Top Recruiter Jobs in Toronto

Conduct resume reviews, clinician interviews, candidate assessments, and recruitment pipeline tracking for therapists and psychologists. Maintain warm, engaging communication throughout the hiring process, ensure accurate applicant records, and coordinate candidate handoffs with the Provider Growth team. The role is remote, part-time, and focused on identifying clinicians suited to serving older adults.

Conduct full-cycle recruitment for construction and rail infrastructure roles, including sourcing, screening, interviewing, offer negotiation, pipeline development, and candidate relationship management. Partner with business leaders and HR teams to create recruitment strategies, develop competency-based interviews, track hiring metrics, and promote employer branding through networking, campus outreach, trade shows, and talent campaigns. The role is hybrid in Toronto with travel across the GTA for site visits and industry events.

Manage the full-cycle recruitment process, including job postings, sourcing, screening, interviewing, offers, and onboarding. Partner with hiring managers to define requirements, develop recruitment strategies, and ensure a positive candidate experience. Maintain compliant recruitment policies, support retention initiatives, conduct exit interviews, participate in career fairs, and advise managers on recruitment best practices and legislation. Support broader HR projects and maintain accurate job descriptions.

Conduct high-volume, national recruitment from job posting and candidate sourcing through pre-screening, interview coordination, and hiring support. Develop recruitment strategies, use job boards, social media, networking, and targeted outreach, maintain ATS workflows, partner with hiring managers, and apply recruitment best practices to improve talent acquisition.

Manage a high-volume recruiting pipeline from initial candidate conversations through later interview stages. Conduct at least 30 candidate intro calls weekly, evaluate qualifications and fit, maintain organized pipeline records, partner with hiring managers, communicate consistently with stakeholders, identify pipeline gaps, and improve the candidate experience. This full-time 1099 contract role supports technical or go-to-market recruiting and requires Pacific Time availability.

Source and build talent pipelines for high-volume Sales and go-to-market hiring. Use Boolean search, LinkedIn Recruiter, direct outreach, talent mapping, and competitive intelligence to identify passive candidates. Partner with recruiters to deliver qualified candidates, translate changing hiring needs into sourcing strategies, track market trends, and manage multiple sourcing workstreams. This is a six-month contract requiring at least three days per week in the office.

Own full-cycle, high-volume recruiting for priority roles across disciplines. Develop data-driven sourcing strategies, manage pipelines, screen and close candidates, optimize recruitment metrics and conversion rates, analyze talent markets, support hiring events, and deliver an exceptional candidate experience while partnering closely with company leaders.

Lead strategic, full-cycle recruitment for senior, specialized, and hard-to-fill roles. Build talent pipelines, advise leaders, conduct competency-based interviews, optimize ATS workflows and reporting, strengthen employer branding, engage passive candidates, analyze labor markets and recruitment metrics, support workforce planning, and advance diversity, equity, and inclusion initiatives. Represent the organization at industry events and develop relationships with candidates, associations, educational institutions, and community partners.

Oversee full-cycle recruitment for high-level staff positions across global services departments. Responsibilities include sourcing, screening, hiring-manager partnership, agency management, offer negotiation, onboarding coordination, ATS administration, compliance, and recruiting metrics. The recruiter will develop strategic talent plans, improve candidate and hiring-manager experiences, maintain recruiting records, and lead process initiatives.

Manage full-cycle recruitment for staff positions across global services departments, from requisition and sourcing through offers, onboarding, and integration. Partner with hiring managers and agencies, conduct screenings, negotiate offers, maintain ATS records, complete pre-employment checks, and track recruiting metrics. The role also improves recruitment processes, candidate experience, compliance, and hiring efficiency while supporting strategic talent initiatives.

Source and recruit Account Executives, Customer Success Managers, and other go-to-market talent through targeted outbound outreach, referrals, market mapping, and creative sourcing. Manage candidates through interviews and offers, evaluate sales and technical capabilities, partner with hiring leaders, improve candidate experience, and use funnel data and ATS hygiene to optimize recruiting results.

Recruit candidates for childcare supply and contract roles across Ontario. Responsibilities include creating and tracking digital recruitment campaigns, interviewing candidates, collecting required documentation, monitoring e-orientation completion, updating job postings, networking in target areas, and evaluating recruitment strategy performance. The role is part-time for six months and requires multitasking, technology proficiency, childcare policy awareness, and a Vulnerable Sector Check.

Own the full-cycle recruitment process for engineering, AI, machine learning, and data roles. Responsibilities include sourcing passive candidates, conducting screens, partnering with hiring managers, coordinating interviews, managing offers, ensuring strong candidate experiences, maintaining ATS data, tracking recruiting metrics, and building technical talent pipelines and employer brand initiatives.

Leads full-cycle recruitment across ONWA, including sourcing, interviewing, candidate assessment, selection, onboarding support, recruitment system maintenance, compliance, and workforce planning. Develops innovative talent strategies, builds community and educational partnerships, reports recruitment data and trends, and advises managers on recruitment best practices while supporting equitable and culturally informed hiring.

Own full-cycle technical recruiting for engineering, machine learning, computer vision, robotics, and research roles. Responsibilities include specialized talent sourcing, market mapping, pipeline development, hiring-manager partnership, interview-process improvement, candidate engagement, offer closing, and recruiting analytics. The recruiter will build relationships across technical communities and help scale Mecka AI’s recruiting systems and practices.

Own full-cycle recruiting across multiple functions, initially focusing on Sales and Engineering. Partner with leaders and hiring managers, source candidates, manage interviews and offers, and maintain ATS records. Support onboarding, role-specific ramp-up plans, training materials, and learning initiatives. Track program effectiveness, gather feedback, and build scalable recruiting and employee development processes in a growing organization.

Own full-cycle recruiting for forward-deployed engineering and leadership roles across the US. Source passive AI and technical talent through LinkedIn, GitHub, communities, referrals, and talent mapping. Build Provectus’s talent community through meetups, workshops, hackathons, university programs, and industry events. Partner with hiring managers and senior leadership on hiring criteria, workforce planning, compensation benchmarking, candidate experience, and offer negotiation.

Sources, screens, interviews, and hires candidates, particularly Spanish-speaking talent, throughout the full recruitment lifecycle. The recruiter partners with hiring managers, maintains candidate pipelines, uses ATS and sourcing tools, represents the company at recruitment events, ensures hiring compliance, and provides timely candidate communication. Fluency in English and Spanish, recruiting experience, strong organizational skills, and preferably call center experience are required.

Own full-cycle recruiting for high-volume and specialized technical roles across engineering, product, and technology teams. Partner with senior technical leaders on hiring strategy, build proactive talent pipelines, manage complex compensation and offer negotiations, advise hiring managers with market intelligence, and deliver a high-touch candidate experience. The role also contributes to recruiting strategy, pipeline reviews, and competitive talent intelligence initiatives.

Own end-to-end executive and specialized recruiting searches across CSC Generation’s portfolio. Source passive candidates through talent mapping, direct outreach, referrals, and LinkedIn; partner with executives to define roles and sourcing strategies; manage confidential searches; close difficult hires; maintain passive talent pipelines; and provide competitive talent market intelligence.

Lead full-cycle recruiting for technology and business roles (software engineers, engineering leaders, TPMs). Source diverse candidate pipelines, advise hiring managers, manage offers, leverage recruiting data, and drive talent strategy and process improvements.

Conduct full-cycle recruitment for hourly manufacturing and salaried corporate roles across Canada. Manage high-volume requisitions, build relationships with hiring managers and candidates, lead kickoff meetings, present diverse candidate slates, and deliver a strong candidate experience. Improve hiring workflows, reporting accuracy, and process efficiency while partnering with HR teams, coordinators, and vendors. The role requires fluent English and French, manufacturing recruiting expertise, ATS experience, and knowledge of Canadian employment practices.

Own university and early-career recruiting strategy for a site, including school selection, campus partnerships, events, sourcing, screening, interview coordination, offers, and closing. Manage intern, co-op, and new-grad hiring funnels while partnering with engineering managers to define candidate profiles and maintain hiring standards. Build new-grad recruiting processes, track funnel metrics in the ATS, and improve candidate experience and recruiting outcomes through data-driven decisions.

Manage full-cycle recruitment across skilled trades, technical, and professional roles. Partner with hiring managers, source and assess candidates, maintain talent pipelines, support applicant tracking system accuracy, and develop recruitment campaigns. Build employer visibility through school partnerships, community outreach, presentations, job fairs, and recruitment materials while delivering a positive candidate experience.

Own full-cycle recruiting for technical, business, or manufacturing functions, from intake through offer. Partner with leaders to define hiring needs, develop sourcing strategies, run compliant interviews, deliver strong candidate experiences, and close complex offers. Track recruiting data to improve outcomes, advise hiring managers with market insights, and contribute to employer branding and talent-process initiatives in a fast-growing environment.