Canadian Bridge Talent

Seoul

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KST

Toronto

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Now hiring

Bilingual Business Development & Recruitment Specialist

Korea · 360 full desk · 한국어·영어 이중언어 필수

Korean required · Full-time · Primarily remote

Location

Primarily remote
North York, ON

Type

Full-time
Permanent

Language

Korean + English
both required

Starting

$17.60/hr
$20.00 after prob.

About us

We staff Canadian workplaces. Our Korean division is growing.

Canadian Bridge Talent is a staffing and HR solutions company working across Canada — recruitment, payroll, HR, compliance, and workforce solutions. We are a licensed Ontario temporary help agency, which means we are the employer of record for the people we place: we run payroll, carry the coverage, and answer for the assignment.

This role exists because the Korean side of the business is growing faster than one desk can carry. We need a Korean–English bilingual professional to widen the client network, recruit the talent to service it, and build relationships that last longer than a single placement.

The role

One seat, three jobs.

This is a full desk. You are not handed requisitions by someone else, and you do not hand your placements off. You open the account, you fill it, and you keep it.

Business Development

Find the businesses, get the meeting, win the first requisition.

Recruitment

Take the intake, source, screen, interview, and place.

Client Relationships

Keep clients and placed workers steady, and grow the account.

You will work directly with Korean business owners, hiring managers, and job seekers, bringing them recruitment, staffing, payroll, HR, and compliance solutions. It suits someone who likes selling, recruiting, relationship-building, and untangling problems — often all in the same afternoon.

What you will do

The work itself.

Business development

Build relationships with Korean-owned and Korean-serving businesses across the Greater Toronto Area and beyond.
Introduce our recruitment and HR services to owners and hiring managers who have not heard of us.
Generate new business through outbound calls, disciplined follow-up, networking, and presence in the community.
Find the additional staffing opportunities sitting inside accounts we already hold.

Recruitment and talent acquisition

Run the intake properly — understand what a client actually needs, not only what the job posting says.
Source candidates through Indeed, LinkedIn, community groups, referrals, and online platforms.
Screen resumes and conduct candidate interviews.
Coordinate interviews between clients and candidates, and keep both sides moving.

Client and candidate relationships

Stay close to clients and to the people we have placed — not only when something goes wrong.
Resolve employee and client concerns early, and professionally.
Represent Canadian Bridge Talent well: with owners, with candidates, and in the community.

What you bring

Required, and nice to have.

Required

Fluent Korean and English, spoken and written.
A working understanding of Korean business culture and communication norms.
Comfort dealing directly with business owners and executives.
Confidence making cold calls, following up on leads, and asking for the business.
Strong communication, negotiation, and interpersonal skills.
Organized, self-motivated, and genuinely effective working remotely.

An asset

Experience in recruitment, staffing, HR, sales, business development, or account management.
Experience with Indeed, LinkedIn Recruiter, ATS platforms, or resume databases.
Additional languages.
Familiarity with Ontario employment standards.

◆ No recruitment experience? Apply anyway. The language, the community knowledge, and the willingness to pick up the phone are the parts we cannot teach quickly. The rest we can.

Compensation and terms

Stated plainly.

Employment type: Full-time, permanent
Location: Primarily remoteOccasional client visits and meetings at our North York office
Starting wage: $17.60 / hourDuring the probationary period
After probation: $20.00 / hour
Bonus: Performance-basedTied to placements and accounts you open
Growth: Reviewed as performance and responsibilities increasePath into senior recruitment, account management, or leadership

Why this seat

What you get out of it.

The whole business, not one slice. Full-desk experience across sales, recruitment, and HR — the fastest way to learn this industry.
A division that is actively growing, where the accounts you open are visibly yours.
Real standing in the Korean business community, built on relationships rather than transactions.
A defined path into senior recruitment, account management, or leadership.
Flexible and primarily remote, with an office to use when it helps.

What you will be selling

Know this cold before you call anyone.

You cannot sell a staffing service by describing it. You sell it by knowing, to the dollar, what a business is carrying today and what we take off them. Two offerings do almost all of our revenue.

OFFERING 01Our core business

Staffing with Employer of Record

A client needs people. We find them, hire them onto our payroll, and place them at the client’s site. The client directs the work day to day. We remain the legal employer — on paper, at law, and on the WSIB account. The client verifies hours and pays one hourly rate on one invoice.

Sold properly, this is not a body-shop transaction. It is a business removing an entire function from its books.

What we place

Temporary — seasonal peaks, projects, absence cover, and the safest way for a client to trial a worker before committing.
Temp-to-permanent — the client evaluates on the job, then converts. Hiring risk drops close to zero.
Contract — a fixed term with a defined end and no severance conversation attached.
Direct placement — we recruit, they employ, we invoice a one-time fee.

How a worker reaches a client site

Screening against the role’s real requirements, not its job title.
Interviews — phone, then video or in person. Skills and fit assessed separately.
Verification — employment history, education, certifications, and reference conversations rather than tick-boxes. Criminal record checks with the candidate’s consent, where the role genuinely requires one.
Work authorization — permit type, expiry, and any employer condition on the permit, confirmed before placement. An employer-specific permit naming another company is a hard stop.
Skills assessment where the role needs proof rather than a claim.

Training we complete before day one

Worker Health and Safety Awareness in 4 Steps — mandatory in Ontario for every worker.
WHMIS wherever hazardous materials are handled.
Workplace violence and harassment: the policy, the reporting route, and what to do.
Role-specific tickets arranged as required — Smart Serve, Food Handler, First Aid and CPR, forklift and equipment certifications.

□ Learn this boundary and never blur it. We provide general and safety training and carry every employer obligation. The client provides site-specific and task-specific training, supervision, and day-to-day direction. When a client asks us to supervise, the legal separation that protects them stops working.

OFFERING 02

Employer of Record, on its own

For a business that already has its people and does not want the machinery of employing them. Their staff transfer onto our payroll. They keep complete operational control — who they hire, how they manage, what the culture is. We take the paperwork and the liability.

Most prospects have never heard of this, which is exactly why it opens doors. A business owner who says “we do our own hiring, we don’t need an agency” has just told you they are the ideal candidate for it.

What transfers to us

Payroll processing, pay stubs, direct deposit, T4s, and Records of Employment.
CPP, EI, WSIB premiums, and Employer Health Tax where it applies.
WSIB claims — reported on our account, managed by us, including return-to-work.
ESA and Ontario Human Rights Code compliance, and the exposure that comes with it.
Terminations and off-boarding handled compliantly, with the wrongful dismissal risk on us.
Ministry of Labour and CRA inquiries about payroll and employment status.

THE NUMBERS

What an hour of labour actually costs.

Most business owners think a worker costs their wage. They are wrong by about a sixth — before anyone has spent a minute recruiting. This table is the most useful thing you will carry into a meeting. It is arithmetic from statute, not a sales claim, which is exactly why it works.

Illustrative — Ontario general minimum wage, $17.60/hour
Component	Basis	Per hour
Base wage	What the worker is paid	$17.60
Vacation pay	4% of wages, ESA minimum (6% after 5 years)	$0.70
Public holiday pay	9 Ontario public holidays, about 3.5%	$0.61
CPP, employer share	5.95% above the $3,500 annual exemption	$1.03
EI, employer share	1.4 × the employee premium	$0.43
WSIB premium	Varies by class; 1.30% shown	$0.25
Employer Health Tax	1.95%, and only above $1M of payroll	$0.00
Direct employer cost	A 17% burden on top of the wage	$20.62

And this is what they have not counted

Job advertising and sponsored postings — thousands a year for a business hiring continuously.
Manager hours spent screening, interviewing, and chasing no-shows.
Onboarding and mandatory safety training, paid for before anyone is productive.
Payroll administration, remittance deadlines, and the penalties for missing them.
WSIB claims management, and what a claim does to their own premium rate.
Turnover, same-day absence cover, and the cost of a line running short.
Wrongful dismissal exposure on every single termination.

Now how we bill it. We quote an agency fee as a percentage of the wage. That is the number the client hears, the number on the agreement, and the number you will be asked to defend. At our usual 25%:

One ten-hour shift, invoiced
Line	Basis	Amount
Wages	10 hours at $17.60	$176.00
Agency fee	25% of wages	$44.00
Subtotal	Our revenue — $22.00 per hour worked	$220.00
HST	13%. Collected and handed to the CRA. Never ours.	$28.60
Client invoice	What they pay for the shift	$248.60

Now put the two tables together, because this is the number that decides whether a placement is worth doing at all. Those ten hours cost us $206.20 to employ — ten times the $20.62 above. We invoiced $220.00 of revenue against it.

Gross profit on the shift: $13.80. Not $44.00. The agency fee is not the profit; it is what is left after the wage, and most of it is immediately eaten by the statutory costs the client never sees.

What each fee actually leaves us, on a $17.60 wage
Agency fee	Bill rate	Gross profit/hr	Margin
17.2%	$20.62	$0.00	break-even
25% — our usual	$22.00	$1.38	6.3%
30%	$22.88	$2.26	9.9%
35%	$23.76	$3.14	13.2%
40%	$24.64	$4.02	16.3%

□ Our break-even is a 17.2% fee. That is what it takes just to cover the loaded employer cost — wage, vacation pay, public holiday pay, CPP, EI and WSIB. Anything below it and we are paying for the privilege of supplying the worker. Everything above it still has to cover rent, our salaries, advertising, software, and the placements that go wrong, before a single dollar becomes actual profit. Never discount toward that line to win a deal. If a prospect will not pay the rate, bring it back rather than solving it yourself.

□ Three you will be asked about. The fee percentage moves with the role, the volume and the risk — take it from the current rate card, never from memory or from a number you heard in a meeting. Overtime past 44 hours in a week bills at time and a half, and the client authorises and tracks it. HST at 13% sits on top and is a recoverable input tax credit for most registered businesses, so it is not a real cost to them — say so before they ask.

HOW WE CHARGE

Three ways to engage a business.

Not every client wants the same thing, and proposing the wrong model loses deals that were winnable. Learn all three, and learn the question that tells you which to reach for: who does this business want to be the employer?

01 Employer of RecordMost popular We employ. They direct the work. Most businesses go with this.

The worker is on our payroll. We make and remit every statutory deduction, carry WSIB, own the ESA obligations, and take the termination and claims risk. The client verifies hours and pays one invoice.

Wage plus our agency fee
Quoted as a percentage of the wage. At 25% on $17.60$22.00 / hr

Plus HST on the invoice
Collected and remitted; a recoverable credit for most registrants13%

Overtime past 44 hrs/week
Client authorises and tracks it1.5×

Never quote below break-even
The fee must clear the loaded employer cost17.2% floor

Propose it when the work is temporary, seasonal, contract, or a trial before permanent — or when a client is nervous about hiring risk, WSIB, or a termination they once got wrong. This is your default.

02 HR & Compliance Services They stay the employer. We run the function around it.

We are not the employer here and we do not run payroll. That stays with the business, along with its deductions and its liability. What we provide is the function: recruitment and screening, compliance monitoring as the rules change, policy and documentation, guidance through a Ministry of Labour inspection, incident and complaint handling, and training.

Say that boundary out loud on the call. A client who believes they have bought a liability shield and has not is a complaint waiting to happen.

Percentage of gross wages
Clients with 3+ employees. On $1,408 bi-weekly gross that is $140.80, or $159.10 with HST10%

Flat rate per hour worked
On 80 hours: $160.00, or $180.80 with HST$2.00 / hr

Monthly retainer per employee
$113.00 per employee per month with HST$100 / mo

Retainer, Korean-language service
Delivered bilingually. $169.50 per employee per month with HST$150 / mo

Propose it when a business already has its people and will not hand payroll over, but is exposed on compliance, has no written policies, or has just had a scare. Ontario enforces this seriously: ESA convictions carry corporate fines into the hundreds of thousands, OHSA penalties for corporations run into the millions, and defending a single wrongful dismissal claim routinely costs tens of thousands.

03 Head Hunting We find the person. They hire them directly. One flat fee.

We source, screen and present. The client employs the person themselves and our involvement ends at the start date. No ongoing relationship required — which is exactly why it works as a door-opener with a business that will not touch temporary staffing.

Korean-speaking placement
Smaller candidate pool, longer search$500

General placement$250

Plus HST13%

Those are our rates for hourly and general roles. Skilled, technical and salaried searches are quoted separately — do not apply this fee to a $70,000 position. Bring it to Director Fardeen.

Propose it when the role is permanent, or when a prospect has said no to everything else. A single placement fee is a small yes, and a small yes gets you back in the building.

The argument that works across all three

Our fee is a deductible business expense. For an Ontario small corporation paying roughly 12% combined on active business income, $10,000 spent with us reduces the tax bill by about $1,220 — so the real cost is nearer $8,780. Say it accurately: it lowers the net cost of something they need. It is not a reason to buy something they do not.
Every owner splits their week between the thing they sell and the admin around it. Ask them what that split looks like. When the answer is anything like three quarters product and one quarter paperwork, you have found the sale — we buy the paperwork quarter back.
Start with the smallest yes. One placement, one month of HR support, one head-hunt. Land it, deliver it well, and the second conversation is a completely different conversation.

□ Where the models cannot be mixed. When we are the Employer of Record we run compliant payroll with full source deductions — there is no cash arrangement, no version where the worker is left to handle their own remittances, and no discount for going around it. Under Model 02 the client is the employer and their payroll is entirely their own responsibility. Do not blur the two on a call, and if a prospect asks you to, bring it back to us rather than answering on the spot.

THE MARKET

Who buys this, and how big they are.

We sell to businesses of every size, and the approach changes with each. What does not change is our willingness to start small.

1–4 STAFF

Micro

We will place a single worker. Deliberately, not reluctantly.

5–50 STAFF

Small to mid

Consistent need, and ready for more than one service.

50+ STAFF

Large

Volume temporary, permanent search, and full administration.

Start with one. A single placement is the cheapest sales pitch we have. One worker who turns up on time and does the job proves more in a week than any deck does in an hour, and it puts you inside the building when their next problem appears. Never treat a one-person order as too small to bother with — treat it as the opening you were looking for.

□ Treat every headcount below as a floor, not a forecast. Real numbers move hard with the client’s industry, their season, and what they have just won. During peak periods the actual requirement is routinely several times these figures.

01 Warehousing & LogisticsThe GTA is a national distribution hub. Volume swings constantly with shipping schedules, seasonal peaks and one-off projects. 2–100+ per client

Who they are

Distribution centres for major retailers and e-commerce, third-party logistics providers, freight forwarders, courier depots, cross-docking facilities, cold storage.

Roles we place

General labour — packing, sorting, loading and unloading, palletising, kitting, shrink-wrapping. Forklift operators — counterbalance, reach truck, order picker, walkie-rider. Order pickers and packers on RF scanners. Shipper/receivers handling documentation and verification. Lumpers paid by container or truckload. Warehouse cleaners.

Typical volumes

Small depot or 3PL 2–10 · regional distribution centre 10–30+ · major fulfilment centre 30–100+, considerably more into Black Friday and Boxing Day.

02 Manufacturing & ProductionDowntime is the enemy. A line two people short is a line running slow, and that is a number the plant manager already knows. 3–50+ per client

Who they are

Food and beverage processing, bakeries, meat processing, bottling plants, light assembly for electronics and auto parts, print and packaging, injection moulding, metal fabrication, textiles and apparel.

Roles we place

Production line workers and assemblers. Entry-level machine operators loading materials and off-bearing finished product. Packers boxing and labelling for shipment. General labour for material handling and line cleaning. Basic QC inspectors doing visual and simple measurement checks.

Typical volumes

Small workshop or plant 3–15 · medium to large plant 15–50+, higher again where they run multiple shifts or land a large unexpected contract.

03 RetailFront-of-house is mostly permanent. The temporary money is back-of-house and in the peaks. 2–20+ per location

Who they are

Grocery and supermarkets, big box retail, department stores, apparel, garden centres, pop-up and event retail.

Roles we place

Stock associates and restockers, often overnight or early morning. General labour for store setups, resets and renovations. Short-term cashiers through holiday rushes and sale events. Basic merchandisers working to planograms. Cart attendants.

Typical volumes

Individual store 2–10 · chain location 5–20+ around Christmas, back-to-school, inventory counts and store resets.

04 Hospitality & Food ServiceDemand spikes by the hour, and staffing consistency is this sector’s standing problem. Say that out loud and you will get a meeting. 1–50+ per client

Who they are

Quick service and casual dining, cafeterias, hotels, catering companies, banquet halls, event venues, food courts and commissaries.

Roles we place

Dishwashers and kitchen porters — the roles nobody can operate without. Food prep, portioning and basic preparation. Bussers and dining room attendants. Servers and banquet staff for events. Utility cleaners. Event setup and teardown crew.

Typical volumes

Restaurant 1–5 per shift for peaks and call-outs · hotels, venues and caterers 5–50+, almost entirely event-driven.

05 Construction & Trades SupportSkilled trades need unskilled support, and site phases create sharp, short, predictable demand. 2–30+ per site

Who they are

General contractors, subcontractors across trades, property developers, demolition companies, restoration firms working after floods and fires.

Roles we place

General construction labour — site cleanup, moving materials, assisting tradespeople, digging, basic demolition. Site maintenance and waste disposal. Traffic control persons where the certification is held.

Typical volumes

Small to medium site 2–10 · large project 10–30+, concentrated in site prep and cleanup phases.

06 Cleaning & MaintenanceContract-driven work with sharp spikes for post-construction handover and deep cleans. 1–10+ per contract

Who they are

Commercial cleaning contractors, property management companies, post-construction cleaning services, industrial cleaning.

Roles we place

Commercial cleaners for offices, retail and industrial sites. Janitorial staff for general building upkeep. Ground-level window cleaning. General labour for deep cleans and special projects.

Typical volumes

1–10 per facility or contract. Post-construction cleanups need larger teams deployed for a short, intense window.

07 Events & PromotionsThe purest temporary demand there is: enormous headcount, very short duration, booked well in advance. 5–100+ per event

Who they are

Event management companies, promotional marketing agencies, trade show and exhibition organisers, arenas and sporting venues, festivals.

Roles we place

Setup and teardown crew assembling booths, stages and signage. General event staff, ushers and ticket takers managing queues and attendees. Brand ambassadors for sampling and distribution. Parking attendants. Event logistics labour.

Typical volumes

5–100+, entirely scale-dependent. A weekend festival can need hundreds; a corporate event a dozen.

08 Landscaping & GroundsPure seasonality, running in both directions — growth through spring and summer, snow through winter. 2–15+ per company

Who they are

Commercial landscaping companies, property maintenance firms with landscaping divisions, contractors working municipal seasonal work.

Roles we place

General landscaping labour — planting, weeding, mulching, raking, lawn cutting, site cleanup. Seasonal snow removal — shovelling and salt spreading for commercial properties.

Typical volumes

2–15+ per company at seasonal peaks: spring and fall cleanups, and every significant snowfall.

How to use this list

Listen for the pain, not the sector. Unpredictable demand, a seasonal rush they dread, chronic no-shows, nobody reliable for short-term work — those sentences are your opening, whichever industry they come from.
Sell the function, not the body. You are not renting them a worker. You are offering to run their workforce: temporary and permanent hiring across departments, payroll, HR, scheduling, and compliance. That is a far larger conversation and a far larger account.
Raise permanent placement early with any client showing repeat demand. It is what separates us from an agency that only rents people out, and it is often the reason a prospect stays.
Think past this list. It is not exhaustive and it was never meant to be. Care homes, cannabis production, film and studio support, recycling and waste, agriculture and greenhouses — all of it is in range.

□ Never decline a requisition you are unsure about. Our volume sits in general labour, but our capability does not stop there — we place skilled, technical and senior roles too. If a client asks for something outside your comfort zone, do not say no and do not guess. Take the details, say you will come back to them today, and escalate to Director Fardeen. We have the network to source it.

THE PROCESS

From first call to first invoice.

01 · Discovery

The role’s actual day-to-day functions, and which hard skills are genuinely non-negotiable.
Required certifications and licences.
Language requirements, where the job truly has them.
Bona fide physical demands — lifting, standing, shift length.
Start date, employment type, and shift pattern.
Never accept criteria based on age, sex, origin, creed, or any protected ground. Redirect to the real requirement behind the request, and write down that you did.

02 · Rate and schedule

Agree the pay rate and the bill rate in writing before anyone is sourced.
Confirm the payroll cycle. We work with weekly and bi-weekly clients so our people are paid promptly.

03 · Match and place

Shortlist from the existing pool, then screen again against this specific role and site.
Present candidates for approval, or deploy immediately where the client has pre-approved for urgent cover.

04 · Timesheets, invoice, and paying our people

The client verifies and submits hours at the end of each pay period.
We invoice on receipt, consolidated into one document.
We pay our employees on schedule whether or not the client has paid us. We are their legal employer, so that obligation is ours. In practice it bridges up to two weeks of the client’s cash flow — a real benefit, and worth saying out loud in a pricing conversation.

How to apply

Nine steps, about six hours.

We would rather see how you work than hear how you would work. Everything below you do on your own, in your own tools, at your own pace. There is no test to sit and no timer running. Take the steps in order — each builds on the last — and send the whole thing in as a single email when you are finished.

One warning before you plan your time: step 05 puts you on the phone to real businesses during their working hours. Read it now, not when you get to it, so you can put it on the right day of the week. And keep every note you make along the way — this is the last stage before your final interview, and your submission is what that interview is built on.

◆ Nothing is submitted through this page. This is a brief, not a form. It collects nothing, sends us nothing, and there is no upload button anywhere on it. Your work reaches us by email, in step 09.

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Ticks are stored in this browser only. We cannot see them.

When you are finished

Send it as one email.

One message, with everything attached or linked. If a file is large, a shared link is fine — just check the sharing permissions before you send. If something here was unclear, or you disagreed with a premise, say so in the email body. We read that.

Send to

fardeen@canadianbridge.ca

Subject line

Bilingual BD & Recruitment Specialist — Your Name

Deadline

3 days from receipt

What happens after you send it

This is the last step before your final interview.

Everything you have just done becomes the agenda for that conversation. We will go through your submission with you, in detail — your target list, the model you chose and the arithmetic behind it, the outreach you wrote, and the calls you made.

So you know exactly what to expect

We will pick a call and ask you to walk us through it — most likely one you thought went badly. That is not a trap. It is the most useful conversation we can have with you, and how you talk about a call that went wrong tells us far more than one that went well.
You will be asked to defend your pricing. Expect “why this model and not the other two”, and expect someone to push back on your numbers. Know how you got to them.
Bring your notes. All of them, including the messy ones. You will want them in front of you.
It has to be your own work. If someone else wrote your outreach or made your calls, it becomes obvious within about two minutes of us asking about it, and that ends the process. We would far rather see rough work you can stand behind than polished work you cannot.

We are not looking for a perfect submission. We are looking for one that is genuinely yours, and one you can talk about for an hour. Do the work honestly and that hour will be the easiest part of this whole process.

We never charge candidates a fee — not for placement, not for assistance, not at any stage. If anyone ever asks you for one on our behalf, tell us.

Accommodation. We accommodate applicants with disabilities throughout the hiring process. Tell us what you need and we will arrange it — asking will not affect how your application is assessed.

Canadian Bridge Talent is a licensed temporary help agency operating in Ontario, Canada. Assignment employees are employed by Canadian Bridge Talent, not by the client site. We are an equal opportunity employer and welcome applications from everyone legally entitled to work in Canada.