Top Talent Acquisition Jobs in Toronto

Lead end-to-end pursuit of institutional funding: donor landscape analysis, Go/No-Go decision-making, proposal development and budgeting, donor relationship building, cross-functional bid coordination, award negotiation, and post-award transition. Implement grant workflows, knowledge management, and AI-assisted tools to improve proposal quality and institutional memory.

Provide financial leadership across the grant lifecycle: prepare compliant cost proposals, manage post-award financial monitoring and reporting, ensure donor compliance, support audits, advise on financial feasibility, build partner capacity, and maintain grant financial systems and analytics.

Lead talent acquisition and people operations for a remote, contractor-centric company. Own end-to-end recruiting (sourcing, interviews, test projects, employer brand, metrics) and build scalable people systems (onboarding, performance frameworks, org design, contractor compliance) to support growth toward $100M. Partner with leadership and manage one direct report.

As Director of Global Talent Operations, you will lead the creation of scalable people systems, enhance talent acquisition and retention, and support organizational growth and culture.

Lead the development of scalable people systems and strategies to attract, develop, and retain talent. Partner with leadership to foster a positive organizational culture and support business growth.

Sources, leads, and screens candidates across the organization; builds talent pools, conducts competency-based assessments, supports positive candidate experiences, and maintains accurate recruitment records and reports. The role requires recruiting and talent acquisition experience and handles moderately complex projects with general guidance.

Lead full-cycle technical recruiting for engineers and researchers: source hard-to-find talent, partner with hiring managers, conduct interviews, build talent communities, use recruiting data to improve processes, and shape employer brand and hiring strategy.

Source, screen, interview, and recommend candidates for retail, supply chain, wireless and corporate roles. Manage requisitions, perform passive candidate searches, coordinate interviews, ensure compliance with laws, and promote Staples as an employer.

Manage full-cycle bilingual talent acquisition: source, screen, interview, and coordinate with hiring managers; use AI-enabled screening tools; support candidate experience and hiring process improvements.

Run full-cycle recruitment across multiple functions and regions: take briefs, source (LinkedIn, job boards, referrals), screen, interview, manage ATS, build pipelines, close roles quickly, and improve hiring processes and employer brand.

Source and recruit technical and non-technical talent globally, build pipelines for high-priority roles, conduct personalized outbound campaigns, and partner with hiring managers through offer closure. The role requires strong Boolean, X-Ray, GitHub, and passive-candidate sourcing skills, along with recruiting analytics, AI and automation use, coordination, and independent management of multiple hiring priorities.

Lead ShipMonk’s global talent acquisition function across high-volume warehouse hiring, corporate and technology recruiting, and senior searches. Build scalable, data-driven recruiting systems, define hiring metrics, coach recruiters, train hiring managers, shape the talent brand, and introduce AI-enabled recruiting tools. Initially serve as a hands-on player-coach before transitioning to broader team leadership. Travel 25–30% across fulfillment sites and corporate offices.

Provide end-to-end talent acquisition support for a diverse client portfolio in a large, decentralized healthcare organization. Lead sourcing, screening, interviewing, offer generation, onboarding handoff, and employer branding. Advise hiring leaders on workforce needs, employment legislation, unionized and non-union processes, and equitable hiring. Manage recruitment metrics, ATS and digital tools, collaborate with stakeholders, ensure compliance, and contribute to continuous improvement and talent pipeline initiatives.

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.

Lead end-to-end talent acquisition for Encore nationally: design hiring strategies, manage full-cycle recruitment for complex and high-volume roles, coach a small recruiting team, partner with leaders on workforce planning, optimize ATS/HRIS and reporting, and ensure excellent candidate experience and inclusive hiring practices.

Lead end-to-end talent acquisition and people operations for a remote, contractor-centric organization. Responsibilities include sourcing and closing candidates, managing interviews and test projects, optimizing recruiting channels, monitoring employer brand, reporting hiring metrics, designing scalable people systems, workforce planning, performance frameworks, onboarding, retention, and leadership enablement. The role owns the talent and people functions with one direct report and partners closely with executives during company growth.

Own the full recruitment lifecycle across diverse roles, from intake and sourcing through offers and pre-boarding. Build proactive talent pipelines, lead inclusive hiring initiatives, negotiate offers, and champion candidate experience. Partner with hiring managers and the Talent team, maintain accurate Greenhouse records, share market insights, and support process, tooling, and best-practice improvements.

Lead full-cycle international recruiting with emphasis on sourcing educators: intake, sourcing, structured interviews, ATS management, AI-enabled sourcing and screening, pipeline building, candidate experience, employer branding, and hiring-manager partnership to meet quality and SLA targets.

Full-cycle recruiter owning sales hiring: source and build pipelines for closers, setters, and leaders; screen and evaluate candidates against scorecards; manage ATS, interview coordination, offers, and candidate experience; partner with hiring managers to improve process and measure quality of hire.

Full-cycle recruiter supporting intake, sourcing, screening, interview coordination and ATS record-keeping. Drive employer branding, hire manufacturing/operations talent, partner with hiring managers and HR, and contribute to TA projects and process improvements.

Lead full-cycle recruitment across Canada, the U.S., and LATAM for warehouse, customer service, corporate, and sales roles; build diverse pipelines, partner with hiring managers, implement and optimize Dayforce Recruitment and Onboarding, maintain recruitment platforms, track metrics, and support employer branding and university partnerships.

Full-cycle talent acquisition for Web3, marketing, operations, and legal roles across Canada. Proactively headhunt on social platforms, screen for technical and cultural fit, manage candidate pipelines quickly, negotiate offers, and provide market intelligence on salary and talent trends. Remote role requiring high autonomy and coordination across time zones.

Manage full-cycle recruitment for Spectrum Health Care: source and screen candidates, conduct interviews and reference checks, coordinate onboarding and documentation, maintain internal stakeholder relationships, and support employer branding and candidate experience using ATS and Microsoft Office. In-office role in Toronto.

Lead full-cycle recruiting for multiple concurrent searches, partner with hiring managers to define roles, build creative sourcing pipelines, manage ATS (Greenhouse), establish interview frameworks and scorecards, champion inclusive candidate experience, and track recruiting metrics to improve conversion and process efficiency.

Manage end-to-end recruitment for a high-volume and specialized hiring environment supporting the Manila GBS hub. Partner with hiring managers to define needs, proactively source candidates, maintain ATS (Workday), improve recruitment processes and SOPs, drive employer branding, support TA projects, coach junior recruiters, ensure compliance with local labor laws, and facilitate offer negotiation and closure.