow of qualified candidates, enabling AFSC to respond quickly to evolving organizational priorities and leadership vacancies.
5. Equity, Diversity, and Inclusion (EDI)-Focused Outreach
Successful Proponents will apply inclusive recruitment practices that proactively seek to attract candidates from underrepresented groups. This includes using diverse sourcing platforms, mitigating bias in screening, and aligning with the organization’s EDI goals.
6. Candidate Sourcing, Screening, and Shortlisting
Successful Proponents will manage the end-to-end candidate identification process, including outreach, resume screening, preliminary interviews, and the preparation of a qualified shortlist. Candidate summaries should include assessments of fit, strengths, and potential risks.
7. Interview Coordination and Advisory Support
Successful Proponents will assist in coordinating interviews, preparing interview panels, and advising on structured interview techniques. They may also provide tools such as scoring rubrics or interview guides to support consistent evaluation.
8. Reference and Background Checks
Successful Proponents will conduct comprehensive reference checks and background verifications, including employment history, education, and reputational assessments, to ensure the integrity and suitability of final candidates.
9. Offer Negotiation and Acceptance Support
Successful Proponents will support the negotiation of employment terms, acting as an intermediary where appropriate to align expectations and secure candidate acceptance. This includes advising on compensation, relocation, and onboarding timelines.
10. Onboarding and Transition Advisory
Successful Proponents may provide onboarding support to ensure a smooth transition for the successful candidate. This could include integration planning, early-stage coaching, or check-ins during the first 90 days.

Reporting and Performance Monitoring
To ensure transparency, accountability, and continuous improvement, Proponents will be expected to implement a structured reporting and performance monitoring process. This includes:
•        Regular Progress Updates: Provide timely and detailed updates on the status of each search assignment, including outreach efforts, candidate engagement, and projected timelines.
•        Candidate Reporting: Submit comprehensive candidate reports that include resumes, interview summaries, assessment results, and rationale for recommendations.
•        Final Candidate Packages: Deliver complete documentation for shortlisted candidates, including background checks (if applicable), reference summaries, and compensation expectations.
•        Post-Engagement Reviews: Participate in debrief sessions following each assignment to evaluate outcomes, gather feedback, and identify opportunities for improvement.
•        Performance Metrics: Track and report on key performance indicators such as time-to-fill, candidate quality, retention rates, and client satisfaction.
•        Annual Performance Review: Engage in formal annual performance evaluations with AFSC to assess overall service quality, responsiveness, and alignment with organizational needs.

Proponent Responsibilities
Proponents are expected to uphold the highest standards of professionalism, compliance, and ethical conduct throughout the engagement.
Responsibilities include:
•        Legal Compliance: Adhere to all applicable laws and regulations, including Alberta’s Freedom of Information and Protection of Privacy Act (FOIP).
•        Confidentiality: Safeguard all information related to AFSC and its candidates, ensuring strict confidentiality throughout the recruitment process.
•        Eligibility Verification: Confirm that all candidates presented are legally entitled to work in Canada.
•        Ethical Practices: Conduct all recruitment activities with integrity, avoiding conflicts of interest, misrepresentation, or any practices that could compromise the fairness or transparency of the process.

APC Reference # AB-2025-05000

Category Services

Posting Date • Time Jul 22, 2025 • 3:29 pm (MT)

Closing Date • Time Aug 15, 2025 • 11:00:00 am (MT)

Region(s) of Delivery Alberta, Lacombe

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RFP 0718 - Executive Recruitment Services

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