Hiring talent should never be about ticking off boxes on a resume. A candidate might appear perfect on paper, but the real measure of a good prospect is whether that person can reinforce team culture and adapt to the business through regulatory changes, economic fluctuations and evolving customer expectations.
Veres Career Consulting has carved out its distinct space by helping insurance and financial services companies make hiring decisions that hold up over time. These sectors demand more than technical know-how. They require professionals who not only understand risk and regulation but can navigate change and align with a firm’s strategic direction.
The team also works inclusively with professionals at different career stages, from immigrants seeking their first job in Canada to seasoned professionals looking for their final career move before retirement
Veres’s effectiveness stems from its hybrid model, which combines industry fluency with surgical sourcing. The team invests in market intelligence, constantly mapping the landscape to find candidates who are the best fit but not actively job-hunting. Its outreach campaigns are customized to resonate with professionals in insurance and financial services, reflecting the values and career drivers unique to those spaces. It results in a pipeline that’s both relevant and resilient.
A strong pipeline is just the beginning. What sets Veres apart is the discipline applied once candidates enter that pipeline.
“Every hire shifts the momentum of a team,” says Krisztina Veres, president and CEO. “So, before we ever present a candidate, we’ve already evaluated how they’re likely to respond to pressure, if they’ll foster innovation and how they’ll contribute over time.”
Companies working with Veres report onboarding cycles that are 30 percent faster and turnover that’s reduced by half. That means fewer disruptions, greater team stability and more time for leadership to focus on what matters most—growth, strategy and execution.
Filling a Growing Talent Gap
An aging workforce creates a need for companies to find ways to attract new talent while maintaining the stability and knowledge experienced workers provide. Veres helps companies prepare for this shift by working closely with hiring managers to understand each organization’s culture. Decoding the company’s team structure and long-term goals helps in recommending candidates who are a better cultural and strategic fit.
The team also works inclusively with professionals at different career stages, from immigrants seeking their first job in Canada to seasoned professionals looking for their final career move before retirement. Seeking candidates that others might overlook, the firm expands the talent pool for its clients while opening doors for individuals who can make a meaningful contribution.
The Team Behind the Results
Recruitment at Veres is measured by the strength of partnerships, not by how quickly a role is filled. That philosophy shapes every interaction, whether advising a candidate on a career move or helping a company rethink its hiring strategy.
Recruiting companies know their Veres point of contact is always available, not just when a role needs to be filled. Remaining engaged year-round, sharing insights and tracking the market helps Veres’s and the employer’s recruiting teams strengthen hiring positions long before the search begins. That partnership-first mindset can be seen in Veres’s own leadership team as well, where each brings distinct expertise, yet works as one.
At the center is Krisztina, who began her career as an account executive at Aon before transitioning into recruiting. Her early work placed her at the intersection of risk, regulation, and workforce management, giving her an insider’s view of the challenges companies navigate every day. When she moved into recruiting, she recognized a critical gap of too many recruiters operating at arm’s length from the industries they served. With Veres, she always ensures that recruiters bring the same fluency, context, and credibility as the professionals they engage.
Many on her team are former brokers and underwriters themselves, giving them the credibility to hold peer-to-peer conversations with top talent that build trust faster and consistently lead to stronger hires. Recruitment Director (Insurance) Rita Veres sets the tone, drawing on her background in finance and human resources. From starting her career at the Budapest office of an international e-commerce company to working in insurance at Marsh after moving to Canada, she combines insider knowledge with a rare ability to uncover talent others often overlook. Her CIP and CRM designations reinforce her depth, giving clients confidence in both the search process and its outcome.
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Every hire shifts the momentum of a team. So, before we ever present a candidate, we’ve already evaluated how they’re likely to respond to pressure, if they’ll foster innovation and how they’ll contribute over time
When SVP of Operations Joe Magos joined in 2021, he brought an engineer’s discipline to operations, streamlining processes as Veres expanded into the U.S. His decision to step away from his technical field was deliberate and has proven pivotal. By applying structure and rigor to growth, he ensures clients experience the same consistency across borders that they expect in their home markets.
On the analytical side, Eva Szekely, a behavioral analyst with 12+ years of coaching and consulting experience, adds another dimension to the methodology. With a global background in communications and advanced certifications she blends Eastern and Western approaches to evaluate both technical skills and the behavioral traits that signal long-term cultural fit. She is often referred to as the VP of Rockstar Acquisition for her impressive work in executive searches and training new recruiters.
Surrounding this leadership core is a sourcing team that spans multiple countries, underscoring the company’s belief that diversity drives better results. Many of these recruiters come directly from the insurance and financial services industries, having been trained in Veres’ processes. This blend of domain expertise and specialized training equips them to match candidates with both speed and precision.
Technology that Works for People
While recruitment remains a people-driven business, Veres integrates technology to make its process more efficient and outcomes more accurate. That includes using tools to shorten the time between first contact and hire, as well as partnering with startups that bring innovative solutions to the table.
One partnership involves an AI-based system capable of detecting deception during interviews. In a sector where trust and integrity are paramount, this technology helps validate impressions formed during behavioral assessments and reference checks. It’s a way to add another layer of certainty without losing the human judgment that ultimately drives the decision.
Veres is careful to ensure technology serves the process, not the other way around. Every digital tool is evaluated based on how it improves speed, accuracy or insight. It needs to add value for both the client and candidate.
Clients turn to Veres because they know the team will invest the time to understand what they truly need, beyond the job description. And candidates trust the process because they know it’s not about pushing them into any available opening. Instead, they are guided toward opportunities that align with their skills, ambitions and work style. This approach also builds lasting relationships with candidates.
Training for Consistency
A structured training program was developed to ensure every recruiter consistently applies its methodology. From how to source in competitive markets to how to conduct behavioral assessments, the process is designed to maintain quality across every search.
Training is not static, either. As new tools, techniques and market realities emerge, they are integrated into the program so that recruiters and clients benefit from current best practices without losing the principles that underpin the firm’s success.
Partnerships Over Transactions
Growth at Veres never comes at the cost of quality. The leadership makes it clear that each new client relationship must meet the same standard of care and attention that built their reputation.
The future focus is twofold; deepen the company’s presence in insurance and financial services while continuing to innovate its methods. That means further building its global sourcing capacity, refining its use of technology and expanding relationships with leaders ready to rethink how they attract and retain talent.
In a field where quick fixes often lead to long-term problems, Veres Career Consulting has demonstrated that taking the time to find the right person is more than beneficial for business; it’s essential to building teams that endure.
