Client FAQs

In the emails you receive to review and approve hours, there will be a link provided that leads you to the timesheet portal. Alternatively, you can click here. Your username is either your email address or your full name. If you forgot your password, click “forgot password” to reset it.

Timesheet reminder emails are released in batches at the following times: 

• Friday at 3:30 PM ET
• Monday at 11:00 AM and 2 PM ET
• Tuesday at 11 AM ET

Please note, you will not receive all of these emails. The number of emails you receive will vary depending on when the candidate submits their hours and when you approve them.

To help ensure candidates are paid on time, please approve timesheets by 3 p.m. ET on the first Monday following the applicable pay period:

• Monthly: First Monday of the following month
• Bi-weekly: First Monday after the billing cycle ends
• Weekly: First Monday of the following week

If you’ll be out of office, please ensure a back-up approver is available to review timesheets on your behalf.

You now have weekly, biweekly and monthly timesheet views available. The system defaults to a weekly view. However, you can use the dropdown menu on the right side of the timesheet to change this to a biweekly or monthly view. See below:

Yes. As part of our commitment to quality, we guarantee that every candidate placed has been interviewed by a member of our team.

Typically, we invite candidates to a virtual interview over videoconference (Zoom, MS Teams, Skype, FaceTime, etc.). 

Candidates are interviewed by our dedicated, expert recruiters who are well-versed in their industry or skill set. Our firm has strict service standards in place to evaluate our own performance metrics and ensure we are operating at the highest level. Our talented recruiters keep current with the marketplace and are fluent in best practices for conducting interviews and assessing hard and soft skill requirements.

Ultimately, we treat interviews as an invitation for our candidates to be assessed, coached, and walked through the requirements of the position, so they can learn how to best position themselves for future success.

Yes, we advocate for our candidates’ training and development. We always aim to select candidates who are ready for the role based on the client’s requirements. 

First, we work with clients to establish the training requirements. Then, as part of our onboarding process, we provide candidates with additional training and tutorials as necessary, while also ensuring that candidates are trained in AODA and health and safety legislations.

Post-placement, we offer cutting-edge, flexible pathways for ongoing professional development through various skills platforms (IBM Kenexa Prove It!, IKM TeckChek, Pluralsight, etc.). This allows candidates to continue their self-guided professional development so they can meet our clients’ fluctuating demands while remaining current with the latest technology and maintaining relevant skill sets within their industry.

Training programs for temporary administrative personnel include:

• MS Word, MS Excel, MS PowerPoint, MS Access (various versions)
• QuickBooks Pro 

Training programs for IT candidates offered through Pluralsight, an online skills development platform, include:

• Business Analysis
• Project Management
• Agile Transformation
• Scrum Master Skills
• Data Transformation
• C# Design Patterns

The timing of placements depends on what is required. In every case, we aim to place the right person the first time, rather than placing the first person who comes to mind. That said, we have built our reputation on being extremely responsive, fast, and effective.

Average turnaround time per specialty:

Temporary & contract positions

• Administrative & customer support positions: Resumes within 1–2 days 
• IT & professional services positions: Resumes within 3–5 days 

Permanent positions

• Administrative & customer support positions: Resumes within 2–3 days
• IT & professional services positions: Resumes within 3–5 days

Note: For temporary positions, we are able to accommodate urgent same-day requests and have a candidate selected, deployed and starting the assignment that day.

Yes, we do test candidates based on the requirements of the role. If applicable, we will conduct a series of examinations to determine a candidate’s skill level in areas relevant to the role. We have standardized testing tools with over 800 tests available. We also offer customized testing through additional tools/systems upon request. 

Sample language tests:

• French/English bilingual interview held with a bilingual staff member
• French oral and written comprehension assessments
• Business letter writing and formatting
• Proofreading/grammar skills (in English and/or French)
• Written comprehension (English)

Sample basic technical tests:

• MS Word, MS Excel, MS PowerPoint, MS Access (multiple versions available)
• Windows Operating System (multiple versions available)

Sample administrative/clerical tests:

• Keyboarding speed and error rate (in English and/or French)
• Numeric and alphanumeric data entry speed and accuracy (in English and/or French)
• Attention to detail
• Business etiquette, writing samples, customer service skills

Sample professional services tests:

• Project management
• Advanced accounting, payroll, bookkeeping, and financial analysis
• PeopleSoft, QuickBooks, ADP
• Human resources, interviewing and hiring, benefits
• Purchasing, shipping and receiving, WHMIS
• Legal vocabulary, employment laws and acts, paralegal skills

Sample technical tests:

• All major software development languages
• Agile software development, MS Visio, MS Project, project management for IT professionals, MS SharePoint
• Database administration, network virtualization, Active Directory, SQL Server
• Service-oriented architecture, Amazon AWS
• Software quality assurance, software testing

Yes. An important part of our screening process is to validate the information provided by candidates. Based on the requirements of the role, we will conduct any of the following checks:

• Reference checks
• Background checks (education, employment, criminal, credit)
• Digital footprint verification
• Vulnerable sector screening
• Public sector security clearance validation

We can customize billing to meet client needs on request. Clients can pay in a variety of ways, including by credit card using our general billing framework:

Temporary: Our client is billed weekly for the hours our temporary employee has worked, as approved by the client on the timesheet. 

Permanent: An invoice for services rendered is sent on the employee’s second working day.

Contract: In this case, client billing depends on our contract with the client and subcontracted firm. Generally, IT and professional billing is monthly. Please contact us for more information.

You can learn about our Accessible Customer Service Plan here.

You can learn about our Privacy Policy here.

SOC 2 certification is an independent assessment that confirms how an organization protects sensitive data, including security, availability and confidentiality to confirm that strong controls and processes are in place.

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Altis being SOC 2-certified means that the way we handle your workforce plans, hiring strategies and organizational information has been reviewed against rigorous, recognized standards. It provides added assurance that the information you share is managed through secure systems, structured processes and ongoing oversight — supporting the trust behind every partnership.

Read more about our SOC 2 certification here.

Depending on the partnership, clients may share information such as hiring plans, workforce needs, job requirements, organizational priorities or other details needed to support recruitment services. We handle that information responsibly and in line with our privacy practices.

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Access to client information is limited to authorized Altis team members who need it to support service delivery and recruitment processes. We use defined access controls and internal processes to help ensure information is only available to the appropriate people.

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We use secure systems, structured processes and ongoing monitoring to help safeguard client information. We also continue to review and strengthen our practices as technology and security expectations evolve.

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The Occupational Health and Safety Act requires that all workers, including temporary employees, receive adequate training and instructions to protect their health and safety while on the job. Employers have a legal responsibility to ensure that all workers, including temporary employees, are informed about the hazards associated with their job duties and how to control and prevent those hazards. Employers are also required to provide information on workplace-specific hazards and procedures, which may include emergency response protocols and instructions for reporting workplace injuries or illnesses.  

Training for temporary employees can take many forms such as on the job training, classroom-style training, e-learning modules or a combination of these methods. Employers may also assign a supervisor or mentor to provide additional guidance and support to temporary employees during their first few days or weeks on the job.

It is essential that temporary employees receive adequate health and safety training to ensure that they are prepared to work safely and effectively.

Creating a safe and healthy workplace is a shared responsibility that involves the employer and the worker. Outlined below are the roles and responsibilities of each.

The employer is responsible for providing a safe and healthy workplace for their employees. They must identify and assess potential hazards in the workplace and take steps to eliminate or control them. Employers should also provide training and education to their employees on safety measures, provide PPE when necessary and develop policies and procedures to ensure a safe work environment. 

The worker has a responsibility to follow safety procedures and use any provided PPE correctly. They should also report any unsafe conditions or incidents to their employer and cooperate with the employer to ensure a safe and healthy workplace. 

By working together, employers and workers can ensure that the workplace is free of risks and that everyone is protected.

No, nothing is changing in how we work together. Your team, your contacts, and the way we support you all stay the same. This update is simply about bringing everything under one Altis name so our external presence reflects how we already operate as one team.

No changes here. Our legal entity remains Altis Recruitment & Technology Inc., and your existing agreements, billing processes, and security clearances all stay exactly as they are. You may notice updated branding over time, but everything else remains consistent.

No action is required. If you prefer, you can update our name to Altis in your vendor system, but it’s not necessary. For anything official, our legal name remains Altis Recruitment & Technology Inc.