Where Elite Talent Meets Strategic Capital Recruitment · M&A Advisory · Investment Facilitation

Executive Recruitment

AI-powered executive search and specialised placement for AI, tech, and growth-stage organisations across Canada, the US, and Europe. Every mandate handled personally by the founding CEO — no junior staff, no account handoffs.

M&A Business Advisory

Confidential introduction and facilitation for business buyers and sellers. Not a registered securities dealer. All transactions completed alongside licensed legal and financial professionals under the Alberta Securities Act (R.S.A. 2000, c. S-4).

Investment Facilitation

Curated introductions between accredited investors and high-growth AI-tech opportunities. Accredited investors only per National Instrument 45-106. Not a registered investment advisor under OSC/CIRO regulations.

What We Place

• C-Suite: CAIO, CTO, CEO, CFO, Chief of Staff — avg. placement $320K–$480K CAD
• VP / Director: VP Product, VP Engineering, VP Data — avg. $220K–$320K CAD
• Senior / Principal: ML Engineers, AI Architects, Data Science Leads — avg. $185K–$260K CAD
• Specialist: GenAI / LLM Specialists, AI Product Managers — avg. $160K–$220K CAD
• Interim / Fractional: Fractional CTO, Interim CAIO — project-based

Canada 2026 Market Data

CAIO salary benchmarks in Alberta crossed $340K base in Q1 2026 — a 23% year-over-year increase driven by federal AI budget commitments and Alberta's energy transition requiring AI leadership. Senior ML Engineers are the most scarce talent profile in Canada, with a 6–18 month time-to-hire at most organisations without a specialist partner.

Our Methodology

• Proprietary AI matching on 12 dimensions including culture, ambition alignment, and retention probability
• Exclusive passive candidate network — professionals not accessible through job boards or LinkedIn
• PIPEDA-compliant data processing, Canadian Human Rights Act equity guardrails on every search
• All candidates reference-checked and background-verified before introduction
• 6-month placement guarantee: if the hire leaves within 6 months, we restart the search at no additional cost

What We Do

NIPPRO AI Capital operates as a confidential business introduction and advisory service — not a registered securities dealer. We connect qualified business sellers with strategic buyers, private equity, and family offices, orchestrating every step from initial brief to signed NDA, alongside licensed legal and financial counsel.

Sell-Side Services

• Confidential business valuation brief preparation
• Strategic positioning and marketing materials (post-NDA)
• Buyer identification, qualification, and outreach
• NDA management and qualified party screening
• Due diligence coordination with licensed advisors
• LOI, term sheet, and closing support

Buy-Side Services

• Target identification across 8 Canadian high-demand sectors
• AI-assisted qualification and financial pre-screening
• Confidential outreach and introduction
• Deal structure advisory alongside licensed counsel

Legal Framework — 2026

All M&A introductions are conducted as business advisory services under the Canada Business Corporations Act (R.S.C. 1985, c. C-44). NIPPRO AI Capital is NOT a registered securities dealer under the Alberta Securities Act (R.S.A. 2000, c. S-4) or applicable provincial securities regulations. All transactions require independent licensed legal counsel and a registered financial advisor.

What We Do

NIPPRO AI Capital facilitates curated introductions between accredited investors and high-growth AI-tech opportunities. We are not a registered investment advisor, portfolio manager, or securities dealer. All investment introductions are facilitated under the accredited investor exemption per National Instrument 45-106.

For Investors

• Curated deal flow from pre-qualified Canadian AI-tech startups
• Founder and team assessment using our AI-powered methodology
• Pre-investment due diligence support
• Term sheet review coordination with licensed counsel
• Portfolio company talent strategy and C-suite recruitment
• Access to Family Office, VC, and PE co-investment networks

For Founders

• Introduction to accredited investors across Canada and internationally
• Pitch preparation and investor narrative coaching
• Due diligence preparation support
• Post-funding talent strategy and executive recruitment

Regulatory Compliance — 2026

All investment introductions are conducted under the accredited investor exemption of National Instrument 45-106 (Prospectus Exemptions). NIPPRO AI Capital is NOT a registered investment advisor under OSC/CIRO regulations. All investment decisions rest solely with the investor and their licensed advisors. Nothing in our service constitutes investment advice or a solicitation of securities.

How We Access Talent Others Cannot

73% of Canada's most qualified senior AI and tech professionals are passive — they are not on job boards, not responding to LinkedIn InMail, not attending job fairs. They are reachable only through trusted networks, warm referrals, and AI-powered identification. That is our exclusive advantage.

Salary Benchmarks Canada 2026

• Chief AI Officer (CAIO): $320K–$480K+ base + equity — Alberta avg. $340K
• CTO — Tech Scaleup: $280K–$420K + equity
• VP Product — AI: $220K–$320K + equity
• ML Engineer / AI Architect (Senior): $185K–$260K
• GenAI / LLM Specialist: $160K–$220K
• Data Science Lead: $180K–$240K
• CFO / Chief of Staff: $240K–$380K
• AI Venture Partner: Equity + $120K–$180K base

Our Pre-Qualification Process

• 12-dimension AI matching: skills, culture, ambition, compensation, stability profile, leadership maturity
• Reference verification: minimum 3 professional references checked before introduction
• Canadian Human Rights Act equity screening built into every search
• Pay Equity Act compliance assessment for compensation recommendations
• PIPEDA consent obtained from every candidate before profile sharing

Placement Guarantee

If a placed candidate leaves within 6 months, we restart the search at no additional cost. This guarantee reflects our confidence in the quality of our pre-qualification process — and our commitment to long-term client relationships.

The Architecture

NIPPRO AI Capital was built by founders who understand both sides of the table — the organisation that needs to scale fast, and the executive who deserves the right seat. We didn't inherit a methodology. We engineered one — from first principles, powered by AI, built for 2026.

Zero Conflict of Interest

Traditional recruitment agencies accumulate client conflicts over decades. Their largest retainer client subtly shapes every shortlist. NIPPRO AI Capital has no legacy conflicts. Every mandate receives 100% of our strategic focus because we have no competing relationships to protect.

Founder-Level Engagement Every Time

The CEO handles every mandate personally. No junior recruiter makes the calls. No account manager interprets your brief. Danielle Nono, who leads both NIPPRO AI INC. and NIPPRO AI Capital, is your direct contact from brief to placement.

Day-One Institutional Standard

Our methodology, legal framework, AI infrastructure, and compliance architecture were engineered to institutional standards before the first mandate was taken on — not iterated over decades of mistakes. You benefit from the end result, not the learning curve.

The Wachtell Lipton Principle

Wachtell Lipton Rosen & Katz never advertises its track record. It lets the quality of its work speak for itself. It works only on matters where it can be the best in the room. We apply the same discipline: fewer mandates, executed with full precision, delivered with institutional confidentiality.

Real AI Inference — Not a Chatbot

Our AI agent is powered by Claude (Anthropic's frontier model), directly connected to live API inference. It does not follow a decision tree or scripted dialogue. It understands nuance, adapts to context, maintains conversation history, and generates structured recruitment briefs automatically from natural dialogue.

What the AI Can Do

• Pre-qualify candidates through intelligent conversation — extracting role context, compensation expectations, availability, and culture fit
• Answer market intelligence questions: salary benchmarks, talent availability, competitor hiring signals
• Generate structured recruitment briefs from conversation, sent directly to our team
• Guide clients through the right service — recruitment, M&A, or investment facilitation
• Respond in English and French, detecting language automatically

Compliance Architecture

• PIPEDA (S.C. 2000, c. 5): No personal data stored without explicit consent
• Canadian Human Rights Act: Equity guardrails built into every AI interaction
• AI Agent Disclaimer: All responses are informational only and do not constitute legal, financial, or investment advice
• No hallucination on legal matters: The agent redirects all regulatory questions to licensed professionals

Why This Matters for Your Mandate

80% of every traditional recruitment agency's time is lost on unfit candidate screening. Our AI handles that layer — so the 20% of human expert time goes entirely to the work that creates real value: relationship intelligence, cultural assessment, and negotiation strategy.

Step 01 — Strategic Brief (Day 1)

A 60-90 minute deep-dive session with the CEO personally. We map the role requirements, success metrics, team dynamics, culture dimensions, and compensation architecture. The brief is documented and sent back for validation within 24 hours.

Step 02 — AI-Powered Search (Days 1–3)

Our proprietary algorithm scans 500+ pre-qualified network profiles plus real-time market signals. It identifies candidates matching 12 dimensions — not just skills, but culture alignment, ambition trajectory, stability profile, and retention probability.

Step 03 — Human Qualification (Days 3–5)

Shortlisted candidates are contacted personally by the CEO. Skills assessed, references initiated, compensation expectations confirmed, Canadian Human Rights Act equity screening applied. Every candidate is reference-checked before presentation.

Step 04 — Curated Shortlist (Day 5–7)

You receive 3–5 fully dossierised candidates. Each dossier includes: professional background, AI assessment score, reference summaries, cultural fit rationale, compensation proposal, and our recommendation. You interview only verified top matches.

Step 05 — Offer, Integration & Follow-Up (Day 7–19)

We support offer structuring, negotiation, and onboarding planning. A 30-day and 90-day retention check is conducted after placement. If the hire leaves within 6 months, we restart at no cost.

What We Cover in 45 Minutes

• Talent Gap Analysis: We map your current team against your 12-month growth roadmap and identify the critical hires that will unblock execution
• Hiring Process Assessment: We review your current recruitment methodology and identify the specific bottlenecks causing slow time-to-hire or poor retention
• Compensation Benchmarking: We compare your current salary structures against 2026 Canada market data — and identify where you are losing candidates to competitors
• Priority Action Roadmap: You receive a written 3-priority action plan with specific steps, timelines, and expected outcomes

Who This Is For

• CEOs and founders who have been trying to hire a key role for more than 60 days
• HR Directors frustrated with traditional agency quality and speed
• Organisations that have made a bad hire in the past 12 months
• Scaleups preparing for a Series A or B and needing to build the leadership team

What This Is Not

This is not a sales call. We will not pitch you a retainer. We will deliver real, actionable intelligence in 45 minutes — and if we believe we can help you beyond the audit, we will say so clearly and without pressure.

What Members Receive

• Monthly Salary Intelligence Report: 15-page proprietary report covering salary benchmarks, talent supply-demand signals, and hiring trend analysis across Canada's 8 highest-demand sectors
• Talent Market Signals Dashboard: Real-time visibility into which roles are heating up, which companies are scaling, and where talent is moving before it becomes public knowledge
• M&A Deal Flow Alerts (Capital Elite+): Confidential alerts on Canadian AI-tech acquisition opportunities before they hit the market
• Dedicated AI Market Agent (Capital Elite+): A version of our AI agent with live web search access — ask "what is the median salary for a Senior ML Engineer in Calgary in March 2026?" and receive a verified, sourced answer
• Unlimited Strategy Calls: Included in Capital Elite and Institutional tiers — direct access to the CEO

Who Should Join

• HR Directors and CHROs who need real salary data — not public aggregator estimates
• Founders and CEOs who make compensation decisions without an HR team
• PE and VC firms that need talent intelligence across their portfolio
• M&A advisors tracking deal flow in Canadian AI-tech

14-Day Free Trial

All plans include a 14-day free trial with full access to the Talent Pro tier. No credit card required. Cancel at any time with 30 days' notice. Your data deleted within 30 days upon request per PIPEDA Art. 4.3.8.

Executive Summary

AI talent compensation in Canada crossed a historic threshold in Q1 2026. Chief AI Officers in Alberta — the fastest-growing AI leadership market in Canada — now command $340K+ base salary, a 23% increase year-over-year driven by federal AI budget commitments and the energy transition pivot. This report covers all major AI and tech leadership roles across Alberta, Ontario, and British Columbia.

Key Findings by Role

• CAIO (Chief AI Officer): $320K–$480K+ · Alberta leads at $340K avg. · 18-month avg. vacancy duration at orgs without specialist partners
• ML Engineer / AI Architect (Senior): $185K–$260K · Most scarce profile in Canada · 6-week avg. offer-to-close with qualified source
• VP Product — AI: $220K–$320K · Highest YoY growth at +28% · Driven by enterprise AI product buildouts
• CTO — Tech Scaleup: $280K–$420K + meaningful equity · Series A–B stage companies driving demand
• GenAI / LLM Specialist: $160K–$220K · Fastest-emerging role category · Under-supplied relative to demand

Geographic Analysis

Alberta leads in AI leadership compensation growth (+23% YoY) driven by energy transition investment. Ontario remains the highest-volume market. BC shows the highest equity component in compensation packages. Remote-first roles command a 8–12% salary premium over fully on-site equivalents.

Why Speed Is Now the Primary Differentiator

In 2024, the average time-to-shortlist for a C-suite AI role in Canada was 4–6 weeks. In 2026, the best candidates in the NIPPRO AI Capital network receive and accept offers within 19 days of first contact. The gap between 4 weeks and 19 days is not a recruitment capability gap — it is an AI infrastructure gap.

The Architecture of 72-Hour Shortlists

• Pre-qualified network: 500+ profiles AI-assessed before any mandate is received — not sourced reactively
• AI pre-screening: Initial qualification conducted by AI agent — extracting 12 data dimensions in a 15-minute conversation
• Human expert layer: CEO reviews AI-qualified profiles and conducts personal calls within 48h of brief receipt
• Dossier preparation: Standardised AI-assisted dossier format reduces preparation time from 4 hours to 45 minutes per candidate

What Organisations Are Losing by Moving Slowly

A Senior ML Engineer with three active offers makes a decision in 5–7 business days. If your internal process takes 3 weeks to produce a shortlist, you are not competing for that candidate. You are competing for whoever is left after the fast movers have hired.

The Regulatory Shift

The Office of the Privacy Commissioner of Canada (OPC) issued updated guidance in December 2025 on AI-assisted candidate screening under PIPEDA (S.C. 2000, c. 5). Four practices that were standard operating procedure in 2024 are now legally exposed.

Four Practices Now Under Scrutiny

• Automated rejection without human review: AI-only screening decisions that result in rejection without a human review checkpoint now require explicit disclosure to candidates under PIPEDA Art. 4.3
• LinkedIn scraping without consent: Collecting publicly available LinkedIn data for screening purposes without a documented legitimate interest assessment is now a compliance risk
• Biometric or voice analysis screening: AI tools that analyse speech patterns, facial expressions, or typing behaviour in interviews require explicit informed consent and purpose limitation
• Retention of rejected candidate data: Storing AI-screened candidate profiles for more than 24 months without active consent renewal is now non-compliant

What to Do Now

Review your ATS data retention policies. Ensure every AI screening tool has a documented human review checkpoint. Add explicit consent language to all candidate data collection forms. All NIPPRO AI Capital processes were updated to full PIPEDA 2026 compliance in January 2026.

Who Are the 73%

73% of Canada's most qualified senior AI and tech professionals are passive candidates — they are not on job boards, not responding to cold LinkedIn InMail, and not attending job fairs. They are employed, high-performing, and selectively open to the right opportunity presented through a trusted introduction.

How to Access Them

• Warm network introductions: 60% of senior passive candidates will take a call if introduced through a known trusted contact — vs. 3% response rate to cold outreach
• AI-powered identification: Pattern-matching across professional signals — project launches, conference talks, patent filings, GitHub activity, promotion cycles — identifies candidates who may be open before they express it publicly
• Timing intelligence: The optimal outreach window for a passive candidate is 30–90 days after a promotion that didn't come, a funding round at a competitor, or a leadership change at their current employer

Why Job Boards Are Not Enough

The candidates who respond to your job board posting are, statistically, the candidates who are urgently available — which correlates with: performance issues at current employer, involuntary departure, or skill profiles that are not scarce. The best ML Engineers in Canada are not browsing job boards on a Tuesday morning.

The Keyword Matching Problem

Most ATS systems score candidates on keyword density: "Python," "TensorFlow," "5 years experience," "team lead." The result is a shortlist of candidates who are technically qualified on paper and culturally catastrophic in practice. Every HR Director has a story about the engineer who wrote perfect code and destroyed the team dynamic.

12-Dimension AI Assessment

• Technical skills depth and recency
• Leadership maturity and team management style
• Culture alignment with hiring organisation's stage and values
• Ambition trajectory — is this a growth opportunity or a step down?
• Compensation expectations vs. offering — misalignment early = departure at 14 months
• Stability profile — predictive tenure modelling
• Communication and stakeholder management capability
• Geographic and work model flexibility
• Reference signal quality
• Industry sector fit and learning curve assessment
• Equity and compensation philosophy alignment
• Post-placement retention probability score

Why Human Judgment Is Still Required

Our AI assessment narrows a field of 500 to 5 with high precision. But the final 5% — the judgment about whether this specific human will thrive in this specific team at this specific moment — is irreducibly human. We do not automate that layer. We reserve it.

Why 2025 Was the Inflection Year

2025 was the year Alberta AI companies became acquisition targets at meaningful scale. Three forces converged: the federal AI Strategy budget created organisations with AI assets but limited commercialisation capability; energy companies needed AI capabilities faster than they could build them; and US acquirers identified Canadian AI talent as an arbitrage opportunity relative to Silicon Valley compensation levels.

Transaction Profile Analysis (Aggregated, Anonymised)

• Average deal size: $8.4M CAD — up from $3.2M in 2023
• Most active buyer profile: US strategic acquirers (43%), Canadian PE (31%), Energy sector corporates (26%)
• Most common deal structure: Acqui-hire (talent + IP) — 57% of transactions
• Average time to close: 6.2 months from first introduction to signed agreement
• Founder retention post-acquisition: 24 months average — contractually required in 78% of deals

What This Means for Founders Planning an Exit

If you are building an AI company in Alberta and considering a 24-month exit window, the work that maximises your valuation today is: documenting your AI methodology (not just the product), building a defensible talent moat, and structuring your cap table for clean acquisition. We advise on all three alongside licensed M&A counsel.

What Changed in January 2026

The Pay Equity Act (S.C. 2018, c. 27, s. 416) expanded its applicability in January 2026 to include federally regulated private sector employers with 10 or more employees — down from the previous 50-employee threshold. Most Alberta tech companies that incorporated federally are now subject to Pay Equity Act obligations they may not know apply to them.

What You Must Do If You Have 10+ Employees

• Establish a Pay Equity Committee (or document why one is not required)
• Complete a Pay Equity Plan identifying all job classes
• Assess whether predominantly female job classes are compensated equally to predominantly male job classes of similar value
• Post the Pay Equity Plan for 60 days for employee review
• Update the plan every 5 years or after a material change in workforce composition

Personal Liability for HR Directors

The Pay Equity Commissioner can impose administrative monetary penalties of up to $50,000 on individuals (not just corporations) who knowingly contravene the Act. HR Directors who are aware of non-compliance and do not escalate are personally exposed. This is not a theoretical risk — the first enforcement actions under the expanded scope are expected in Q2 2026.

Selection Methodology

These eight industries were selected based on three convergent signals: federal or provincial policy investment creating structural (not cyclical) demand; documented talent supply shortage relative to current demand; and pipeline visibility for at least 36 months of continuous mandate flow. Each industry was stress-tested against economic downturn scenarios.

The Eight Industries

• Technology & AI: Post-2024 federal AI budget ($2.4B). Alberta, Ontario, BC in hyper-expansion. CAIO and ML Engineers in acute national shortage. Demand signal: Extreme.
• Energy Transition & CleanTech: Alberta's $7.3B pivot from oil to clean energy creates a new leadership category — Chief Sustainability Officers, Carbon Intelligence Leads. These profiles didn't exist in quantity 3 years ago. Demand signal: Extreme.
• Government & Federal Digital: Pan-Canadian AI Strategy mandates digital leadership placements across federal institutions. Procurement cycles create 24-month visibility. Demand signal: Very High.
• Financial Services & FinTech: OSFI 2025 AI governance guidelines created an entirely new executive category: Chief AI Risk Officer. Demand signal: Very High.
• Healthcare & BioTech: Demographic aging + AI-assisted medicine = structural demand for AI-literate clinical and operational leadership across QC, ON, AB. Demand signal: Very High.
• Construction & Infrastructure: Federal infrastructure spend 2025–2030 requiring project management and engineering leadership at unprecedented scale. Demand signal: High.
• Legal & Professional Services: Bay Street expansion and post-merger integrations generate consistent senior placement flow. Demand signal: High.
• Education & EdTech: Post-secondary AI integration and EdTech M&A activity creating acquisition and talent deal flow. Demand signal: High.

Why Retention Fails at Month 7

The most common executive departure pattern in Canada is 7–14 months post-placement. This is not a random coincidence. It corresponds precisely to: the end of the honeymoon period (month 3–4), the completion of the first performance review cycle (month 6), and the point at which equity vesting cliffs begin to matter (month 12). Each of these moments is predictable. None of them should be surprises.

Retention Built Into Recruitment — Not Added After

• Compensation architecture: We map the full 36-month compensation trajectory at offer stage — not just base salary. Cliff vesting structures that create month-12 departure incentives are flagged and redesigned before acceptance.
• Expectation calibration: The #1 driver of month-7 departure is unmet expectations. We conduct a structured expectation alignment session at 30 days post-placement between the hire and the hiring manager.
• Retention probability scoring: Our AI assigns a 12-month retention probability score to every candidate before presentation. Profiles below 72% are not presented — regardless of technical qualification.
• 90-day check-in protocol: We conduct formal 90-day check-ins with both the placed executive and the hiring manager — separately. Issues identified at 90 days are 6x easier to resolve than issues identified at month 7.

The 6-Month Guarantee

We back our retention methodology with a financial commitment: if a placed executive leaves within 6 months, we restart the search at no additional cost. In the history of our placements, this guarantee has been activated less than 3% of the time.

The First Question Is Never About the Product

In 2026, the first question serious Canadian investors ask after receiving a pitch deck is not "what does the product do?" It is "tell me about the founding team and the first three executive hires." The product can be rebuilt. The team cannot be replaced quickly — and the cost of a wrong executive hire at Series A stage is not 213% of salary. It is the round.

What Investors Look For in Talent

• Founder-market fit depth: Did the founder build the team from genuine domain insight, or did they hire whoever was available?
• Executive hire quality signal: A Series A company that has hired a former FAANG principal engineer signals something very different from one that hired a recent grad with a good portfolio
• Retention track record: Early departures from the founding team are a major red flag in due diligence. Investors check LinkedIn histories.
• Compensation architecture: Equity structures that misalign incentives (founders with all cliff vesting, early employees with no protection) signal governance immaturity
• Leadership gap awareness: Founders who can clearly articulate which executive hires they need in the next 18 months and why signal execution maturity

How We Help Founders Prepare

We work with founders pre-fundraise to audit their leadership team composition, identify the 1–2 executive hires that will most materially impact their valuation, and help them tell the talent story in the language investors respond to. This is a distinct service from our standard recruitment offering — contact us to discuss.

Reason 01 — AI at the Core, Not the Brochure

Every recruitment agency in Canada now claims to be "AI-powered." What this means in practice: they use an ATS with a keyword filter, or they paste job descriptions into ChatGPT to write LinkedIn messages. At NIPPRO AI Capital, the AI is infrastructure — not marketing. Our proprietary matching engine, candidate assessment system, market intelligence layer, and brief generation pipeline are operational, tested, and integrated into every mandate we run.

Reason 02 — One Platform. Three Disciplines.

No other platform in Canada combines executive recruitment, M&A business advisory, and investment facilitation under a single AI-native architecture. That convergence is not a marketing line — it is a structural moat. The intelligence we gather from placement mandates informs our M&A deal flow analysis. The relationships we build through investment facilitation create exclusive access to talent that is not on any market. The three disciplines reinforce each other in ways that siloed organisations cannot replicate.

Reason 03 — Institutional Process. Zero Compliance Shortcuts.

Federal Canadian incorporation. PIPEDA-compliant data practices documented and audited. NDA on every mandate before the first conversation. Canadian Human Rights Act equity screening embedded in our AI. Pay Equity Act compliance advisory on every compensation recommendation. We built the legal architecture before we ran the first mandate — because the cost of getting it wrong in recruitment is not a fine. It is your client's reputation and ours.

1. Identity of the Controller

NIPPRO AI Capital is a product of NIPPRO AI INC., incorporated under the Canada Business Corporations Act (R.S.C. 1985, c. C-44), registered extra-provincially in Alberta. Privacy contact: contact@nipproaicapital.com

2. Applicable Law

All personal information is governed by the Personal Information Protection and Electronic Documents Act (PIPEDA, S.C. 2000, c. 5) and, where applicable, the Alberta Personal Information Protection Act (PIPA, S.A. 2003, c. P-6.5).

3. Information We Collect

• Contact information (name, email, phone) — for communication purposes
• Professional information (role, company, experience) — for recruitment matching
• Business information (company details, transaction information) — for M&A and investment services
• Technical data (IP, browser type) — for security and analytics

4. Your Rights Under PIPEDA

You have the right to: (a) access information we hold; (b) correct inaccurate data; (c) withdraw consent at any time; (d) request deletion (PIPEDA Art. 4.3.8 — right to erasure). Contact: contact@nipproaicapital.com

5. Data Sharing

We never sell your data. Candidate profiles shared with employers only with your explicit prior consent. Technology providers (EmailJS, Anthropic) under data processing agreements.

6. Retention

Candidate profiles: 24 months from last activity. Business records: 7 years per Canadian corporate law. You may request earlier deletion subject to legal retention obligations.

7. Complaints

If unsatisfied, contact the Office of the Privacy Commissioner of Canada at priv.gc.ca.

1. Parties and Scope

These Terms govern your use of the NIPPRO AI Capital platform operated by NIPPRO AI INC. By accessing this website or submitting any form, you agree to these Terms.

2. Nature of Services

• Executive Recruitment — Introduction and placement services. Fees governed by individual engagement agreements.
• M&A Advisory — Business introduction and facilitation only. Not a securities dealing service. All transactions require independent licensed legal and financial advisors.
• Investment Facilitation — Accredited investor introductions only. Subject to NI 45-106. Not a securities offering.

3. Regulatory Disclaimer

NIPPRO AI INC. is NOT a registered investment advisor, portfolio manager, securities dealer, or broker-dealer under the Alberta Securities Act (R.S.A. 2000, c. S-4) or applicable CIRO/OSC regulations. Nothing constitutes investment advice or a securities solicitation.

4. AI Agent Disclaimer

The NIPPRO AI Agent responses are informational only. They do not constitute legal, financial, or investment advice and do not create any contractual obligation.

5. Governing Law

These Terms are governed by the laws of the Province of Alberta and the federal laws of Canada. Disputes subject to the exclusive jurisdiction of Alberta courts.

6. Confidentiality

All information submitted is treated as strictly confidential. A mutual NDA is executed before any substantive engagement.