DMT Helps LeFort Talent Group Place Top Talent in the Digital Entertainment Industry

LeFort Talent Group is a boutique executive search and recruitment firm specializing in the animation, video games, VFX, marketing, and digital entertainment industries. With over 20 years of experience, they’ve built strong relationships with leading studios across Canada, the U.S., and Europe, delivering high-impact talent solutions in a fast-paced, competitive market.

LeFort Talent Group often manages multiple executive and specialist-level searches at once, coordinating them through various interview stages with high-profile clients. Due to the growing volume and urgency of their recruitment needs, they turned to DMT to quickly scale their recruiting capacity and provide expert support in sourcing, outreach, candidate pre-screening, and coordination.

Onboarding and Preparation

To ensure a quick and seamless start, DMT took the following steps during the onboarding phase:

• Held sync-ups with the client to understand workflows and expectations - to align on the strategy.
• Conducted training sessions with LeFort’s internal team to better understand industry trends, existing workflows, and open vacancies.
• Built detailed scripts for both outreach and pre-screening interviews.
• Developed tailored outreach messaging per role—particularly important for engaging executive-level talent.
• Set up a detailed reporting system to track progress and update in real-time while also integrating with LeFort’s internal tools.

Collaboration and Communication

The DMT team operated as an external recruiting unit of the LeFort Talent Group. We mirrored the client’s most effective internal practices while also incorporating our own to optimize certain processes. For instance, we used advanced sourcing tools that allowed us to identify a larger number of candidates daily, without compromising on the accuracy or quality of contact information.

We maintained close and consistent communication with LeFort’s internal team throughout the entire recruitment process—from sourcing and outreach to pre-screening and scheduling final interviews. Our team actively participated in weekly syncs, training sessions, and strategy meetings with LeFort’s recruiters to ensure alignment and transparency.

Each vacancy we covered followed a structured and collaborative workflow:

• Job Briefing – The role was shared and discussed with our team.
• Sourcing – We began identifying and compiling a candidate list.
• Candidate List Approval – The list was reviewed and approved by the client.
• Outreach Preparation – We created personalized outreach scripts tailored to the role and candidate seniority.
• Multichannel Outreach – Campaigns were launched via both email and LinkedIn.
• Lead Qualification – Positive responses were processed, and initial pre-qualification calls were conducted.
• Interview Scheduling – Candidates who passed pre-qualification were scheduled for interviews with LeFort or their end clients.

New Ways of Sourcing

Throughout the process, we continuously refined our sourcing criteria to improve candidate quality. This included adjusting boolean search approaches, expanding relevant filters, and incorporating feedback from the client on each batch of candidates.

For example, the DMT team successfully compiled a highly targeted list of candidates for one of the most challenging roles: Head of Production for pre-school animation—requiring over 15 years of experience in the VFX industry.

Tailored Outreach & A/B Testing

We continuously refined our outreach content based on performance data and candidate engagement. The DMT team developed multiple variations of message templates, tailored to the seniority level of each role we were working to fill.

We also tested different subject lines and implemented A/B testing to determine which outreach messages were most effective in attracting the right candidates.

During the month and on a monthly average, the DMT team delivered the following results:

600–700 candidates sourced

~80 positive candidate responses

~30 pre-screening interviews conducted

~8-10 shortlisted candidates presented to the client for final interviews

~2 candidates successfully hired