From Four to More Than 80: How A&A Helped Peak Perfection Prepare for the G7
A four-person business. A million-dollar-plus transportation contract. Just 45 days to recruit and prepare more than 80 drivers and dispatchers.
For Peak Perfection, an established local tour operator, supporting the G7 was an opportunity to take on the largest undertaking in the company’s history.
The business knew the region and had experience transporting visitors. But this contract required a different scale of operation, with significant security requirements, changing logistics, and a workforce far beyond its usual seasonal hiring.
Peak Perfection brought in A&A Consulting to build and manage the people side of the operation, from workforce planning and recruitment through payroll, onboarding, operational support, and offboarding.
“Thanks to their expertise and relentless support, we delivered on the biggest undertaking our company has ever faced.”— Tyler, Owner, Peak Perfection
At a glance
Project overview | |
Client | Peak Perfection |
Assignment | Workforce mobilization for G7 transportation services |
Operating area | Canmore, Banff, and Calgary |
Starting team | Four people |
Workforce recruited | More than 80 drivers and dispatchers |
Preparation window | 45 days before shifts began |
A&A’s role | End-to-end people planning, recruitment, HR, and payroll support |
Outcome | Staffing deadline met and transportation operation successfully delivered |
In this case study
1. The challenge: a major contract without the people infrastructure
Peak Perfection secured a million-dollar-plus contract to provide transportation for G7 support personnel, media, and other attendees.
The assignment involved airport pickups, transportation to event locations, and movements throughout the Canmore, Banff, and Calgary area. It did not include transporting political leaders.
The company’s regional knowledge made it well suited to the work. Its existing people infrastructure, however, was built for a much smaller business.
Peak Perfection operated with a core team of four and occasionally brought in additional seasonal staff. It did not have the recruitment processes, payroll system, HR documentation, or workforce management capacity needed for this assignment.
The staffing challenge was also unusually specific. Drivers needed the appropriate licences, had to satisfy fleet insurance requirements, and needed to pass the required security clearances. They also had to be available and interested in a short assignment lasting approximately three to four weeks.
The business needed a workforce and the processes to support it, all within 45 days.
2. Building the workforce in 45 days
Peak Perfection managed the fleet, contracting, and event-specific operational requirements. A&A owned the people side.
Define the roles and staffing requirements
A&A worked through how many people were needed, which roles the operation required, and how to maintain sufficient coverage.
The workforce included both drivers and dispatchers. Planning also accounted for absences and changing availability so that one person calling in sick would not leave the business without a workable alternative.
Build recruitment from the ground up
A&A developed and managed the recruitment process, including candidate attraction, screening, interviews, and hiring.
Finding suitable candidates meant balancing several requirements at once:
Appropriate driving qualifications.
Eligibility to be insured on the fleet vehicles.
Ability to meet security-clearance requirements.
Availability for the assignment.
Communication skills suited to the work.
Willingness to take on a short-term position.
Dispatchers were particularly challenging to source. Some experienced personnel also needed to be brought in from outside the area, adding accommodation and transportation considerations.
Work backward from clearance timelines
Security clearance involved an RCMP processing lead time of at least two weeks.
That made the recruitment timeline tighter than it first appeared. Hiring decisions and clearance coordination had to happen early enough for people to complete the remaining onboarding and training requirements before their shifts began.
Recruitment, clearance, and readiness needed to progress together.
3. Preparing people for the operation
Hiring more than 80 people was only part of the assignment. Those people needed to arrive ready to work in an unfamiliar and demanding environment.
A&A supported onboarding and training coordination, including ensuring staff collected their identification badges and attended the required G7 training.
Establish practical policies and payroll
A&A put the supporting HR policies and payroll processes in place and managed payroll throughout the engagement.
Staff needed clear instructions about attendance, calling in sick, and how to raise issues. The company also needed a reliable way to manage pay for a large temporary workforce.
Give drivers usable information
Not every driver had experience working in the mountains or navigating an event with restricted access.
A&A created reference binders for every vehicle, bringing together practical information such as:
Vehicle walk-around checklists.
Relevant policies and reporting instructions.
Emergency procedures.
Guidance for situations such as wildfire disruption.
Instructions for responding if access was refused at a security checkpoint.
These materials gave drivers a consistent reference when questions or unexpected situations arose.
Coordinate workforce logistics
Readiness also depended on people being able to reach the locations where fleet vehicles were stationed.
Availability, accommodation needs, and transportation arrangements all had to be considered alongside hiring and onboarding.
A person could be hired and cleared but still require coordination to be in the right place for their shift.
4. Supporting delivery through changing requirements
The operation continued to evolve as government requirements and logistics changed.
A&A managed workforce availability and contingency planning to help Peak Perfection maintain coverage throughout the assignment.
The work required ongoing coordination and problem-solving, rather than handing over a list of hired employees and considering the job complete.
After the event, A&A also managed the workforce offboarding and associated payroll administration, including T4 issuance.
The engagement covered the full workforce lifecycle: planning, recruiting, preparing, supporting, and closing out.
5. The results
More than 80 people hired and deployed
A&A recruited more than 80 drivers and dispatchers who were actively used during the operation, with deployment varying according to availability and operational needs.
Staffing deadline met
The workforce was hired and prepared within the required 45-day window, allowing Peak Perfection to begin its shifts with the people it needed.
A million-dollar-plus contract successfully delivered
Peak Perfection successfully delivered the transportation operation, taking on a contract far beyond the scale of its usual business.
The assignment was demanding for both teams. Its success depended on adapting under pressure, resolving problems, and keeping the many moving parts coordinated.
People infrastructure built for the assignment
The company gained recruitment processes, HR policies, payroll support, onboarding materials, and operational references that had not existed at the required scale before the engagement.
Tyler, Peak Perfection’s owner, described the experience this way:
“Working with A&A during the G7 was a game-changer for us. We came to them with what honestly felt like an impossible project. The A&A team stepped up and then some and owned the challenge from day one. The team at A&A led the charge and turned what looked like a pipe dream into a reality, handling massive scale and endless moving parts without missing a beat. Their ability to adapt, problem-solve, and push things forward under pressure was nothing short of incredible. Thanks to their expertise and relentless support, we delivered on the biggest undertaking our company has ever faced. We’re genuinely grateful to everyone at A&A for their commitment, hustle, and guidance. We couldn’t have done it without them.”— Tyler, Owner, Peak Perfection
6. What growing businesses can learn
A major contract can create a gap between what a business knows how to deliver and the infrastructure it has to deliver it at scale.
Peak Perfection had the local knowledge and transportation expertise. A&A provided the people capacity and processes needed to support a much larger operation.
For businesses preparing for rapid growth, seasonal demand, or a major project, several lessons apply:
Plan beyond headcount. Hiring targets need to account for qualifications, availability, training, and backup coverage.
Identify dependencies early. Security clearances and other external requirements can determine the real hiring deadline.
Build the supporting processes alongside recruitment. Payroll, policies, onboarding, and practical instructions need to be ready when people start.
Make information easy to use. Clear checklists and reference materials help people respond consistently.
Stay involved through delivery. Workforce needs continue to change after the hiring is complete.
Winning the work creates the opportunity. Preparing the people helps the business deliver it.
Preparing for a major contract or a rapid increase in demand?
A&A Consulting helps businesses plan their workforce, recruit the right people, and establish the HR support needed to manage growth.
Whether you need temporary capacity, a recruitment project, payroll support, or help building the people operation from the ground up, we can help you work through what needs to happen.
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