Executive Sourcing and Talent Advisory: Oakdale Consulting’s Next Chapter

As summer winds down, September always feels like a reset, a chance to realign, refocus, and begin again.

After seven years of leading Oakdale Consulting, it was time to take a step back and do a self-audit of my business. That reflection made it clear: it was time to pivot toward a more purpose-driven approach.

I’m excited to share that Oakdale Consulting is evolving! I’ll now be focusing on:

• Talent sourcing across all roles for consulting engineering and construction firms delivering projects in energy, public infrastructure, and mining

• Talent advisory for small and mid-sized firms to strengthen internal hiring processes

• Career support for professionals, with referrals to trusted partners when needed

This means no more placement fees. Instead, I’ll work with clients on a flexible fee structure that reflects their needs, from project-based sourcing to advisory engagements.

At the heart of this shift is a simple belief: connecting the right people with the right opportunities gives purpose to what I do.

Here's to new beginnings and embracing change.

Elaine

Why I Rebranded Oakdale and What It Means for Clients and Candidates

The spark to reflect on my business came from a conversation with @Suky Sodhi, who challenged me to think beyond the mechanics of recruiting and focus on where my collective and lived experience would bring the most value. That reflection, combined with the “Your Brand In Action” course I’m currently taking, gave me clarity to shift my focus while continuing to offer a high-tech, high-touch level of service.   My focus will be on these three pillars:

• For internal TA teams: I know the pressures firsthand, having worked for over 20 years in a corporate recruitment environment. Balancing hiring manager demands, candidate experience, and strategy leaves little time for deep, targeted sourcing to build capacity, talent mapping and create relationships with candidates.

• For small and mid-sized firms: Larger organizations often have resources for process improvement; smaller ones don’t.   By evaluating your current process, we can work together to develop strategies for improvement, transitioning from a reactive hiring model to a more strategic and scalable talent approach.

• For candidates: Continuing to offer guidance as they navigate career transitions. And if I can’t support them directly, I’ll connect them with a trusted partner in my network.

This rebrand wasn’t a quick decision. It stemmed from a thoughtful self-audit of my skills, values, and goals, the same process I encourage my clients and candidates to undertake.

So I’ll leave you with three questions worth asking yourself:

• Where am I at my best?

• Where do I bring the most value?

• What excites me most about the future?

The answers may lead you to a new path — just as they led me here.

Let’s Continue the Conversation 

• For hiring managers and TA leaders: If your team could use sourcing support or a fresh look at your hiring processes, let’s talk about how Oakdale can help. 

• For professionals: If you’re reflecting on your next step, reach out. I’d love to share my journey,  insights, or connect you with the right resources. 

 DM Elaine Daniels to keep this critical transformation conversation going.

Take a look at our latest blogs!

Building Better Talent Pipelines: The Strategic Piece in Talent Attraction

In today’s fast-paced workplace, hiring the right talent quickly is essential for business success. Unfortunately, many organizations still approach sourcing reactively, only engaging when a role becomes available or after struggling to find suitable candidates. This may stem from internal talent teams being overwhelmed with requisitions and not having the time to proactively source talent. As a former talent specialist, I believe this dual challenge is costing companies valuable time and resources. Proactive workforce planning and sourcing are crucial for achieving successful hiring outcomes, particularly in the face of skill gaps and shifting workforce expectations. So, what’s the solution?

Read the article here: https://www.oakdaleconsulting.ca/blog/building-better-talent-pipelines--the-strategic-piece-in-talent-attraction

Make Your Career Count: How a Self-Audit Can Guide You Toward Purpose and Impact

If you’re job hunting or re-evaluating your next professional move, there’s something you should know: you will spend roughly 80,000 hours of your life working. That’s more time than you’ll likely spend with family or friends, and far more than on any single hobby or pastime.

Given this incredible investment of time, your career should be more than just a paycheck. It should align with your skills, values, and goals — and ideally, offer the opportunity to make a positive difference in the world. That’s where a self-audit comes in.

Read the article here: https://www.oakdaleconsulting.ca/blog/make-your-career-count--how-a-self-audit-can-guide-you-toward-purpose-and-impact