Top Recruiter Jobs in Toronto

Own full-cycle recruiting for technical and cross-functional roles, partnering with hiring managers and leadership. Build proactive sourcing strategies, use AI tools for recruiting, manage funnel metrics and Ashby data integrity, lead offer negotiations, and advise on market conditions, compensation, hiring expectations, and close plans. The role requires strong talent judgment, high ownership, urgency, and experience hiring in competitive startup environments.

Owns full-cycle technical recruiting for Engineering, Product, Design, and related roles. Responsibilities include defining hiring requirements, sourcing active and passive candidates, managing interview processes, negotiating offers, tracking funnel metrics, using AI recruiting tools, and developing recruitment marketing campaigns. The role partners closely with the CTO and engineering leads and focuses on hiring within competitive infrastructure, developer tools, and security talent markets.

Own 8–10 technical searches end to end, partnering with engineering leaders to define roles, source senior infrastructure, backend, SDK, and AI talent, close candidates, and build recurring talent pipelines. The recruiter will improve recruiting systems, sourcing playbooks, interview processes, and candidate experience while serving as a strategic talent partner to engineering teams.

Own 8–10 full-cycle technical recruiting searches for engineering roles, partnering with hiring managers, sourcing passive candidates, building talent pipelines, closing senior and staff-level hires, and improving recruiting systems and candidate experience. The role requires strong technical recruiting expertise across infrastructure, backend, developer tools, open source, or AI, plus the ability to implement thoughtful AI-enabled recruiting practices.

Contract technical recruiter responsible for breaking down hard-to-fill technical roles, calibrating requirements with hiring managers, directing sourcing, evaluating candidates against evidence-based criteria, conducting structured interviews, screening for fraud, and presenting qualified candidates. The recruiter will collaborate with a global recruiting pod and create reusable Claude workflows, interview guides, and search playbooks.

Manage full-cycle technical recruiting for specialized aerospace, defense, engineering, and manufacturing roles. Source and screen technical candidates, build talent pipelines, partner with hiring managers, coordinate interviews, support offers and closing, maintain applicant tracking data, and follow clearance, export-control, and hiring procedures. The role requires defense-industry recruiting experience and familiarity with specialized engineering disciplines and cleared hiring.

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.

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.

Manage full-cycle recruiting for specialized technical and infrastructure engineering roles. Build candidate pipelines through research, outreach, and passive-candidate sourcing; partner with hiring managers on role requirements and candidate profiles; coordinate with recruiters and sourcers; track hiring progress; and use Greenhouse, Gem, and AI tools to improve recruiting workflows and candidate engagement.

Own full-cycle recruiting across GTM and R&D teams, with emphasis on Sales, Marketing, Customer Success, and Solutions Engineering. Build diverse talent pipelines through proactive sourcing, advise hiring managers on talent strategies and market conditions, manage multiple searches, improve hiring velocity, conduct structured assessments, and deliver a strong candidate experience.

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.

Own full-cycle recruiting for senior and staff-level engineering roles, especially backend, infrastructure, systems, Rust, and database positions. Partner with Engineering leaders on hiring profiles, build outbound pipelines, manage interviews and closing, oversee agencies and referrals, analyze recruiting funnel data, and support talent branding. The role requires technical fluency, strong sourcing instincts, startup experience, and the ability to influence hiring decisions.

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.

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.

Owns end-to-end technical recruiting for customer-facing engineering roles, including sourcing, screening, technical fluency assessment, coordination, candidate experience, offer negotiation, and closing. The recruiter will build recruiting processes from scratch, develop Boolean searches, source through LinkedIn, GitHub, networking communities, and referrals, manage Rippling workflows, report funnel metrics, and partner directly with executive and engineering leaders. The role is fully remote with occasional travel.

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.

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 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.

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.

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.

The Recruiter will manage the entire recruitment process, implement sourcing strategies for technical roles, negotiate compensation, and collaborate with hiring managers to meet recruitment goals.

The Recruiter will design recruitment strategies, source candidates, conduct interviews, manage the onboarding process, and collaborate with hiring managers to fill technical roles in AI and software.

Manages end-to-end technical recruiting, including sourcing niche talent, talent mapping, interviewing, compensation negotiations, offers, documentation, and hiring approvals. Partners with hiring managers, supports recruitment initiatives and career events, and participates in high-volume co-op hiring cycles. Requires technology-sector recruiting experience, interest in AI, strong communication, relationship-building, organization, and the ability to manage multiple vacancies independently.

Manage high-volume, fast-paced recruiting for Sales/Go-To-Market teams: source passive candidates, partner with talent and sales leadership, run pipelines, negotiate offers, and coordinate cross-functionally to onboard hires during a 6-month contract.