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Nanowave Technologies Inc.

Talent Acquisition Specialist

Toronto, ON, Canada
Etobicoke, ON, Canada

Pay: $80,000 to $95,000 CAD / year
Job type: Contract
Apply by: Oct 29, 2026
Experience: 2–4 years of full‑cycle recruitment experience.
Posting language: English
Posted: Sep 29, 2026

Apply About employer

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Original job description

Company Description:

FOUNDED IN 1992, NANOWAVE TECHNOLOGIES INC. is vertically integrated designer and manufacturer of RF sensing and communications hardware.

The Nanowave group has more than 6,000 communications and SAR payload assemblies in orbit and more than 30,000 RF avionics assemblies on commercial and defense aerospace platforms.

Customers include many of the major space, aerospace, and defense OEMs in both the US and Europe.

Summary:

This is a 1‑year contract with potential to transition into a permanent role based on performance and business needs.

The Talent Acquisition Specialist is responsible for full‑cycle recruitment across hourly, technical, engineering, and mid‑level roles, with support for senior/managerial hiring. This role will manage sourcing, screening, scheduling, pipeline development, employer branding, onboarding coordination, and recruitment reporting.

A key requirement is experience hiring in aerospace manufacturing or similar technical manufacturing environments -including engineers, assemblers, operators, technicians, and specialized technical roles.

Responsibilities:

Full‑Cycle Recruitment

Lead end‑to‑end recruitment for hourly manufacturing roles (assemblers, operators, technicians).
Manage full‑cycle recruitment for technical and mid‑level roles (RF technicians, electronics technicians, engineers, quality roles, production supervisors).
Support recruitment for senior and managerial roles as needed.
Conduct intake meetings with hiring managers to clarify role requirements, competencies, and timelines.

Sourcing & Pipeline Management

Build and maintain talent pipelines for high‑volume and technical roles.
Source candidates through job boards, LinkedIn, industry networks, and targeted outreach.
Develop proactive strategies for niche technical talent in aerospace and electronics manufacturing.
Maintain organized candidate pipelines and follow‑up processes.

Screening & Selection

Screen resumes for technical accuracy and manufacturing relevance.
Conduct phone screens and competency‑based interviews.
Coordinate interviews with hiring managers and cross‑functional teams.
Provide hiring recommendations based on skills, experience, and cultural fit.

Job Postings & Employer Branding

Draft and post job descriptions across multiple platforms.
Ensure postings reflect Nanowave’s technical environment and employer brand.
Support employer branding initiatives to attract engineering and manufacturing talent.

Onboarding Coordination

Coordinate onboarding activities for new hires, including documentation, scheduling, and communication.
Partner with HR and hiring managers to ensure a smooth and structured onboarding experience.

Recruitment Metrics & Reporting

Track recruitment KPIs (time‑to‑fill, pipeline status, source effectiveness, offer acceptance).
Prepare weekly and monthly recruitment reports for HR leadership.
Maintain accurate candidate records and documentation.

ATS & Process Improvement

Support implementation and optimization of Rippling ATS.
Help build workflows, templates, and standardized recruitment processes.
Identify opportunities to improve recruitment efficiency and candidate experience.

Early Talent Programs

Support development of hiring scope for co‑op students, ACE program graduates, and early‑career technical talent.
Build relationships with colleges, universities, and technical programs.

Education:

Bachelor’s degree in Human Resources, Business Administration, Industrial Relations, or a related field
CHRP or RPR designation is considered an asset, but equivalent recruiting experience is highly valued.
Additional training or certification in Talent Acquisition, Recruitment, or HR Technology (ATS systems, sourcing tools) is preferred
Education or coursework related to engineering, manufacturing, or technical environments is considered an advantage, given the specialized nature of aerospace and electronics recruitment

Skills/Qualifications:

Required

2–4 years of full‑cycle recruitment experience.
Experience hiring in aerospace manufacturing, electronics manufacturing, or technical production environments (critical requirement).
Proven experience recruiting engineers, technicians, assemblers, operators, or similar technical roles.
Strong sourcing skills and ability to attract niche technical talent.
Experience coordinating interviews, onboarding, and recruitment logistics.
Strong communication, organization, and stakeholder management skills.
Ability to manage multiple requisitions in a fast‑paced environment.

Preferred

Experience supporting senior‑level recruitment.
Experience with Rippling or similar ATS platforms.
Experience with recruitment reporting and metrics.
Knowledge of employer branding strategies.
Experience supporting co‑op or early‑talent programs.

Competencies

Strong technical acumen and ability to understand engineering/manufacturing roles.
Excellent relationship‑building with hiring managers and candidates.
High attention to detail and documentation accuracy.
Ability to prioritize and manage competing deadlines.
Professionalism, confidentiality, and sound judgment.
Proactive, resourceful, and solutions‑oriented.

Nanowave is committed to transparent, fair, and equitable hiring practices in full compliance with Canadian federal and provincial requirements.

AI Use: Nanowave does not use artificial intelligence to screen, assess,or select applicants.
Vacancy Status: This posting is for an existing vacancy.
Canadian Experience: Nanowave does not require Canadian work experience.

Final compensation will be discussed during the hiring process and will be commensurate based on individual circumstances and business needs.

Apply About employer

More about this job

Responsibilities

Manage full-cycle recruitment for manufacturing, technical, engineering, and mid-level roles, including sourcing, screening, interviews, and hiring recommendations. Coordinate onboarding, maintain talent pipelines and recruitment records, report on hiring metrics, support ATS improvements, and contribute to employer branding and early-talent programs.

Requirements

Requires 2–4 years of full-cycle recruiting experience, including hiring in aerospace, electronics, or other technical manufacturing environments for roles such as engineers, technicians, assemblers, and operators. A bachelor’s degree in a related field is listed, while recruiting credentials, ATS experience, and engineering or manufacturing education are assets; equivalent recruiting experience is highly valued.

Skills

Full-Cycle Recruitment
Technical Sourcing
Talent Pipeline Development
Candidate Screening
Competency-Based Interviewing
Hiring Manager Partnership
Interview Coordination
Onboarding Coordination
Recruitment Reporting
Recruitment Metrics
Employer Branding
Applicant Tracking Systems
Stakeholder Management
Technical Role Assessment
Early-Talent Program Support

Visa sponsorship

Not detected in the job text

Keywords

Aerospace Manufacturing
Electronics Manufacturing
Technical Recruitment
Full-Cycle Recruitment
Talent Acquisition
Sourcing
Talent Pipelines
Resume Screening
Competency-Based Interviews
Hiring Manager Intake Meetings
Employer Branding
Onboarding
Recruitment KPIs
Time-to-Fill
Source Effectiveness
Offer Acceptance
Rippling ATS
Applicant Tracking Systems
Engineering Roles
RF Technicians
Electronics Technicians
Assemblers
Manufacturing Operators
Quality Roles
Production Supervisors
Co-op Programs
Early-Career Talent
CHRP
RPR

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