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Added 48 mins ago
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Vice President, Quality & Chief Nursing and Allied Health Officer
Sanya’k̓ula
Vancouver, BC
- Full-time
Sets strategic direction for nursing and allied health entry-to-practice and professional development, including educator and career pathways, Indigenous nursing pathways, employed student…
Added 48 mins ago
BT
Senior Accountant
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Moncton, NB · Greater Moncton, NB
- Full-time
Preparing an array of accounting/tax engagements such as personal tax returns, corporate tax returns, compilation, review and audit engagements including detailed client financial statement…
Added 12 hours ago
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Research Associate
RI-MUHC | Research Institute of the MUHC | #rimuhc
Montreal, QC
- Full-time
Department / Research Program: CHHD – Child Health and Human Development
Added 13 hours ago
BC
Occupational Therapist
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Brantford, ON
- Full-time
Investing in You – Access to a centralized Education Fund, tuition support, and professional development opportunities.
Added 1 day ago
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Department Manager, Food Services
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Toronto, ON · Greater Toronto and Hamilton Area, ON
- Full-time
That means achieving your financial goals much faster, whether that is paying off student loans, saving for a house, travelling the world, or whatever else you have in mind.
Added 1 day ago
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Staff Accountant (CPA Student), Assurance & Advisory
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- Full-time
We are looking for a Staff Accountant (CPA Student), Assurance & Advisory to join our team - a role where your expertise will drive meaningful outcomes and your ambition will help shape…
Added 1 day ago
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Co-op Winter 2027 – Systems Engineering – 4-8-Months
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Ottawa, ON
- Internship
In this role, students support systems development activities for mission-critical systems within the Air & Naval (A&N) Sonar Systems group in Ottawa and Halifax under the guidance of…
Added 1 day ago
GD
Co-op Winter 2027 – Systems Engineering – 4-8-Months
General Dynamics Missions System International
Cole Harbour, NS · Ottawa, Ontario
- Internship
In this role, students support systems development activities for mission-critical systems within the Air & Naval (A&N) Sonar Systems group in Ottawa and Halifax under the guidance of…
Added 1 day ago
UO
Sessional Lecturer - MGSC01H3 Corporate Strategy
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Toronto, ON · Scarborough, ON
- Full-time
…course, including preparation and delivery of course content; development, administration and marking of assignments, presentations, quizzes, tests and exams; calculation and submission of…
Added 1 day ago
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Sessional Lecturer - MGAD65H3 Canadian Income Taxation II
University of Toronto - Woodsworth College
Toronto, ON · Scarborough, ON
- Full-time
This course is designed to give the student an understanding of the more complex issues of federal income taxation, by applying current tax law to practical problems and cases. Topics…
Added 1 day ago
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CARE AND TREATMENT EDUCATION PROGRAMS – ELEMENTARY TEACHER
Toronto Catholic District School Board
Toronto, ON
- Full-time
…an inclusive Catholic learning community that nurtures faith development and academic excellence through the love of God, neighbor, and…
Added 1 day ago
CA
Project Manager
Centurion Associates Inc
AB · Edmonton, AB
- Full-time
…(“REIT”) owns more than 22,000 multi-family apartment units and student housing beds across 46 cities in Canada and the United States. Since day one, our goal has been to provide Residents…
Added 1 day ago
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Indigenous Cultural and Events Coordinator
Southern Alberta Institute of Technology (SAIT)
Calgary, AB · Greater Calgary Metropolitan Area
- Full-time
Job Classification: A5009 - Student Services Advisor
Added 1 day ago
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Team Manager
Dillon Consulting Limited
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- Full-time
…in our communities. We are committed to ongoing professional development and celebrate the unique perspectives that each team member brings to the…
Added 1 day ago
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Chatham-Kent, ON · Chatham, ON
- Full-time
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Added 1 day ago
DC
Team Manager
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Added 1 day ago
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Added 1 day ago
BC
Intermediate Accountant, Canadian Tax Services
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Prepare and review personal, corporate, and trust income tax returns along with other tax information forms
Added 1 day ago
CO
Marketing Manager Contract
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Toronto, ON
- Contract
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Added 1 day ago
Indigenous Cultural and Events Coordinator
SAIT
Calgary, AB
Job Classification: A5009 - Student Services Advisor
Added 1 day ago
GS
Lead Recruiter
Guardteck Security Corp.
Burnaby, BC
- $75,000 to $90,000 CAD / year
- Full-time
Cultivate relationships with academic career centres, co-op and internship coordinators and student associations, creating consistent touchpoints long before graduation
Added 1 day ago
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BMO Capital Markets Summer 2027 Corporate Banking Analyst, Montreal
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Montreal, QC · HO
- Full-time
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Added 1 day ago
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Kingston, ON
The Alma Mater Society (AMS) is the oldest student association in Canada and has been a central student organization at Queen's since its founding in 1858. Today, the AMS acts as a service,…
Added 1 day ago
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- Full-time
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Added 1 day ago
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Contribute to Dillon’s corporate profile through active participation in professional associations and committees and engagement in team knowledge-sharing and professional development…

Guardteck Security Corp.

Lead Recruiter

Burnaby, BC, Canada

$75,000 to $90,000 CAD / year · Full-time

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Job details

Pay: $75,000 to $90,000 CAD / year
Job type: Full-time
Apply by: Nov 22, 2026
Experience: 5+ years of full-cycle recruiting experience, including significant time in a high-volume, fast-paced environment (security, logistics, or related industries are a strong asset)
Posting language: English
Posted: Oct 23, 2026

Original job description

Role Summary

The Lead Recruiter is responsible for leading and evolving Guardteck's talent acquisition function across British Columbia, Alberta, and Ontario. This is a hands-on leadership role that combines strategic talent planning with full-cycle recruitment execution. As a player-coach, the Lead Recruiter will manage their own portfolio of salaried and high-volume hiring needs while mentoring recruiters, driving recruitment excellence, and ensuring a consistent, high-quality hiring experience across the organization.

Leading the Function

Own the talent acquisition strategy, processes and standards across Guardteck in BC, AB and ON
Serve as player-coach: carry a personal requisition load while setting the pace, priorities and quality bar for the broader recruiting effort
Coach, mentor and develop recruiters - build their craft, review their work, and raise the floor on screening quality, candidate communication and data discipline
Allocate requisitions and workload across the team based on urgency, complexity and client impact, and act as the escalation point when a role or a mobilization is at risk
Build and maintain the playbooks: intake templates, structured interview guides, screening criteria, offer processes and onboarding handoffs - so hiring is consistent at every site, in every region
Own vendor, job board and sourcing tool relationships, evaluate ROI, and recommend where the recruitment budget is best spent

Full-Cycle and High-Volume Recruiting

Manage concurrent requisitions across salaried professional and high-volume hourly roles, maintaining quality and pace without compromise
Source, screen, interview, extend offers and close candidates across multiple talent segments simultaneously
Lead large-scale mobilizations - new site contracts, seasonal surges and sudden client wins - using batch screening, group interviewing, hiring events and pre-built pipelines
Apply skills-based hiring practices to evaluate candidates not just on experience, but on potential, adaptability, reliability and alignment with Guardteck's values
Own the full candidate experience from first touchpoint to first day, ensuring every interaction reflects who we are

Proactive Sourcing and Pipeline Strategy

Build and maintain a diverse, multi-channel talent pipeline - past applicants, referrals, alumni, silver medallists and direct sourcing - so Guardteck is never starting from zero
Maintain a warm bench of pre-screened, licence-ready candidates for recurring and hard-to-fill posts
Develop and nurture talent communities, keeping prospective candidates engaged and informed about Guardteck's culture, opportunities and growth long before a requisition opens
Leverage market intelligence and labour data to inform sourcing strategy, anticipate future talent needs, and advise hiring managers proactively - not reactively
Explore unconventional and niche channels: professional networks, community organizations, industry groups and social media, to reach candidates who are not actively searching

Hiring Events, Campus and Community Partnerships

Plan, coordinate and lead hiring fairs and recruitment events - community job fairs, virtual hiring events and Guardteck-hosted open houses - representing our brand with energy, professionalism and authenticity
Identify, establish and manage partnerships with post-secondary institutions (colleges, universities and vocational programs) to build early-career pipelines for security professional and administrative roles
Cultivate relationships with academic career centres, co-op and internship coordinators and student associations, creating consistent touchpoints long before graduation
Engage community employment programs, newcomer support organizations, military and first-responder transition programs, and other partners to diversify our talent pool and extend our reach into underrepresented segments
Build the annual events and partnership calendar, set targets for each, and measure what each one actually delivers

Stakeholder Partnership and Workforce Planning

Build trusted, consultative relationships with hiring managers across operations, security divisions and corporate functions - partnering on role design, candidate criteria and hiring timelines
Advise hiring leaders and executives on market conditions, realistic candidate profiles and competitive compensation - serving as the go-to talent expert in the room, not an order-taker
Participate in workforce planning with operations and finance, bringing forward data and market insight that helps leaders think ahead about their talent needs
Partner with Operations on client mobilization planning, so staffing readiness is built into the contract timeline rather than discovered at the end of it

Onboarding and Pre-Boarding

Own the pre-boarding and onboarding journey in partnership with HR and Operations - coordinating background screening, licensing verification, documentation, orientation scheduling and new hire check-ins
Ensure every new Guardteck team member, hourly and salaried alike, experiences a warm, organized and culture-connected start
Capture new hire feedback on the onboarding experience and turn it into actual process change
Reduce first-shift no-shows and early attrition through structured pre-boarding contact and realistic job previews
Ensure new hires feel a genuine sense of belonging and connection to our core values from day one, not just their first week

Employer Brand

Lead Guardteck's employer brand presence - careers content, job postings, social channels, reviews and event materials - bringing consistency, warmth and authenticity to every touchpoint
Help tell the Guardteck story in compelling, human ways, using real experiences, real culture and real values to attract people who truly belong here
Represent Guardteck at external events as a brand ambassador, sharing authentic stories about our culture, career paths and commitment to safety and service

Process, Data and Compliance

Maintain accurate, audit-ready candidate records in our ATS and Dayforce, tracking every step with care and precision
Own recruitment reporting to leadership: time-to-fill, source effectiveness, offer acceptance, fill rate, no-show rate, cost-per-hire and quality of hire - and use the data to sharpen the approach
Build licensing and eligibility verification into a high-speed workflow without creating bottlenecks - BST (BC), ABST (AB) and Basic Security Guard Training (ON), criminal record checks, and right-to-work verification
Ensure all recruitment activity complies with employment standards, provincial security licensing regulation, human rights legislation, data privacy requirements and Guardteck's commitment to fair, equitable and inclusive hiring

What We're Looking For

Experience and Knowledge

5+ years of full-cycle recruiting experience, including significant time in a high-volume, fast-paced environment (security, logistics, or related industries are a strong asset)
Demonstrated leadership experience - formally leading a small team, or informally as a senior recruiter who set standards, mentored peers and owned process
Experience recruiting across multiple employment types - both hourly and salaried populations
Proven ability to manage a high concurrent requisition load without dropping the ball on quality or candidate experience
Experience planning and leading hiring events, career fairs or campus recruitment programs - not just attending them
Strong ATS and HRIS capability, with the ability to build and report on recruitment metrics (Dayforce experience an asset)
Working knowledge of Canadian employment standards and human rights legislation; multi-province experience (BC, AB, ON) is a strong asset
Exposure to regulated or licensed hiring - security licensing, record checks, credential verification - is a strong plus
CPHR designation or in progress is an asset

Skills and Capabilities

Adaptable and resilient - Recruiting is evolving, and so must our talent acquisition function. We are looking for someone who is energized by a changing fast paced environment and embodies the shift from methodical processor to strategic orchestrator - and who can bring others along with them.
Relationship builder - you earn trust quickly with candidates, hiring managers, colleagues and community partners alike
Leader and coach - you lift the people around you, give direct feedback kindly, build capability rather than hoarding it, and set a standard others want to meet.
Organized and detail-oriented - you can manage real complexity across multiple regions without losing accuracy.
Data-informed - comfortable using ATS data, sourcing analytics and labour market insight to make and defend decisions
Human-first mindset - you understand that behind every resume is a real person making an important career decision, and you treat every interaction accordingly
Community-minded - you see the value in showing up beyond the job boards: in classrooms, community centres, and industry and campus events, to find the right people where they are
Curious and growth-oriented - you stay current on best practice in talent acquisition and are eager to develop your craft

The typical hiring range for this position is from $75,000 to $90,000 annually plus a comprehensive benefits package; the base pay offered is based on market location and may vary depending on job-related knowledge, skills, experience, and internal equity.

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More about this job

Responsibilities

Lead and evolve talent acquisition across British Columbia, Alberta, and Ontario while managing a personal portfolio of salaried and high-volume roles, coaching recruiters, and standardizing recruitment practices. Build talent pipelines and community partnerships, advise hiring leaders on workforce needs, oversee onboarding and employer branding, and maintain compliant, data-informed recruitment operations.

Requirements

Requires at least five years of full-cycle recruiting experience, including high-volume hiring, experience recruiting both hourly and salaried roles, and demonstrated leadership or peer-mentoring capability. Strong ATS and recruitment reporting skills are expected, while multi-province experience, security licensing exposure, Dayforce experience, and a CPHR designation are assets.

Skills

Full-Cycle Recruiting
High-Volume Recruiting
Recruitment Strategy
Team Leadership And Coaching
Candidate Sourcing
Talent Pipeline Development
Hiring Events And Campus Recruitment
Stakeholder Partnership
Workforce Planning
Onboarding And Pre-Boarding
Employer Branding
Recruitment Metrics And Reporting
Applicant Tracking Systems
Dayforce
Canadian Employment Standards
Security Licensing And Compliance

Visa sponsorship

Not detected in the job text

Keywords

Talent Acquisition
Full-Cycle Recruiting
High-Volume Hiring
Applicant Tracking System
Dayforce
Recruitment Metrics
Time-To-Fill
Source Effectiveness
Offer Acceptance
Cost-Per-Hire
Quality Of Hire
Skills-Based Hiring
Workforce Planning
Talent Pipelines
Hiring Events
Campus Recruitment
Employer Branding
Pre-Boarding
Onboarding
Background Screening
Security Licensing
Basic Security Training
Criminal Record Checks
Right-To-Work Verification
Employment Standards
Human Rights Legislation
Data Privacy
Inclusive Hiring
CPHR

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