Category: InterSearch Canada – Four Corners Group Inc.

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Four Ways to Address Diversity & Inclusion in the Workplace

Suzanne Clark of Four Corners Group was recently invited to speak at the University of Toronto Professional Graduate Student Caucus’ Panel Discussion on Inequalities in the Workplace and weighs in on systemic inequalities and the four steps leaders can take to influence positive change.

Executive Search, Four Corners Group

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3 Reasons Why You Shouldn’t Take the Summer Off

In Canada, the end of June typically ushers in a halcyon period where big projects and hiring decisions slow down in favour of the Fall.  Job hunters also wonder if Fall is a better time of the year to look for a job or advance their career. Scheduling interviews can be challenging for both companies and candidates as they compete with cottage dates and vacations. However, this perceived seasonality may be dated, reflecting a pre-pandemic era.

Executive Search, Four Corners Group, Summer

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Four Corners Group Welcomes Karen Hsiung

Karen Hsiung joins Four Corners Group as the company’s newest Partner, bringing over 25 years of fast-moving consumer goods experience and knowledge to the business.

Karen is uniquely positioned to build competitive advantage for companies in the retail and consumer goods sector through people.   Her first-hand experience of having built brands for some of North America’s most loved consumer packaged goods companies has honed her ability to assess and attract exceptional talent.  Karen’s additional experience in the natural/organic food and beverage space is a further specialty and passion.  Karen’s clients and experiences have spanned both large multi-national brands and small, entrepreneurial start-ups.

“I am dedicated to making a positive difference for others.  By elevating people and their passions, and intersecting them with purpose driven companies, we create a workplace for the future.”

Strategic, creative, and insightful, Karen has a solid reputation as a trusted business partner and results-oriented business leader. With the Four Corners Group Team, Karen will be poised to help organizations find great talent to support their goals.

Karen holds a Bachelor of Commerce degree from McMaster University and the Chartered Marketer (CM) designation from the Canadian Marketing Association.

About Four Corners Group

Four Corners group is Canada’s leading independent retained executive search firm with global coverage through our InterSearch partnership. Our firm offers a comprehensive range of talent solutions enabling your organization to recruit, attract and retain the best talent. To learn more about Four Corners Group, please visit

Canada, Executive Search, Four Corners Group, New partner

Guide to Virtual Onboarding A New Executive

Hiring a new executive leader during a global pandemic crisis, where many organizations are mandating employees to work from home, has some challenges in welcoming the new hire remotely. Organizations will have to adopt new processes in creating, planning, and coordinating a virtual onboarding plan for a seamless transition and to ensure the new executive hire will have a positive experience with the company.

What follows is a checklist and list of tools that, when integrated into your onboarding plan, can help everyone reach success. It is important to make some realistic considerations on mapping out activities to ensure a smooth onboarding process which puts the new executive on a path to long-term satisfaction and engagement with the organization.

Welcoming the New Hire:

It is important to consider who in the organization will be responsible for communicating (i.e. the HR department) the onboarding process to the new executive hire. The initial set up, transition and introduction of the new executive hire is important in creating a positive impression and strengthening the relationship from the onset.

As you onboard the new executive, important forms (policies, benefits, and payroll etc.) and sign up must now be accessed digitally. Thankfully, there exist many powerful digital tools, which are readily available and can help bring remote employees together.

In this virtual welcome package, it may be important to contain the following:

  • A welcome letter (or even a short welcome video) from the organization or hiring manager
  • Basic information on accessing work emails
  • Online access to sign up and set up benefits package, payroll etc.
  • Links to join video or telephone conferences
  • Links to training videos – for specialized software that is primarily used by your organization (for example, Adobe Pro, B2B database software, Email software etc.)
  • Contains first-week agenda (which should include meetings with their team, virtual coffee/lunch chats etc.), training documents, policies, manuals, benefits, protocols, contact lists

Key Technological Tools Set Up for the New Hire:

As part of the preparation in setting up the new hire with technological tools, it is important for them to integrate with ease. Here are some points to consider during the process:

  • Consider the required hardware to conduct business (i.e. Laptops, Monitors, keyboards, head sets etc.) and have them shipped to the new hire working remotely
  • Arrange time for video/teleconference with tech support team to help guide them with the set up
  • Help set up communication tools used within the organization i.e. Instant Messaging (Google Hangouts or Slack) and virtual conferencing tools (Zoom or Skype)

Planning Out the Initial Week for the New Hire:

To ensure the new hire is set up for success, here are some essential preparations for their first week with the organization while they are working remotely:

  • Schedule daily training and meetings for their first week. This is a great way for the new executive to learn about the organization while keeping them informed on:
    • Work culture and environment (Including: Who to reach out to for questions? How do teams typically communicate and how often? What are the typical working hours of the team? Etc.)
    • Overall business goals, mission, and vision
    • Being up to speed on current and on-going projects
    • Organizational policies, benefits, and expectations
  • Introduce the new hire through virtual ‘meet and greets’:
    • Can be done 1 on 1 and/or in groups
    • Individual introductions to their direct reports
    • Team virtual lunch
    • Introduction to other leaders of cross-functional teams
    • Introductions to support teams (for example IT, HR etc.)
    • Introductions to external key stakeholders (i.e. Agencies, board members etc.)
  • Guidelines on where to find online learning resources and shared documents (including file naming conventions and organizing structures)
  • Work with the new hire to set some clear and specific goals for the first week(s)

How to Stay Connected and Engaged While Working Remotely with the New Hire:

Here are some remote tools that your organization can use to engage, maintain communication, and share information about the business onboarding the new hire:

  • Schedule daily or frequent virtual calls with the team and determine what the expectations are for these calls.
  • Include some social interaction – setting some time aside to engage with the team, without a pure focus on discussing work topics
  • Create onboarding presentations with visual aids such as virtual tours of the workspace, warehouses, plants, retail outlets, supply chain, etc. to learn, connect and educate the new hire with a better understanding of the organization’s processes
  • Provide electronic instructional videos (i.e. step by step guide on using software used by the organization.)

Any organization that creates a clear and concise plan to deliver virtual tools for a smooth onboarding transition demonstrates their ability to adapt and evolve. Setting time to check in with the new executive leader both formally and informally and organizing virtual social sessions (virtual 1 on 1 coffee chats or team lunch) is beneficial for bridging connections, maintaining relationships and adding a sensory (visual) element to the interactions. Lastly, a successful virtual onboarding process reflects well on the organization and sets the stage early on for the new hire to make as valuable a contribution as possible.

Canada, Executive Search, onboarding

Four Corners Group Welcomes Natalie Wong

It is with great pleasure that we welcome Natalie Wong to our team at Four Corners GroupInterSearch Canada.

At Four Corners Group, she is a senior recruitment advisor working with to deliver efficient and seamless service for a principal client. She will act as the conduit between the two organizations and will be accountable for the continued successful recruitment operations and partnership between both entities.

Natalie brings to the team solid knowledge in talent acquisition and full cycle human resources gathered from working in various roles in industries from technology to advertising.

Natalie joins us with a Bachelor of Science in Human Biology, from the University of Toronto and is currently in the last stages of obtaining her CHRP designation.


  • Talent Acquisition, agency and corporate
  • Full-cycle human resources

Natalie can be reached at (416) 593-0900 ext 2240 and at

Human Resources

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