The Deep Dive®
What Is the Deep Dive®?
The Deep Dive® is Bilingual Source's trademarked method for learning the real job before we search. We meet the hiring manager directly in charge of the role, visit the team when possible, ask about the hardest parts of the work, and define the team's DNA. Only then do we start sourcing candidates. See how the Deep Dive® works.
How Is the Deep Dive® Different From a Standard Job Intake?
A standard intake covers duties, compensation, and benefits. That is where the Deep Dive® starts. We also learn what makes someone excellent on your team, what would make a skilled person fail there, and which three qualities every hire must share.
Who Takes Part in the Deep Dive®?
The hiring manager directly in charge of the role, with talent acquisition when you have that team. When we visit on site, we also spend time with your top performers.
Do You Visit Our Workplace?
When possible, yes. We shadow your top performers, listen to customer calls with your consent and within your privacy rules, and observe the workspace dynamics. Some roles, such as field or travelling roles, make a visit less practical, and we adapt.
Does the Deep Dive® Work for Executive and Leadership Searches?
Yes, and it goes further. For a senior seat, the DNA list can be a little longer than three, but it stays short. We also ask you to measure internal candidates against the DNA first, so an external search starts only when it is needed.
How Do I Start a Deep Dive®?
Book a Deep Dive® call, or email info@bilingualsource.com and tell us about the role you need to fill.
Team DNA
What Does DNA Mean in Hiring?
Your team's DNA is the short list of qualities your best people already share, the ones that make someone thrive on your team and stay. Skills can be taught. DNA cannot.
Is DNA the Same as Culture Fit?
No. We mean job-related traits your top performers share, not personality, origin, or social fit. Each value is defined in writing, and every candidate is assessed against the same values with the same questions.
Why Choose Only Three DNA Values?
The limit forces a decision. The first two values are usually easy to pick. The third makes your leaders decide what matters most on this team.
Is DNA Defined for the Whole Company or for Each Team?
For each team. A customer service team, a marketing team, and a field service team succeed for different reasons, so each one chooses its own DNA. Leadership can also define the values expected at the leadership level.
What Do We Receive After We Send Our Top 3?
Free interview questions written for your three values, sent by email. When we run your search, they grow into a custom interview package for your position, with a scoring guide. It is part of the Deep Dive®, and we coach your hiring managers on how to use it.
Will Candidates Ever See Our DNA Interview Questions?
Never. The questions are for your interviewers only. A candidate who saw them in advance could tailor the answers, and the questions would no longer protect you or the candidate.
How Does DNA Work for Sales Roles?
Sales hires are assessed on two sets: three Team DNA values and three Sales DNA values, chosen from 13 sales qualities. We build one interview package covering all six. See Sales DNA.
Where Do We Find the DNA Values?
All 20 Team DNA values, with definitions, are on the DNA Values page. Choose three with your leaders and send them to us.
Accuracy and Retention
What Is Your Fill Ratio?
84.5% for the 12 months ending December 2025. Fill ratio is the share of the searches we take on that we fill. We measure it every December for the previous 12 months.
What Is Your Stick Rate?
97% for the same 12 months. Stick rate is the share of the candidates we place who stay in the role.
How Do You Make Long-Term Matches?
Three things: the candidate shares your team's DNA, the role is a genuine step forward for them, and we stay involved through the resignation period and the first three months. Some of the people we placed are still in their seats up to 20 years later (see the examples).
How Many Candidates Will You Present?
We would rather send you three candidates you want to meet than ten you have to sort through. Every candidate we present has cleared our checks and matches both the job and your DNA.
How Do You Verify Candidates?
References are confirmed with the person who truly managed the candidate. Current employment is verified. Résumé, LinkedIn, and dates are checked against each other. For bilingual roles, written and spoken French are assessed.
How Do You Deal With AI-Tailored Résumés?
Résumés can now be tailored to any job description, at scale, so a polished résumé proves very little. We ask precise questions about the real work. The details are where a fabrication falls apart.
What If You Find a Concern About a Candidate?
We tell you, and we say exactly where the risk is. If a candidate is not right for you, or the role is not right for them, we will step back rather than push the hire through.
What Happens Between the Offer and the Start Date?
This is when counteroffers, exit interviews, and cold feet can derail a hire. We stay close to the candidate through the resignation period and check that they have what they need for their first day.
Do You Follow Up After the Start Date?
Yes. We check in with you and your new hire through the first three months. If either side raises a concern, we act on it the same day.
Bilingual Hiring
What Kind of Bilingual Talent Do You Recruit?
French-English bilingual professionals for permanent roles across Canada.
How Do You Assess French Language Skills?
Written and spoken French are assessed for every bilingual role, and the results are shared with you, so there are no surprises in the interview.
What Types of Bilingual Roles Do You Fill?
Bilingual roles across functions, including customer service and contact centre, sales, operations, finance, field service, and leadership roles.
Where Do You Recruit?
We recruit French-English bilingual talent across Canada, from our head office in Toronto.
Working With Bilingual Source
How Long Has Bilingual Source Been Recruiting?
Since 1984.
Who Leads Bilingual Source?
Greg Benadiba, President and CEO. He has been a recruiter for more than 20 years and is the author of Recruitment Principles.
Will You Recruit Our Employees Away After We Hire Them Through You?
No. People we place with you are off limits while they remain with you, with no time limit. The only exception is written authorization from you, with the person's consent. Read our Placement Promise.
What Happens If a Placement Does Not Work Out?
Every placement comes with a three-month replacement period after the start date. If you need more time, we extend it free of charge on request.
Do You Work With Our HR and Talent Acquisition Team?
Yes. We work alongside talent acquisition and the hiring manager, so everyone interviews against the same brief.
Can We Start Before We Have an Open Role?
Yes. You can define your team's DNA now with the 20 DNA values, so the search starts faster when the role opens.