Top Talent Acquisition Jobs in Toronto

Sources and engages passive candidates for sales roles across the AMER region, primarily Account Executives. Builds talent pipelines, maps competitive markets, screens candidates, partners with recruiters and hiring managers, maintains applicant tracking data, and improves outbound sourcing strategies and candidate experience in a fully remote environment.

Leads Talent Acquisition delivery across North America and EMEA, managing regional leaders, recruiting capacity, service quality, stakeholder commitments, and workforce strategies. Develops recruiting strategy, improves processes and technology, manages vendors, uses data to optimize operations, and partners with senior leaders across HR and business functions. Oversees talent pipelines, internal mobility, process compliance, technology initiatives, candidate experience, succession planning, and operational performance across a complex, multinational organization.

Conduct full-cycle technical recruiting for designated roles, including Developers, Designers, and Product Managers. Source and pipeline candidates, partner with hiring teams to understand needs, deliver positive candidate and interviewer experiences, maintain recruiting data integrity, report metrics, and represent BIMM throughout the hiring process. This is a six-month fixed-term hybrid contract requiring two office days per week.

Provides administrative support to a high-volume Talent Acquisition team, including candidate communications, interview scheduling, background checks, offer packages, onboarding documentation, HRIS updates, reporting, invoice processing, and recruitment file maintenance. The role supports candidate and employee experiences, responds to inquiries, assists with process improvements, and collaborates with People Operations, HR business partners, and other HR centers of excellence.

Leads full-cycle recruiting for creative, digital, media, design, and operations roles. Builds proactive talent pipelines, manages candidate communications, supports employer branding, maintains ATS data, analyzes recruitment funnels, advises hiring managers, and oversees intern and early-career engagement programs.

Owns full-cycle recruitment for technical and non-technical roles, including sourcing, pipeline development, candidate communication, hiring-manager partnership, interviewing processes, offer closing, and employer branding. The role manages multiple searches, uses recruiting data to improve outcomes, coaches managers on structured assessment, supports diverse hiring, and contributes to People and Talent projects.

Manages full-cycle recruitment across Ontario, develops sourcing strategies and talent pipelines, and leads talent attraction, employer branding, and process improvement initiatives. Partners with hiring managers, conducts candidate assessments, coordinates interviews, supports early-career programs, builds educational and professional partnerships, and reports recruitment metrics and market insights to leadership. The role also focuses on hard-to-fill clinical and leadership positions and delivering strong candidate and hiring manager experiences.

Lead early-talent recruitment for Capital Markets by sourcing and assessing student candidates, advising hiring managers, managing recruitment operations, and maintaining talent pipelines. Develop recruitment strategies, monitor labor-market trends, coordinate campus attraction and sponsorship events, support candidate communications, and help plan Capital Markets student onboarding. The role uses a hybrid schedule and includes some evening, weekend, and university-campus travel.

Lead full-cycle recruiting across engineering, technical leadership, operations, and commercial roles. Build scalable sourcing strategies, partner with hiring managers, improve interviewing and recruiting processes, manage candidate experience, strengthen employer branding, evolve recruiting systems and reporting, and oversee external recruiting partners. The role focuses on closing specialized technical talent and building scalable hiring infrastructure during a high-growth period.

Provides administrative and transactional support for Talent Acquisition and recruitment teams. Coordinates background checks, follows HR policies and workflows, maintains Workday data integrity, and supports recruitment transactions within service-level agreements. The role requires bilingual French and English communication, strong organization, attention to detail, collaboration, discretion, and the ability to manage changing priorities in a fast-paced environment.

Leads North American talent acquisition strategy and daily recruitment operations while managing a team of recruiting professionals. Partners with business leaders, HR, and hiring managers to improve sourcing, candidate experience, recruitment metrics, processes, technology, employer branding, and compliance. Supports senior-level full-cycle recruitment, vendor relationships, continuous improvement initiatives, hiring manager training, and data-driven workforce acquisition decisions.

Manages full-cycle recruitment for global roles, particularly across North America and Latin America. Responsibilities include sourcing candidates, building talent pipelines, conducting screenings and interviews, maintaining ATS records, partnering with hiring managers, negotiating offers, and ensuring a positive candidate experience. Fluency in English and French is mandatory.

Conduct full-cycle recruitment across retail, corporate, and closed-door facility positions. Screen applicants in Oracle Recruiting Cloud, source active and passive candidates, build talent pipelines, advise hiring managers, coordinate background checks, and support career fairs, hiring days, presentations, and employer-brand content. Manage external vendors and represent the talent acquisition team through cross-functional collaboration.

Provides full-cycle recruitment support across Canada, advising hiring managers on sourcing, selection, interviews, offers, negotiations, compensation, and employment legislation. Builds talent pipelines, recruits across technical disciplines, conducts salary benchmarking, reports market trends, supports talent acquisition strategy and process improvements, and assists with Workday implementation. Requires strong stakeholder communication, sourcing expertise, and knowledge of Canadian and U.S. recruitment landscapes.

The Talent Acquisition Advisor manages full-cycle recruitment from intake through onboarding. Responsibilities include partnering with hiring managers, sourcing and engaging candidates, conducting interviews and assessments, presenting qualified talent, using market intelligence and data to guide hiring decisions, filling critical roles, and improving candidate and hiring-manager experiences in a fast-paced environment.

Manage end-to-end recruitment, including sourcing strategy, candidate interviews, hiring-manager collaboration, C-level hiring, recruitment reporting, and process improvement. The role focuses on IT and marketing/sales recruitment across European and potentially U.S. markets, using ATS platforms, reporting systems, AI tools, and automation to improve hiring outcomes.

Own full-cycle recruiting for technical and GTM/Sales roles, including sourcing, screening, interview coordination, offers, and candidate closing. Partner with hiring managers to define requirements, build pipelines, improve recruiting processes, maintain accurate ATS data, track recruiting metrics, support employer branding, and coordinate onboarding handoffs. The role is fully remote and requires strong communication, organization, autonomy, and experience in fast-growing technology environments.

Manage end-to-end recruitment for healthcare staffing roles including sourcing, screening, interviewing, negotiating offers, reference checks, ATS maintenance, candidate relationship management, event representation, onboarding coordination, compliance auditing, and supporting HR projects and candidate communications.

Leads end-to-end talent acquisition across LATAM and Canada, with support for Europe. Responsibilities include sourcing, screening, interviewing, offer negotiation, talent pipeline development, stakeholder advising, hiring manager enablement, candidate experience, labor-law compliance, and diversity initiatives. The role also serves as a global subject matter expert in a Talent Acquisition area, developing scalable processes and using market intelligence, technology, and analytics to improve recruiting effectiveness.

Manage full-cycle recruitment and maintain an internal employee pool to meet operational staffing needs. Coordinate employee assignments based on daily station requirements and availability, communicate with operations regarding attendance and performance issues, follow up with pool employees, and track performance indicators. The role requires talent acquisition or HR experience, Workday proficiency, strong organization, bilingual French and English communication, and effective collaboration with station managers.

The People & Talent Acquisition Manager will lead full-cycle recruitment, improve HR processes, build talent pipelines, and support onboarding and employee engagement.

The Talent Acquisition Specialist manages full-cycle recruitment, including sourcing, screening, interviewing, candidate communication, and offer support. The role builds candidate pipelines through community outreach, job fairs, social media, and job boards. Responsibilities also include onboarding assistance, ATS and candidate-record maintenance, hiring coordination, KPI reporting, and collaboration with managers, training teams, HR, clients, and community partners.

Leads the enterprise Talent Acquisition function, including recruiting strategy, hiring standards, executive and critical-role searches, recruiting team leadership, workforce planning, market intelligence, and data-driven process improvement. Partners with the CPO, CEO, executives, and business leaders to improve quality of hire, recruiting efficiency, assessment practices, and organizational capability in a high-growth technology company.

Manages the talent acquisition technology stack, including ATS and CRM systems; maintains data integrity and governance; optimizes recruiting processes; manages vendors; leads technology implementations and change management; develops recruiting dashboards and reports; analyzes funnel metrics; and provides strategic recommendations and forecasting insights to improve hiring speed, quality, cost, and candidate experience.

Lead full-cycle recruitment for technical and back-office roles, partnering with hiring managers and HR Business Partners on sourcing, hiring strategies, candidate experience, offers, and close. Develop proactive sourcing approaches for hard-to-fill positions, maintain accurate ATS data, use market intelligence and recruitment analytics, and support talent initiatives, events, employer branding, and process improvements across a global organization.