Talent Acquisition Manager

Role overview

This opportunity is posted on behalf of a partner organization that oversees the application process and all subsequent steps. The hiring company is seeking a Talent Acquisition Manager in Canada for a remote-first role. The position offers a chance to lead and evolve the recruitment function during a period of rapid growth, with a strong focus on hiring for Product and Engineering teams.

You will combine strategic ownership with hands-on recruiting, working closely with leadership and hiring managers to improve sourcing, assessment, and hiring outcomes across the business. The environment is fast-paced and highly collaborative, so adaptability, sound judgment, and attention to detail will be important. The role also includes building scalable hiring practices, improving interview quality, and strengthening overall recruitment performance in a competitive talent market.

Key accountabilities

• Take ownership of the organization’s talent acquisition strategy, day-to-day execution, and ongoing optimization.
• Manage end-to-end recruiting for priority positions, especially roles in Product and Engineering.
• Work with hiring managers to clarify role expectations, success criteria, and hiring order of priority.
• Develop and run proactive sourcing approaches such as outbound outreach, referrals, networking, and pipeline building.
• Refine hiring workflows, interview formats, and calibration methods to improve consistency and quality.
• Leverage recruiting data, funnel analytics, and market intelligence to guide decisions and improve hiring results.
• Create and maintain dashboards and recruitment reporting that give leadership clear visibility into hiring activity.
• Partner with People and leadership teams in a dynamic, iterative, and fast-moving environment.

Requirements

The employer is looking for someone who has already led, or made a major contribution to, a talent acquisition function in a high-growth setting. The ideal candidate brings strong recruiting expertise, especially for technical hiring, and can move comfortably between strategy and execution.

• At least 1–2+ years of experience in a Talent Acquisition Manager, Recruitment Lead, or similar senior recruiting role.
• Background in hiring Product and Engineering talent in startup or other high-growth companies.
• Ability to evaluate technical candidates and judge long-term fit for the team.
• Experience improving recruiting processes, interview effectiveness, and alignment between recruiters and hiring managers.
• Comfort operating in a lean People team where priorities and needs can change quickly.
• Strong communication and stakeholder-management skills with the ability to build trusted working relationships.
• Analytical, metrics-oriented mindset with experience using recruiting data to shape decisions.
• Hands-on, resourceful, and solution-focused approach to overcoming hiring challenges.
• Strong organization and multitasking ability across several searches at once.

Benefits and compensation

• Total compensation is expected to be between CAD 104,500 and CAD 132,000, depending on experience.
• 20 days of annual vacation with a generous PTO policy.
• Comprehensive health and benefits coverage with premiums fully paid.
• Remote-first setup with the flexibility to work from home or in a hybrid arrangement in Toronto.
• Two annual in-person company meetups, with travel support provided.
• Learning and development funding to encourage professional growth.
• Budget for AI tools and access to modern recruiting technology.
• Performance reviews held twice yearly, supported by continuous feedback.
• Stock options available based on performance and eligibility.
• Collaborative, high-performing, low-ego culture centered on impact and innovation.
• Strong focus on work-life balance and employee well-being.

Application and data handling

The partner company manages selection, interviews, and next steps. Applications are reviewed using an AI-assisted matching process to help identify candidates that best align with the role’s core requirements. Shortlisted profiles are shared with the employer, and final hiring decisions are made by humans.

By applying, candidates acknowledge that their personal data may be processed to evaluate suitability for the role and shared with the hiring employer as part of the recruitment process. Applicants may exercise applicable data rights, including access, correction, deletion, and objection, where permitted by law. AI tools may also be used to support application review and resume analysis, but they do not replace human judgment.