Contract
Employment Type: Contract
Work Arrangement: Remote or Hybrid
Location: Vaughan
Reports To: VP, People & Culture
We are seeking an experienced, highly accountable Contract Talent
Acquisition Partner to take end-to-end ownership of recruitment across our
organization. This individual will serve as the primary recruitment partner to
hiring leaders and will manage searches ranging from entry-level and hourly
positions through professional, leadership, and executive-level roles.
This is a hands-on role for someone who is comfortable moving quickly, managing multiple searches simultaneously, proactively sourcing talent, and holding both themselves and hiring managers accountable to an efficient and professional recruitment process.
The Talent Acquisition Partner will own the recruitment lifecycle from intake and market strategy through sourcing, screening, interviewing, assessment, reference checks and offer recommendation. The People & Culture team will retain responsibility for preparation and issuance of formal offer letters and onboarding.
End-to-End Recruitment
- Own the full
recruitment lifecycle for assigned positions, from approved requisition
through accepted offer and handoff to the People & Culture team for
onboarding.
- Recruit across
a broad range of functions and levels, including hourly, entry-level,
professional, technical, corporate, management, senior leadership and
executive positions.
- Lead intake
meetings with hiring managers to clearly understand the business need,
role requirements, success profile, compensation parameters, timeline and
ideal candidate profile.
- Develop an
appropriate recruitment and sourcing strategy for each search rather than
relying solely on inbound applicants.
- Draft and/or
refine job descriptions and job postings to accurately reflect role
requirements and attract qualified candidates.
- Post and
manage opportunities across appropriate recruitment channels.
- Actively
source passive candidates using LinkedIn, professional networks,
databases, referrals and other relevant channels.
- Review
applications, conduct candidate screening and assess candidates against
defined role requirements.
- Coordinate and
manage the interview process from initial screening through final
selection.
- Partner with
hiring managers to develop effective interview strategies and assessment
criteria.
- Ensure
interview feedback is collected promptly and drive hiring teams toward
timely decisions.
- Conduct
reference checks and any required pre-employment recruitment activities.
- Support
compensation discussions and offer recommendations in partnership with
People & Culture.
- Verbally
present and manage offers with selected candidates, partnering with People
& Culture for preparation and issuance of formal offer documentation.
- Maintain
engagement with successful candidates through acceptance and ensure a
seamless handoff to People & Culture for onboarding.
Hiring Manager Partnership
- Act as a
trusted talent advisor to hiring managers and senior leaders.
- Provide
guidance on candidate availability, market conditions, compensation
competitiveness and recruitment strategy.
- Challenge
unrealistic candidate profiles or expectations and help leaders
distinguish between essential and preferred qualifications.
- Establish
clear expectations with hiring managers regarding interview availability,
candidate feedback and decision-making timelines.
- Proactively
communicate recruitment progress, challenges, market feedback and
recommended changes to search strategies.
- Maintain
momentum throughout each search and escalate barriers that may impact the
organization's ability to secure strong talent.
Candidate Experience & Employer Brand
- Deliver a
professional, responsive and consistent candidate experience at every
stage of the recruitment process.
- Represent the
organization and its culture effectively to prospective candidates.
- Ensure
candidates receive timely communication regarding next steps, decisions
and search status.
- Build talent
pipelines and maintain relationships with strong candidates for future
opportunities.
- Ensure
recruitment practices are professional, inclusive and aligned with
applicable employment and human rights requirements.
Recruitment Operations & Reporting
- Maintain
accurate and current candidate and requisition information within the
organization's applicant tracking system and/or recruitment tracking
tools.
- Maintain clear
documentation of candidate status, interview feedback and hiring
decisions.
- Provide
regular recruitment updates to People & Culture and hiring leaders.
- Track and
report on key recruitment metrics, including:
- Open
requisitions and recruitment status
- Time to
shortlist
- Time to fill
- Candidate
pipeline and sourcing activity
- Source
effectiveness
- Offer
acceptance rates
- Recruitment
bottlenecks and risks
- Identify
opportunities to improve recruitment processes, tools, templates and
overall efficiency.
What Success Looks Like
The successful individual will:
- Quickly
establish credibility with hiring managers and understand the needs of the
business.
- Take true
ownership of every assigned requisition rather than waiting for hiring
managers to drive the process.
- Build strong
candidate pipelines through proactive sourcing.
- Consistently
present qualified candidates who align with both the technical
requirements and culture of the organization.
- Maintain
urgency and momentum throughout the recruitment process.
- Provide hiring
managers with clear market intelligence and candid advice.
- Deliver an
exceptional candidate experience regardless of hiring outcome.
- Maintain
strong recruitment discipline, documentation and visibility.
- Reduce
time-to-fill without compromising the quality of hire.
- Operate as an
extension of the People & Culture team and represent the organization
professionally in the talent marketplace.
Ideal Candidate Profile
You are a hands-on recruiter and talent advisor who enjoys owning
searches from beginning to end. You are equally comfortable sourcing an
individual contributor, recruiting a specialized professional, or partnering
with an executive leader on a critical leadership search.
You are proactive, organized and comfortable working independently. You do not wait for candidates to apply - you know how to find them. You communicate frequently, keep searches moving, and are comfortable respectfully pushing hiring managers when feedback or decisions are slowing the process.
Most importantly, you understand that successful recruitment is not simply about filling vacancies. It is about finding the right people, creating an exceptional candidate experience and helping the business build the talent required to achieve its goals.
Requirements
- 5+ years of
progressive recruitment or talent acquisition experience, ideally within a
fast-paced corporate, manufacturing, consumer products, distribution or
similarly dynamic environment.
- Demonstrated
experience managing recruitment independently from intake through accepted
offer.
- Experience
recruiting across multiple levels of an organization, from entry-level
positions through senior leadership.
- Executive
search experience is considered a strong asset.
- Strong
direct-sourcing capability with demonstrated success identifying and
engaging passive candidates.
- Experience
partnering directly with senior leaders and hiring managers.
- Strong
interviewing and candidate assessment skills.
- Experience
managing multiple concurrent searches with competing priorities.
- Strong
understanding of recruitment best practices and applicable employment and
human rights considerations.
- Experience
with applicant tracking systems, LinkedIn Recruiter and other recruitment
platforms and sourcing tools.
- Excellent
written and verbal communication skills.
