Position Summary:
Under minimum direction, the Senior Technical Recruiter manages full life cycle recruiting activities to attract and hire exceptional technical talent. This role will recruit mid-senior level technical roles and complex requisitions across the Toronto Development Center, including Software Engineering, Quality Engineering, Product, Data, Infrastructure, Security, and other technology functions. Recruiting activities include advertising, talent mapping and sourcing, screening, interviewing, candidate selection in partnership with business leaders, offer management, and delivering an excellent onboarding experience.
Essential Job Functions:
- Creates and executes recruiting strategies to attract top technical talent across a variety of engineering, product, data, and other technology roles. Partners closely with business leaders to understand team needs, technical requirements, and organizational priorities in order to proactively identify and engage top talent.
- Builds targeted talent pipelines through direct sourcing, market mapping, networking, referrals, and branding activities. Identifies and contacts passive candidates and represents Mercury at events and within relevant talent communities to increase awareness of opportunities within the Toronto Development Center.
- Screens, interviews, and evaluates candidates for technical and organizational fit, and presents qualified talent to hiring leaders for final selection. Coordinates the end-to-end selection process, including interview planning, debrief facilitation, background screening, offer extension, and negotiation, while ensuring a smooth and positive candidate experience.
- Ensures prioritization against Mercury’s most critical talent initiatives, including Employer Branding, Diversity & Inclusion, and Internal Mobility.
- Proactively establishes effective partnerships with business leaders and people business partners to understand and prioritize hiring needs, identify strategic talent attraction initiatives, and serve as a trusted adviser throughout the hiring process. Uses data, market insight, and recruiting expertise to influence decisions and improve recruiting outcomes.
- Analyzes labor market trends for Toronto, competitor activity, and technical talent landscapes to remain current on talent availability, compensation trends, and emerging skill sets. Recommends strategic recruiting plans and new approaches that help attract top technical talent and meet business objectives.
- Remains current on immigration and employment matters related to talent acquisition and partners with outside counsel and internal stakeholders, as needed, to support required processes and documentation.
- Remains current on employment laws and recruiting best practices and assists with updates to department procedures, hiring workflows, and applicant tracking systems. Provides guidance and mentorship to talent acquisition team members as appropriate.
- Proactively identifies process gaps and provides guidance in the areas of funnel health, sourcing effectiveness, interviewer calibration, and talent selection.
- Other functions that may be assigned.
Education:
Minimum:
- Minimum: Completion of a Bachelor’s degree (BA, BS) in Human Resources or related field preferred or equivalent combination of experience
Preferred:
- PHR or SPHR certification preferred
Experience:
Minimum:
- 8 years of full life cycle recruiting experience with a strong emphasis on technical recruiting, or equivalent combination of education and experience.
Preferred:
- 6 or more years of experience recruiting for software engineering, product, infrastructure, cybersecurity, data, and other technical functions.
- Experience supporting high-growth or transformation-focused technology organizations.
- Experience leveraging AI tools and recruiting technologies to improve efficiency, streamline workflows, and enhance candidate engagement.
- Experience using applicant tracking systems (iCIMS strongly preferred) and sourcing tools.
- Experience recruiting in competitive talent markets, including passive talent acquisition and talent mapping.
Skills & Abilities:
Minimum:
- Proven track record of successfully managing a high volume of full life cycle recruiting for technical roles, including the use of applicant tracking systems.
- Strong knowledge and proficiency in sourcing, talent mapping, and building technical talent pipelines.
- Ability to understand technical job families, assess candidate alignment against role requirements, and partner effectively with hiring managers on talent strategy.
- Thorough knowledge of Human Resources disciplines, especially talent acquisition practices and related regulatory requirements, including immigration matters.
- Strong written and verbal communication skills and interpersonal skills to establish and maintain effective professional relationships with candidates, employees, business leaders, and the public.
- Strong consulting, planning, and decision-making skills.
- Proficiency in Microsoft Office programs, including Word, Excel, and PowerPoint, as well as social media and sourcing platforms used for networking and talent engagement, including LinkedIn and similar tools.
- Strong persuasion, influencing, and negotiation skills.
- Effective organizational and problem-solving skills.
- Demonstrated time-management skills with the ability to manage changing deadlines, multiple searches, and competing priorities in a fast-paced environment.
- Ability to operate with minimal supervision and exercise sound judgment and discretion.
- Ability to work well in stressful situations while performing multiple, concurrent tasks with frequent interruptions.
- Ability to handle confidential information with sensitivity and professionalism.
- Ability to remain adaptable and flexible to evolving business needs.
