Talent Acquisition Lead

Role overview

This opportunity is presented on behalf of a partner employer, which will handle applications and the next stages of the process. The hiring company is seeking a Talent Acquisition Lead in Canada to guide and expand a high-performing recruitment function inside a fast-scaling global business.

The role blends team leadership with direct recruiting work. You will support recruiters, improve day-to-day hiring operations, and personally manage critical searches as needed. Success in this position depends on strong strategic judgment, operational discipline, and a solid grasp of complex recruiting workflows.

You will also help strengthen talent pipelines, build recruiting capability across the team, and contribute to a strong candidate and stakeholder experience.

Accountabilities

• Lead a recruiter pod by keeping the team aligned on priorities, maintaining productivity, and meeting hiring targets.
• Combine leadership duties with hands-on recruiting work, including ownership of difficult and senior-level searches.
• Convert broader talent acquisition goals into clear team priorities, expectations, and practical action plans.
• Hold regular one-on-one check-ins covering performance, development, pipeline status, and career progress.
• Refine recruiting practices across sourcing, outreach, candidate engagement, interview coordination, and stakeholder communication.
• Guide recruiters on hiring strategy, stakeholder handling, sourcing methods, and ongoing professional growth.
• Improve hiring processes so they scale well, stay consistent, and deliver a strong candidate experience.
• Spot team or performance issues early and work with leadership to resolve them.

Requirements

• At least 10 years of experience in talent acquisition, recruitment, or executive search.
• Minimum 2 years of experience leading a recruiting team, pod, or equivalent talent function.
• Proven ability to manage your own recruitment workload while also supporting and developing other recruiters.
• Strong command of the full hiring cycle, including sourcing, outreach, pipeline management, interviews, and candidate experience.
• Demonstrated ability to coach recruiters and raise recruiting quality through feedback and mentorship.
• Strong stakeholder management experience across multiple teams and functions.
• Excellent communication skills with the ability to set expectations clearly and handle issues proactively.
• Strong organizational and prioritization skills for balancing competing demands.
• Empathetic, collaborative leadership style with a focus on building trust and developing people by example.
• Comfort working in a fast-moving, evolving environment with an emphasis on results and continuous improvement.

Perks and benefits

• Chance to lead and shape a high-impact talent acquisition function in a rapidly growing organization.
• Remote work flexibility.
• Influence over recruiting strategy, process improvement, and team development efforts.
• Collaborative, inclusive culture that values employee growth and success.
• Professional development opportunities to deepen leadership and talent acquisition expertise.
• Exposure to diverse teams and the chance to help build a global workforce.
• High-ownership environment where initiative, innovation, and impact are recognized.

Additional information

Applications are reviewed through an AI-assisted matching process designed to assess candidates quickly, objectively, and fairly against the role’s core requirements. The shortlist is then shared with the hiring company, while the employer’s internal team manages final decisions and any later steps such as interviews or assessments.

By submitting an application, you consent to the processing of personal data for candidate evaluation and sharing of relevant information with the employer, in line with applicable data protection laws including GDPR. You may request access, correction, deletion, or objection to processing at any time.

The recruitment process may also use AI tools to support tasks such as resume review, application analysis, and inconsistency checks. These tools assist the recruiting team but do not replace human judgment, and final hiring decisions are made by people.