Now serving Canada and the United States.Opening Canadian desks across ten metros.
Executive Brief2026 · North AmericaUS and Canada staffing
Recruiter desks live
We help you hire good people, fast.
We staff warehouses, offices, clinics, and job sites across the US and Canada. You tell us the job. We find people who can do it, check them out, and send you the best ones. Most jobs get a short list in about one day.
Drop your city or postal code. A named Langford recruiter from the closest desk responds within one business day. Same person from intake through onboarding.
A real local recruiter on every search. Same person from first call through the first 30 days.
Routed within one business day to the desk closest to your candidates.
Local recruiter relationships, not a faceless intake queue.
Where most staffing breaks
Four problems we built Langford to fix
Operators kept telling us the same four things. Here is how we solve each one, in writing, on every engagement.
The problem
Open roles cost real money the longer they sit
Hospitality, property services, logistics, and multifamily teams cannot afford a six week vacancy. A missed shift becomes a missed turnover, a missed shipment, a guest review you never recover. Most agencies treat speed as a stretch goal, not a commitment.
Here is how we solve it
We start with a written intake on day one. We work from candidate networks we keep warm in every metro we cover. We track time to fill by industry and report it back weekly.
The problem
Most agencies hire from a job spec, not from the actual job
A spec lists tasks. The real job is a set of decisions, common failure modes, and an onboarding pace the new hire has to keep up with. Skip that step and you get résumés that look right and hires that struggle in week two.
Here is how we solve it
We write the real job down before we source. The decisions the role owns. The calls the new hire will make in week two. What good looks like at 90 days. Our short list is built against that, not against the job ad.
The problem
Day of need placements feel impossible with most agencies
Most agencies do not keep a bench because their economics do not support it. So when you call on a Friday afternoon needing weekend cover, you get whoever picks up the phone first, fit or no fit.
Here is how we solve it
We keep bilingual candidate networks warm in every metro, every industry. Year round, not spun up when you call. Same recruiter from the first call through the first 30 days. The bench is real, vetted, and ready when you need it.
The problem
Commission pricing rewards filling the seat, not making it stick
If an agency only gets paid when someone shows up, every incentive points to filling the seat. Culture fit, team chemistry, and what happens after the start date all become someone else's problem.
Here is how we solve it
We price the work, not the seat. We stay involved through the first 30 days. Replacement terms in writing. The same recruiter is on the file past the start date because that is how you make a hire stick.
By the numbers
Time-to-fill by industry, in days.
Median calendar days from intake to accepted offer across recent Langford engagements. Operating-company roles move faster when intake is structured.
Hospitality0 days
Property Services0 days
Logistics0 days
Specialty Trades0 days
Professional Services0 days
Executive Search0 days
Indicative ranges across recent US and Canadian engagements. Actual time-to-fill varies by role seniority, market scarcity, and intake completeness.
Industries we staff
Calibrated pipelines across the operating-company stack.
Each desk is kept warm year-round, not spun up when you call. Tap an industry to see representative active roles.
Front-of-house, back-of-house, F&B, and management for hotels, resorts, and restaurants.
Year-round bench across luxury, boutique, and limited-service properties. Pre-screened against operating-cadence questions specific to property type.
Hotel General ManagerActive
F&B DirectorActive
Banquet Operations LeadActive
Front Desk SupervisorActive
Executive HousekeeperActive
Sous ChefActive
Hospitality & Tourism
Front-of-house, back-of-house, F&B, and management for hotels, resorts, and restaurants.
Year-round bench across luxury, boutique, and limited-service properties. Pre-screened against operating-cadence questions specific to property type.
We do not skip steps when the request is urgent. That is how mishires happen.
Step 01
Tell us the role
Sixty to ninety minutes with your recruiter. Role, pay range, must-haves, deal-breakers, timeline. We put it in writing.
Step 02
We map the job
We translate what you actually need into a one-page brief. The real decisions the role owns, the common ways it can fail, and what good looks like at 90 days.
Step 03
We tap our candidate network
We work from bilingual candidate networks we keep warm year-round in every metro we cover. We do not start from a blank page.
Step 04
You meet a short list
Three to five candidates with our notes. Phone-screened, work history checked, references taken.
Step 05
We support the first 30 days
We stay involved through the offer, the start date, and the first 30 days. Your recruiter stays on the file.
Tell us the roleWe map the jobWe tap our networkYou meet a short listWe support the first 30 days
Step 01
Tell us the role
Sixty to ninety minutes with your recruiter. Role, pay range, must-haves, deal-breakers, timeline. We put it in writing.
Step 02
We map the job
We translate what you actually need into a one-page brief. The real decisions the role owns, the common ways it can fail, and what good looks like at 90 days.
Step 03
We tap our candidate network
We work from bilingual candidate networks we keep warm year-round in every metro we cover. We do not start from a blank page.
Step 04
You meet a short list
Three to five candidates with our notes. Phone-screened, work history checked, references taken.
Step 05
We support the first 30 days
We stay involved through the offer, the start date, and the first 30 days. Your recruiter stays on the file.
Services
Six engagement types covering the full hiring lifecycle.
First shortlist landed inside seventy-two hours. Three of four candidates were offer-grade. We hired the second one and kept the others in pipeline.
D
Verified clientDirector of Operations, Brampton 3PL
Live engagements
A snapshot of what our recruiters are running this week.
Anonymized at the employer level. Most placements never reach a public board.
Live engagements, sample of active mandates
A snapshot of what our recruiters are running this week.
Roles are anonymized at the employer level. Submit your résumé to be matched against live searches across hospitality, property services, multifamily leasing, logistics, and skilled trades. Most placements never reach a public board.