We staff warehouse, production and general labour roles across Peel and the wider GTA. Screened people, real safety orientation, and the coverage documents your procurement team will ask for before anyone sets foot on site.
The problem
Every operations manager we talk to describes the same three situations, and none of them is solved by posting a job ad.
We treat coverage as a supply problem you can plan, not a scramble you repeat every quarter. That means learning your site properly before we send anyone: shift start times, the physical demands, the equipment classes, PPE rules, dock and gate access, and how someone actually gets to you at 5:00 a.m. on transit.
Then we screen for that specific job rather than the job title. We verify licences and training records with their expiry dates, we call references, and we walk people through a site-specific safety orientation before day one instead of at the end of week one.
If someone is not right, tell us and we replace them. We would rather lose a shift than argue with you about a person who is not working out. And you deal with one person here who knows your site, not a queue and a ticket number.
What we will not do is quote you a fill rate or a response-time guarantee. We are a new company. We have no placement history to point at, and we are not going to invent one. What we will do is put our commitments in the service agreement where you can hold us to them.
What you get
None of these are extras. If a supplier cannot do all six, you end up doing the work yourself anyway.
Right-to-work confirmed from original documents at onboarding. References called, not collected. Forklift, licence and certification records checked against their expiry dates. Safety orientation completed before the first shift, not during it.
Assignment employees are covered under our WSIB account, not yours. A clearance certificate is available on request. Commercial general liability certificates are issued with every service agreement, before anyone starts.
Payroll, source deductions, statutory holiday pay, vacation pay and record keeping sit with us. Every assignment employee gets the ministry information sheet and written assignment details before they start. You approve hours and get one invoice.
You deal with the principal of the company, not a call centre and not a rotating account coordinator. The person who agrees the terms is the person who answers when a shift goes sideways at 4:30 a.m.
Fit is a judgement call and sometimes we will get it wrong. Tell us early, tell us why, and we replace the person and carry the cost of our own mistake. The replacement terms are written into the service agreement, not offered verbally.
A single hourly rate per role that already contains wages, statutory costs, WSIB premiums and our margin. No admin fee, no PPE charge, no overtime surprise and no minimum-hours clause you find out about on the invoice.
Compliance and coverage
Using a staffing agency puts part of your legal exposure in someone else's hands. Here is exactly what sits with us, in writing, every time.
BhavaniAI Inc. has an application in progress for an Ontario temporary help agency licence with the Ministry of Labour, Immigration, Training and Skills Development. Until that licence is issued we will not sign a client service agreement and we will not place a worker with anyone.
That is not only our exposure. Ontario law prohibits a client from knowingly engaging an unlicensed temporary help agency or an unlicensed recruiter, and the penalty sits with the client as well as the agency. Any supplier that is willing to quietly place people without a licence is handing you a liability you did not price for.
Check us, and check everyone else you use, on the MLITSD public register of licensed agencies and recruiters. It takes about thirty seconds and it is the single cheapest piece of supplier due diligence available to you.
BhavaniAI Inc. holds Ontario temporary help agency licence [THA-LICENCE-NO], issued by the Ministry of Labour, Immigration, Training and Skills Development. You can confirm it yourself on the MLITSD public register, and we recommend you do that for every agency you use.
Engagement models
Most sites use more than one of these at the same time. Pick per role, not per supplier.
For absence cover, seasonal ramps, a project with an end date, or a second shift you are standing up for four months. The worker stays our employee for the whole assignment. We run payroll, source deductions, WSIB and every ESA obligation. You approve hours each week and get one invoice at one rate.
Practical version: you can scale a crew up on Monday and back down in November without a headcount request, a termination process or a severance calculation.
The honest way to hire for a floor role. You watch someone run the job for real, on your equipment, on your shift pattern, with your supervisor, before either side commits. A forty-minute interview tells you far less than three weeks on the line.
When you decide to keep someone, the conversion is handled inside the six-month framework the Employment Standards Act sets for assignment employees, and the mechanics are written into your service agreement before the first person starts. No surprises, and nothing invented at the point you want to hire.
Direct hire for a role you intend to keep: a shift supervisor, a lead hand, a maintenance technician, a shipper-receiver who will own the paperwork. We source, screen and shortlist against the job you actually need done. You interview and you hire. The person is your employee from day one.
Ontario licenses temporary help agencies and recruiters separately under the Employment Standards Act, and both sit inside the same regulatory regime. We will not recruit on a client's behalf before the licence covering that work is issued.
How it works
This is the whole process. If a supplier cannot describe theirs in four steps, that is usually because there are people in the middle of it who add nothing.
Shift start and finish, days of the week, equipment class, lift weight and frequency, temperature, PPE required, gate and dock access, and whether the site is reachable on transit at that hour. "Two general labourers" is not a requisition. It is a guess.
Scope, hourly bill rate, overtime treatment, replacement terms, and the coverage documents you will receive. We will also tell you plainly what we cannot do rather than take the order and figure it out afterwards.
Right now this stage ends with a written summary and your requirement on file. No service agreement is signed before our licence is issued.
Right to work, references, licence and certification checks with expiry dates, then a site-specific safety orientation covering the hazards on your floor, the PPE, the emergency procedure, who their supervisor is, and their right to refuse unsafe work.
We confirm attendance at start of shift. You approve hours weekly. One contact handles every issue, and if someone is not the right fit we replace them rather than debate it. Feedback from your supervisor changes who we send next time.
Request staff
The more you put in the details box, the more useful our answer will be. If it is easier to talk, email info@bhavaniai.ca or call [PHONE-TBD].
We read it the same business day, Monday to Friday. If anything is unclear we come back with questions before we come back with a number.
We do not ask for pricing from your current supplier, and we do not ask your team to sign anything to receive a quote.
Accommodation is available on request for applicants with disabilities throughout our recruitment, assessment and selection process. Contact us and we will work with you.
We use what you send here only to respond to your enquiry. See our Privacy Policy for how long we keep it and how to ask us to delete it.
We are accepting enquiries and building our client list now. We will confirm service, rates and a start date once our Ontario licence is issued. Sending this does not create an agreement and we will not ask you to sign one before then.
Send us the requirement and we will come back with coverage, a rate and a start date. If it is urgent, say so in the details box and call us as well.
Have a look at what we cover and how we screen for it, or ask us a direct question and get a direct answer.