We take the time to understand your business opportunities
Since 1996, Grasslands Recruitment Specialists has solely focused on sourcing, vetting, and presenting qualified, niche-fit agribusiness/agri-food candidates for interviews. We do not simply fill job openings; we work to ensure that the person chosen is qualified and quantifiable for success in the given workplace, or they are not presented.
We don’t just send a resume and cross our fingers; we figure out what you want and need, do what it takes to get those people, and then help you close the deal! To alleviate concerns about employee retention, we ensure a skillset, community, and corporate fit. We are not machines. We are people who help other people.
Please tell us about the people you require. We approach only those candidates who have a track record of success in your industry. We then assist you in hiring the right person the first time.
Our clients have recognized the importance of incorporating our search services into their hiring process. Each search will be tailored to your specific requirements and circumstances.
Our executive search process gives you the chance to hire a top-tier candidate. Each step of our process provides critical information needed to make an informed hiring decision.
We primarily represent mid-to-executive level positions in the Canadian agricultural marketplace, including relationships with other agri-business recruiters with whom we collaborate to fill our clients’ positions. While working directly with us, you benefit from a global network of recruiters! Our business scope/reach is limited to the North American agribusiness/agri-food industry. We understand and are passionate about agriculture, and our employees generally work and live in smaller rural communities across Canada.
We have been Connecting Canadian Agriculture since 1996, and our goal is to become your long-term recruitment partner, not just a vendor. Contact us today to discuss your requirements and the options available to you.
What Our Clients Have To Say:
“More selective with candidates than other recruiters”
“They really know the western market. Saves a ton of time–we don’t have to educate them”
“Always delivers strong candidates”
“Mike must be the most connected guy in agriculture.
He walks every foot of every trade show each year”
“They really understand the market, especially pay ranges”
“Will look forward to working with you in the future.”
“Mike is a true professional and extremely knowledgeable. Excellent experience”
“We would rather have 3 strong candidates than 15 average ones”
“Some of our best guys have come through Grasslands”
“Nice, honest people. They do what they say they are going to do”
“Trust is the #1 factor when it comes to hiring and firing. Blair gets that. We trust Blair.”
“They don’t waste our time”
“They take a sniper/rifle approach rather than shotgun”
Recent Successful Placements include:
Ag Business Operations Manager
Alberta
Ag Risk Advisor
Alberta
Ag Risk Advisor
Manitoba
Agricultural Parts / Warehouse Specialist
Saskatchewan
Agricultural Product Specialist
Saskatchewan
Agriculture Sales Representative
Manitoba
Agriculture Sales Representative
Saskatchewan
Alberta Territory Manager
Alberta
Branch Manager (3)
Alberta
Branch Sales Manager (2)
Saskatchewan
Business Development Manager – Monogastrics
Ontario
Capital Equipment Sales Representative
Saskatchewan
Chief Financial Officer
Ontario
Corporate Controller
Saskatchewan
Crop Input Specialist
Manitoba
Crop Inputs Branch Manager
Saskatchewan
Crop Production Advisor
Saskatchewan
Dealer Relationship Manager Eastern Canada
Ontario
Design Engineer
Saskatchewan
Director of Sales and Marketing
British Columbia
Executive Director
Saskatchewan
General Manager – Ag Animal Nutrition
Saskatchewan
Grow Advisor (2)
Alberta
HR Lead
Saskatchewan
International Product Specialist (IPS)
Manitoba
International Wholesale Sales Manager
Manitoba
Lead Business Consultant
Ontario
National Sales Agronomist – Biological Crop Inputs
Ontario
National Sales Manager US
Minnesota
Ontario Sales Manager
Ontario
Plant Operations Manager
Ontario
PLM Manager
Alberta
Product Manager
Alberta
Recruitment Manager
Alberta
Regional Account Manager
Alberta
Regional Aftermarket Sales Manager
Saskatchewan
Regional Sales Manager
Saskatchewan
Regional Sales Manager
Alberta
Regional Sales Manager
Alberta
Sales Agronomist
Alberta
Sales Manager Canada – Agricultural Equipment
Manitoba
Sales Manager – Feed and Ingredients
Ontario
Sales Manager- Horticultural Supply
Ontario
Senior Grow Advisor
Alberta
Senior Human Resources Manager
Saskatchewan
Senior Market Development & Territory Manager
Manitoba
Senior Production Manager
Ontario
Senior Territory Sales Representative – Western Canada
Alberta
Senior Territory Sales Representative – Canada
Colorado
Service Manager
Alberta
Service Manager
Ontario
Service Manager – Dairy Equipment
Ontario
Service Sales Manager
Saskatchewan
Technical Manager – Ruminant Feed
Ontario
Technical Sales Manager
Saskatchewan
Territory Account Manager – Western Canada
Alberta
Territory Manager – Seed
Ontario
Territory Manager – Processing Equipment
Ontario
Territory Manager – Western Canada
Alberta
Territory Sales Representative
Saskatchewan
Trainer
Saskatchewan
Highlighted Candidates
Highlighted Candidate – Technical Ag Equipment Sales Leader | Relationship-Driven & ROI-Focused
An experienced ag equipment professional with deep technical sales expertise and a charismatic, consultative READ MORE-->
Highlighted Candidate – Strategic Agribusiness Director | Marketing, Sales & Leadership Acumen
A seasoned agribusiness executive with a broad perspective of local, regional, and international markets. READ MORE-->
Highlighted Candidate – Customer-Focused Crop Input Professional | Sales, Support & Agronomy Expertise
A technically skilled and customer-centric agribusiness representative with a blend of sales, logistics, and READ MORE-->
Highlighted Candidate – International Trade & Sales Strategist | Market Development & Client Retention
A motivated agri-food sales and marketing professional with experience in domestic and international market READ MORE-->
Highlighted Candidate – Agronomy-Focused Sales Leader | Inside & Retail Sales Background
A goal-driven sales professional with hands-on agronomy expertise and a strong track record of READ MORE-->
Highlighted Candidate – Agribusiness Sales & Marketing Manager | Grain Storage & Conditioning Specialist
A dynamic agribusiness leader with over 15 years of success in sales, marketing, and READ MORE-->
Resources
Interviewing Styles and Tools to Improve Hiring Accuracy
No two candidates are alike—and no single interview style works in every situation. To make better hiring decisions, employers need to look beyond gut instinct and conversational flow. By using the right mix READ MORE-->
Using Assessments, Tests, and Simulations in Hiring: When and Why They Matter
Interviews are powerful, but they can’t tell you everything. When you’re hiring for high-impact roles—or when you’re trying to narrow a large pool of candidates—additional assessment tools can give you deeper insights and READ MORE-->
Candidate Relocation: What Employers Should Understand
Relocating for a job is a major decision. It affects not only a candidate’s career but also their family, finances, and overall well-being. When you’re hiring for a role that requires relocation, understanding READ MORE-->
Evaluating Candidates Objectively: From Gut Feel to Good Decisions
You’ve prepared well. You’ve conducted a structured, insightful interview. Now comes the part where many hiring managers fall into the most common trap—making decisions based on gut instinct rather than clear, job-related evidence. READ MORE-->
Conducting the Interview: Best Practices for Hiring Managers
Once you’ve done your homework and prepared for the interview (see Part 1: Preparing for a Productive Interview), it’s time to shift your focus to how you conduct the conversation. A well-run interview READ MORE-->
Preparing for a Productive Interview: A Guide for Hiring Managers
Most employers train managers on what not to ask during an interview—but stopping there leaves a critical gap. To truly hire well, supervisors and hiring managers need to know how to prepare for READ MORE-->