In this exclusive interview with CanadianSME Small Business Magazine, Nickolas Scrymgeour, Co-Founder and Managing Partner of CorGTA, shares insights on the evolving landscape of technology recruitment and the innovative strategies driving the growth of his Canadian recruitment firm. With over 15 years of experience, Nickolas discusses how CorGTA is leveraging cutting-edge technology, market insights, and personalized client relationships to help businesses attract top-tier talent in a highly competitive market. From AI-driven hiring to embracing remote work trends, Nickolas highlights the key factors shaping the future of recruitment, while also addressing the unique challenges and opportunities within the Canadian job market.
Nickolas Scrymgeour is a Co-Founder and Managing Partner of CorGTA, a leading Canadian technology recruitment firm recognized for its impact across IT, digital transformation, and business professionals. Since launching the company in 2015, Nick has helped scale CorGTA into a trusted talent partner for some of the country’s most respected organizations, including major banks, retailers, and enterprise tech firms.
With a deep entrepreneurial drive, Nick has always believed that business success comes down to people, both the clients who trust CorGTA to solve complex hiring challenges, and the internal team who work relentlessly to deliver results. That people-first mindset has shaped the company’s culture and driven its reputation for quality, speed, and long-term relationships.
How has CorGTA leveraged technology and innovation to streamline the recruitment process, and how has this impacted client satisfaction and business growth?
At CorGTA, we leverage technology and innovative recruitment strategies to streamline the hiring process, ensuring speed, accuracy, and exceptional candidate matches. By integrating AI-driven sourcing tools, automation for initial screenings, and data analytics for market insights, we’ve significantly reduced time-to-hire while improving quality. This tech-enabled approach allows our recruiters to focus on building relationships and deliver personalized solutions, leading to higher client satisfaction and long-term partnerships. As a result, our business has grown steadily, expanding our reach and solidifying CorGTA as a trusted leader in technology recruitment across Canada to date.
What emerging trends in technology talent acquisition do you see, and how are companies in various sectors adapting to these changes to stay competitive?
The technology talent acquisition landscape is evolving rapidly, with companies adapting to new trends to stay competitive. Some of the key shifts we are seeing include:
- AI & Automation in Hiring – Companies are leveraging AI-driven tools for resume screening, chatbots for candidate engagement, and predictive analytics to identify top talent faster. AI and automation have transformed hiring by streamlining resume screening, candidate engagement, and talent identification, however we’ve seen that they still can’t replace the human expertise, relationship-building, and strategic insight that recruitment agencies like CorGTA provide.
- Skills-Based Hiring – Organizations are focusing more on skills and competencies rather than traditional credentials or role titles, allowing them to tap into a broader and more diverse talent pools.
- Remote & Hybrid Work Models – The demand for flexibility remains strong, and companies that offer remote or hybrid opportunities continue to attract top-tier talent
- Employer Branding & Candidate Experience – Businesses are investing in their brand reputation and streamlining recruitment processes to enhance candidate engagement and retention
- Diversity, Equity & Inclusion (DEI) – Companies are actively implementing DEI strategies to build inclusive teams and drive collaboration.
At CorGTA, we help our clients navigate these changes by integrating technology-driven recruitment strategies and providing market insights to ensure they attract, hire, and retain the best tech talent in a competitive landscape.
What core values or practices have been essential in fostering long-term partnerships with your clients, and how do you ensure these relationships continue to thrive?
At CorGTA, our long-term client partnerships are built on three core values: trust, transparency, and results. People are first, everything else follows. We act as a true extension of our clients’ teams, understanding their unique hiring needs and delivering high-quality candidates consistently, looking to ensure we don’t waste client’s time. Our open and honest communication is at the heart of our process. We provide real-time market insights, set clear expectations, and keep clients informed every step of the way. Our commitment to excellence and long-term success has made us not just a recruitment partner, but a trusted advisor in talent acquisition.
As a Canadian-owned firm, how do you tailor your recruitment services to meet the unique needs of the Canadian market, and what opportunities or challenges do you see in this context?
As a 100% Canadian-owned firm, CorGTA understands the unique dynamics of the Canadian job market, allowing us to tailor our recruitment strategies to meet local hiring needs effectively. We prioritize things like bilingual & provincial talent tools where we can source both English- and French-speaking candidates, ensuring businesses can find top talent across all provinces for their hiring needs. Our deep understanding of Canadian employment laws, diversity initiatives, and evolving workforce trends enables us to provide clients with targeted hiring solutions. Canada’s tech industry is experiencing significant growth YoY, with a notable increase in demand for specialized roles in artificial intelligence (AI), machine learning, and cybersecurity more recently, giving CorGTA the opportunity to continue to provide top tier talent in these domains.
What strategic advice would you offer to small and medium-sized businesses looking to improve their recruitment processes and attract top technology talent in today’s competitive market?
For small and medium-sized businesses (SMBs) looking to attract top technology talent in today’s competitive market, a strategic approach is key. The biggest thing would be that the top candidates in the market move fast. Ensure your interview process is efficient, with clear timelines and quick decision-making to avoid losing talent to competitors. From there make sure you offer competitive packages – salaries, remote/hybrid work options, and strong benefits can give you an edge over larger companies. Last thing, Partner with experts and a specialized recruitment firm like CorGTA who will help you access pre-vetted talent, optimize hiring strategies, and reduce time-to-hire, after all TIME kills all deals.
