Top Talent Acquisition Jobs in Toronto

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.

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.

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.

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.

Build and run the full technical recruiting function for engineering roles: source, screen, interview design, ATS and metrics ownership, pipeline forecasting, and close senior/staff engineers with complex equity offers while partnering with CEO and CTO.

Lead negotiation, lifecycle management, compliance, and risk mitigation for commercial contracts and fee-for-service agreements. Identify commercial funding opportunities, develop cost proposals and pricing strategies, build donor/partner relationships, and implement contract management systems and analytics to protect organisational interests and maximise programme delivery.

Lead strategic direction, implementation, financial oversight, and stakeholder engagement for large donor-funded humanitarian and development programmes. Ensure compliance, strengthen systems (finance, procurement, MEAL, HR), manage senior staff and partners, and represent the programme to donors and governments while promoting learning and adaptive management.

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.

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.