Top Talent Acquisition Jobs in Toronto

Lead North American manufacturing talent acquisition for the West region: manage a team of recruiters, own sourcing and employer brand, partner with manufacturing leadership on full-cycle recruiting, build data-driven TA strategy and metrics, coach hiring managers, and support hands-on recruitment for the largest site while driving transformation and process improvements.

Lead full-cycle, high-volume recruitment and talent pipelining across functions; design and standardize TA processes and SOPs; advise hiring managers using market analytics; support employer branding and bilingual (French/English) recruitment communications and translation; ensure candidate and stakeholder experience from application to onboarding; analyze exceptions and drive continuous process improvements.

Lead full-cycle technical recruitment across Canada for consulting and technology roles. Partner with business leaders to design sourcing strategies, proactively source and assess candidates, deliver exceptional candidate experience, maintain recruitment metrics and compliance, support graduate/intern programs, and collaborate with People & Culture to optimize tools and processes.

Lead global full-cycle recruiting and talent acquisition operations, build scalable sourcing and pipelines for technical and leadership roles, manage ATS and recruiting analytics, partner with leaders on hiring strategy, drive inclusive employer branding and candidate experience, and support onboarding and workforce planning across multiple regions.

Coordinate interview schedules, maintain job postings and ATS records, verify onboarding and compliance documents, raise IT/HR access tickets, assist event logistics, and manage candidate data to ensure a smooth recruitment and onboarding experience.

Owns full-cycle recruitment across multiple talent segments in a global pharmaceutical environment. Partners with hiring managers and HR teams, builds talent pipelines, leads campaigns for hard-to-fill roles, and uses AI-enabled tools, recruiting analytics, Power BI, and market intelligence to improve hiring decisions and candidate experience. The role also provides strategic talent advice, ensures recruitment compliance, influences stakeholders, and drives continuous improvement. This is a hybrid position requiring approximately three days per week onsite near Toronto.

The Talent Acquisition Lead develops recruitment strategies, partners with business leaders, and enhances diversity hiring while ensuring an efficient recruiting process and positive candidate experience.

Provides full-cycle corporate recruiting support across professional roles, partnering with leaders and hiring managers to source, assess, and hire talent. Develops diverse candidate pipelines, manages outreach campaigns, supports workforce planning, coordinates offers, tracks recruiting metrics, and improves candidate experience. Requires strong recruitment expertise, Boolean search skills, national hiring experience, knowledge of provincial employment legislation, Workday Recruitment experience, and adaptability in a matrix environment.

Manage end-to-end technical recruiting for Engineering, Product, Data, and AI teams: build pipelines, source and screen candidates, coordinate interviews and offers, leverage ATS and AI recruiting tools to improve hiring velocity and candidate experience, and partner with hiring managers and People Operations for onboarding.

Lead strategic recruitment for senior technical and non-technical roles: build executive talent pipelines, partner with leaders, optimize processes, manage agencies, track KPIs, and oversee selection and offers.

Own full-cycle, high-volume recruiting for sales and customer success roles, including sourcing, screening, interviewing, scheduling, stakeholder coaching, and closing. Build diverse talent pipelines, use funnel metrics and candidate feedback to improve hiring outcomes, experiment with AI-enabled recruiting workflows, promote inclusive hiring, deliver an exceptional candidate experience, and strengthen the employer brand. Partner closely with hiring managers in a fast-paced SaaS environment.

Develop and execute employer branding and recruitment marketing strategies. Create content and campaigns across social platforms, manage employer review sites, measure KPIs, improve candidate experience, and support diversity and reconciliation-focused outreach.

Serve as a senior full-cycle recruiter and TA SME: lead intake meetings, source and engage mid-to-senior talent, build pipelines, ensure ATS data integrity, support TA training and process improvements, manage background/credit checks, and deliver excellent candidate and hiring manager experiences.

Responsible for executing the end-to-end hiring process and managing full-cycle recruitment, while ensuring superior candidate and Hiring Leader experience.

Sources and recruits technical, professional, and management talent through proactive research, Boolean searches, databases, referrals, social media, and agencies. Builds sourcing strategies, interviews and assesses candidates, manages talent pipelines, advises hiring leaders, recommends candidates, addresses market and budget constraints, negotiates offers, and supports positive candidate and stakeholder experiences.

Lead design and execution of Indigenous recruitment strategies to increase First Nations, Inuit, and Metis representation. Advise senior leaders on culturally safe, trauma-informed hiring practices, build sustainable talent pipelines and partnerships, modernize processes to remove systemic barriers, and provide data-driven workforce analysis and reporting to support succession planning and inclusion across the corporation.

Manage full-cycle recruiting across North America: source, attract, and hire talent; build talent pipelines; lead senior/strategic searches; optimize recruiting processes, employer branding, metrics, vendor management, and hiring manager training.

Support full-cycle recruitment by coordinating interviews, managing job postings and ATS records (Workable), screening candidates, conducting reference checks, preparing offers, onboarding, tracking pipelines and metrics, and supporting campus recruitment and employer branding.

Lead and manage talent acquisition programs, hire across exempt and non‑exempt roles, partner with HR and hiring leaders, improve recruiting processes, manage large staffing initiatives, use LinkedIn Recruiter and ATS, negotiate offers, and ensure compliant, positive candidate experiences.

Lead full-cycle technical recruiting for engineering, design, product, data, and security roles. Partner with hiring managers to build diverse pipelines, use data and AI to optimize hiring, run competency-based interviews, coach stakeholders, and improve employer branding and candidate experience.

Lead talent acquisition strategy and programs across executive, exempt, and non-exempt roles. Manage sourcing, direct sourcing, ATS usage, candidate experience, hiring leader relationships, large-scale staffing initiatives, offer negotiation, and reporting while ensuring legal compliance and continuous process improvement.

Lead global recruiting and people operations for a remote, contractor-centric e-commerce brand: build sourcing pipelines, run structured interviews and test projects, manage employer brand, deliver hiring metrics, and design scalable people systems for onboarding, performance, and retention.

Develop and manage scalable talent acquisition systems aligned with company growth. Forecast hiring needs, define roles and competency frameworks, design recruitment pipelines, screen candidates, partner with hiring managers, improve candidate experience, and track hiring metrics such as time-to-hire, pipeline health, and source quality. Own the recruitment lifecycle from workforce planning through onboarding.

Lead full-cycle recruitment for senior and specialized roles across creative, strategy, media, digital, and operations. Partner with leaders on workforce planning, build diverse talent pipelines, own candidate experience and employer branding, mentor recruiters, track recruitment analytics, and design early talent programs to strengthen long-term hiring.

Execute full-cycle, high-volume recruitment for the Industrial East division; source candidates, manage ATS (Workday), track TA metrics, build relationships with business leaders, agencies and universities, ensure compliant staffing documentation, and support hiring planning and general employment inquiries.