On September 24, 2024, I was contacted by a U.S.-based recruitment agency regarding a remote Senior Service Designer contract for the Canadian public sector – Government of Alberta. The requirements were specific: quarterly in-person sessions, a six-month duration, and a skills matrix to complete.
Since that first email, I have been contacted for this exact position- with minor wording changes- 23 times. The most recent outreach arrived on January 23, 2026. Despite eight different agencies shortlisting me and collecting my data, the result is always the same: absolute silence until the cycle repeats.
This experience raises uncomfortable questions about the integrity of current recruitment practices in the public sector.
Are These Postings Even Real?
When you see the same “6-month contract with possibility of extension” for over a year, you are likely looking at one of three things:
- The “Ghost Job”: Some agencies post roles that don’t exist to harvest resumes, building a “bench” of talent so they look prepared when a real contract finally drops.
- The Procurement Loop: In the Canadian public sector, specific “Supply Arrangements” or “Task-Based Informatics Professional Services” (TBIPS) require departments to solicit multiple bids. The role is real, but the funding may be stalled, or the department is stuck in a perpetual evaluation phase.
- Evergreen Requisitions: Large organizations sometimes keep a requisition open indefinitely to account for high turnover or a massive project that never quite kicks off.
The Redundancy Trap: Why Must I Submit Again?
If you have already submitted your resume and a skills matrix to an agency, being asked to do it again for the “new” version of the same role is a symptom of fragmented internal systems. Most recruitment firms operate on volume; their databases are often siloed by recruiter or by specific “job orders.” Furthermore, the public sector often updates the specific “mandatory criteria” in a bid, requiring a fresh matrix to ensure compliance with the latest procurement rules.
The Role of International Agencies in Canadian Public Sector
It is common to see agencies from the USA or India recruiting for Canadian government roles. This happens because the Canadian government often uses large global vendors of record. These vendors then subcontract the “sourcing” to offshore or near-shore recruitment firms. While the intent is to cast a wide net, it often results in a “broken telephone” effect where the recruiter has zero direct contact with the actual hiring manager in Ottawa or a provincial capital.
Pros and Cons of Working with Recruitment Agencies
| Pros | Cons |
| Access to “Hidden” Roles: Many public sector contracts are only accessible through vendors of record. | Lack of Transparency: Recruiters often cannot (or will not) disclose the specific department until the final stages. |
| Simplified Invoicing: Agencies handle the administrative burden of government billing. | Data Harvesting: Your personal data and professional history are often collected with no intention of a hire. |
| Niche Focus: Some recruiters specialize in government procurement and know how to “hack” the matrix for you. | Commission Conflict: The agency’s priority is filling the seat for the lowest cost to maximize their spread. |
Understanding the Canadian Public Sector Process
The Canadian government procurement process is notoriously rigid. For those looking to verify the legitimacy of these cycles, the following resources are essential:
- CanadaBuys: The official source for Government of Canada tender and award information.
- TBIPS (Task-Based Informatics Professional Services): The framework used for most IT and Design contracting.
- Directive on the Management of Procurement: Outlines how the government must remain fair and transparent, which ironically often leads to the long, silent “shortlisting” delays.
Final Thoughts: Protect Your Time
If you find yourself in this loop, start asking the recruiters for the Requisition Number or the Specific Supply Arrangement they are hiring under. If they cannot provide it, you are likely part of a resume-harvesting exercise. The “Ghost Job” phenomenon is a drain on professional mental health; recognize the cycle, protect your data, and focus on opportunities where the hiring manager is actually at the table.
