Top Talent Acquisition Jobs in Toronto

Owns full-cycle technical recruiting across Canada, the United States, and the United Kingdom. Responsibilities include sourcing and screening candidates, managing candidate experience through onboarding, partnering with People and Culture to standardize hiring, developing talent pipelines, organizing recruiting initiatives, and using hiring data to improve efficiency and outcomes. The role requires experience recruiting for technical, product, and sales positions in fast-paced technology environments.

Leads end-to-end talent acquisition for complex, confidential, and leadership roles. Partners with executives and senior leaders on hiring strategy, sourcing, selection, and candidate experience. Uses talent mapping, recruitment analytics, compensation intelligence, AI-enabled tools, and automation to improve outcomes. Leads recruiting initiatives, supports executive searches, coaches the TA team, trains hiring managers, ensures compliance, and advises on process improvements.

Own full-cycle recruiting for sales roles, including proactive sourcing, candidate outreach, screening, evaluation, interview coordination, pipeline management, offer support, and onboarding partnership. Build talent pipelines for high-performing sales professionals, assess candidates using performance metrics and scorecards, maintain ATS data, track recruiting KPIs, and improve hiring processes. The role requires strong communication, organization, judgment, and comfort with outbound recruiting and fast-moving, performance-driven environments.

Manage full-cycle recruitment for a growing automotive collision repair facility, including intake meetings, sourcing, screening, interviewing, reference checks, offers, background checks, and onboarding. Build candidate pipelines, support hiring managers with assessments and recruitment data, maintain positive candidate experiences, and develop relationships with colleges, industry associations, and community partners. The role requires recruiting across multiple locations and managing high-volume hiring priorities.

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.

The Talent Acquisition Manager leads full-cycle recruitment for legal and professional roles. Responsibilities include defining hiring strategies, sourcing and screening candidates, managing interviews and offers, maintaining applicant pipelines and tracking systems, advising stakeholders on market trends, and ensuring compliance with employment laws. The role requires strong legal-industry recruiting expertise, communication, organization, networking, and stakeholder management skills.

Own full-cycle talent acquisition across GTM, Engineering, Product, Innovation, and G&A. Administer the ATS, build pipelines, manage vendors, and improve hiring metrics. Lead onboarding, learning programs, recognition, retention, employer brand, referrals, and offboarding. Develop AI-enabled recruitment and employee lifecycle workflows while partnering with managers on workforce planning, role design, candidate quality, and retention.

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.

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.

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.

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

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.

Coordinates end-to-end recruiting activities, including sourcing, screening, interview scheduling, candidate communications, briefing packages, feedback, offers, and recruiting metrics. Supports onboarding, offboarding, HRIS maintenance, benefits, time-off tracking, documentation, headcount reconciliation, culture activities, and leadership follow-up. Maintains Workable and Humi, uses sourcing and AI tools, handles confidential information, and improves People processes, templates, and workflows.

Manage full-cycle recruitment from intake and sourcing through interviews, offers, and onboarding. Partner with hiring managers, build talent pipelines, maintain candidate data in recruitment systems, and provide hiring recommendations. Support candidate experience, employer branding, recruitment marketing, social media campaigns, career fairs, networking, campus recruitment, and broader HR initiatives.

Manage full-cycle recruitment for assigned roles, including intake, sourcing, candidate assessment, hiring manager partnership, and offer acceptance. Build talent pipelines using LinkedIn, referrals, internal talent pools, and other channels. Use Workday and ATS tools to manage requisitions, workflows, and reporting while ensuring employment-law compliance and equitable hiring practices. Manage multiple requisitions and contribute to recruitment process improvements.

Own the full recruitment cycle for corporate and operational roles, including role design, sourcing, screening, assessment, offers, and onboarding. Partner with hiring leaders, build talent pipelines, provide labor-market insights, strengthen employer branding, and deliver an excellent candidate experience. Represent the company at career fairs and networking events, use recruitment data and technology to improve outcomes, and support talent and employee-experience initiatives while maintaining confidentiality and employment-law compliance.

Leads full-cycle, high-volume recruiting and advises hiring managers on sourcing, screening, interviewing, offers, and onboarding. Develops recruiting strategies, builds talent pipelines, mentors recruiters, trains stakeholders, evaluates agency performance, ensures employment-law compliance, and represents Talent Acquisition at networking and business events. Uses ATS tools and sourcing techniques to meet hiring goals, improve processes, and deliver a strong candidate experience.

Leads full-cycle recruitment strategy, sourcing, screening, interviewing, offer negotiation, onboarding, and candidate experience initiatives. Partners with hiring managers and HR stakeholders, builds talent pipelines, ensures employment-law compliance, manages recruiting metrics, and represents the employer at networking events. Mentors and trains recruiters, evaluates agency performance, supports special projects, and drives process improvements using applicant tracking systems and sourcing tools.

Lead end-to-end recruitment across multiple business functions and seniority levels, including intake, sourcing, interviews, offer negotiation, and onboarding. Advise hiring managers on talent strategies, build diverse pipelines, provide market intelligence, and deliver a high-quality candidate experience. Collaborate with global HR on initiatives, maintain recruitment accuracy and efficiency, and use Workday HRIS to support data integrity and process effectiveness.

Source and engage exceptional talent across technical and business functions, including Engineering, Product, Design, GTM, and G&A. Develop targeted sourcing strategies, conduct talent research and market mapping, engage passive candidates through personalized outreach, assess pipeline health, and build inclusive candidate pipelines. Collaborate with Talent Acquisition Partners and hiring teams while improving sourcing tools, workflows, data quality, automation, and AI-enabled practices.

Own full-cycle recruiting from intake through offer across engineering, product, design, go-to-market, general and administrative functions. Develop sourcing strategies, assess candidates, negotiate offers, advise hiring managers, use recruiting data and market intelligence, and improve hiring processes. This contract role requires managing multiple complex searches in a fast-moving, distributed technology environment while delivering strong candidate experiences.

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.

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