Top Recruiter Jobs in Vancouver

Leads VP-level and senior executive searches across corporate functions, from strategy and market mapping through assessment, selection, negotiation, and closing. Advises C-suite stakeholders, develops talent strategies, engages passive executive candidates, manages confidential searches, and improves executive recruiting frameworks, assessment practices, reporting, and tools within a globally distributed Talent Acquisition team.

Recruit product talent by partnering with product leaders, sourcing and screening candidates, managing pipelines, coordinating interviews, tracking recruiting metrics, and improving inclusive hiring processes. The role focuses on product recruiting, stakeholder collaboration, candidate experience, employer branding, and maintaining accurate recruiting data. It is based in a hybrid San Francisco office environment.

Provides administrative support across the People & Culture function, including employee records, HRIS and ATS maintenance, employee inquiries, recruitment coordination, applicant screening, interview scheduling, background checks, offers, onboarding, training administration, engagement activities, reporting, and HR projects. The role supports hiring managers and employees, maintains confidential records, coordinates communications and events, and escalates sensitive or complex matters to the Director of People & Culture.

Lead full-cycle technical recruitment from role intake through offer negotiation. Source active and passive candidates using Boolean search, LinkedIn Recruiter, talent communities, and job boards; conduct interviews, coordinate technical assessments, advise hiring managers, maintain candidate records in Lever, build diverse talent pipelines, and represent the company at industry events and career fairs.

Recruit design talent across Product Design, Brand Design, and Design Leadership. Partner with hiring managers to define needs, source and assess candidates, evaluate portfolios, coordinate interviews, maintain recruiting data, analyze hiring metrics, improve inclusive hiring processes, and promote Brex’s design employer brand. The role also builds talent pipelines, supports stakeholder calibration, and delivers a strong candidate experience across multiple searches.

Recruiter responsible for supporting G&A and GTM hiring by partnering with hiring managers, developing sourcing strategies, building talent pipelines and maps, sourcing passive candidates, managing the full candidate experience, conducting interviews, and representing Brex to prospective hires. The role also owns recruiting-related projects and programs while ensuring an efficient, high-quality hiring process.

Own full-cycle recruiting across research, engineering, go-to-market, operations, and design in the US and Europe. Responsibilities include sourcing passive candidates, conducting structured interviews, managing candidate experiences, advising hiring managers, tracking recruiting performance, and improving hiring processes and tools. The role requires understanding AI, LLMs, software engineering fundamentals, and AI safety well enough to engage technical candidates.

Own full-cycle recruiting for Sales and Marketing roles, focusing on senior and hard-to-fill GTM positions. Build proactive talent networks, advise revenue and marketing leaders, use market data to shape hiring strategies, engage passive candidates, deliver strong candidate experiences, mentor recruiters, improve processes, and represent the company at occasional industry events.

Supports high-volume, full-cycle recruiting for assigned centers by sourcing candidates, building applicant pipelines, conducting interviews, evaluating qualifications, maintaining the applicant tracking system, and managing candidate communications. The role partners with hiring managers, tracks recruiting metrics, prepares activity reports, supports employer branding and hiring events, and represents company policies professionally. Requires 1–2 years of recruiting experience, strong communication and organization skills, and proficiency with recruiting and office technologies.

Conducts full-cycle recruiting across multiple requisitions, partnering with hiring managers to define candidate profiles, develop sourcing strategies, evaluate applicants, and close offers. Maintains candidate communications, applicant tracking records, metrics, and reporting. Collaborates with marketing and HR operations on employment branding, talent outreach, onboarding, and recruitment campaigns. Monitors market trends and improves vetting processes, candidate experience, and recruiting efficiency.

Leads talent acquisition across multiple provinces, managing recruiting strategy, high-volume full-cycle hiring, recruiter coaching, workforce planning, hiring events, community partnerships, onboarding, employer branding, and compliance. Owns recruitment processes, vendor relationships, sourcing pipelines, licensing verification, ATS and Dayforce data, and leadership reporting. Partners with operations, finance, HR, and hiring managers to support mobilizations, improve hiring outcomes, and deliver a consistent candidate experience.

Manage full-cycle technical recruiting for Engineering, Product, Security, UX, and R&D roles. Partner with hiring leaders on role definition, structured interviews, sourcing strategy, market research, candidate assessment, pipeline management, and offer negotiations. Build diverse talent pipelines, use recruiting data to guide decisions, maintain accurate Greenhouse documentation, deliver an inclusive candidate experience, and improve recruiting practices through responsible AI use and shared resources.

Sources, screens, interviews, and recommends candidates for client staffing needs. The recruiter administers recruitment programs, conducts background and reference checks, maintains accurate ATS and HRIS records, supports compensation discussions, and ensures compliant, consistent hiring practices. The role requires multilingual communication in English, Polish, and French, Italian, or Spanish, strong organization, confidentiality, and hybrid work from an office in Katowice, Szczecin, or Lublin.

Conduct full-cycle recruiting for marketing professionals across multiple concurrent openings. Source candidates through LinkedIn Recruiter, Upwork, job boards, and referrals; write outreach; screen candidates; coordinate interviews and assessments; support offers; and maintain accurate ATS records. Track recruiting metrics, update hiring teams and candidates, build talent pipelines, and improve hiring processes. Requires current marketing recruiting experience, U.S. marketing hires, LinkedIn Recruiter expertise, and C1/C2 English fluency.

Recruit IT professionals for contract and contract-to-hire staff augmentation engagements. Partner with account managers and clients to understand technical hiring needs, source and screen candidates, manage interview processes, negotiate placement terms, and support consultant engagement. Maintain candidate pipelines, track activity in ATS/CRM systems, meet tight submission deadlines, and stay current on IT talent trends and in-demand skills.

Conduct full-cycle recruiting across multiple functions in the US and Canada, including intake, sourcing, screening, interviewing, offer negotiation, and closing. Build talent pipelines, manage postings and databases, coach hiring managers, improve interview processes, and report on recruiting metrics. This remote six-month contract offers potential extension or conversion to a full-time Talent Partner role.

Own end-to-end executive and hard-to-fill GTM recruiting, including sourcing passive candidates, advising executives, defining search strategies, assessing candidates, negotiating complex offers, building talent pipelines, and creating the company’s executive search playbook. The role requires strong B2B SaaS recruiting experience, executive presence, market expertise, and the ability to establish recruiting processes as CoLab’s first executive recruiter.

Partner with hiring managers to define technical hiring needs; source, engage, and assess candidates; manage full-cycle recruiting through onboarding; build diverse pipelines; track hiring metrics; coordinate interviews; improve processes; and represent Brex employer brand at events and on social platforms.

Recruit candidates for G&A and Marketing teams while managing the full hiring lifecycle. Build talent pipelines, advise hiring managers and executives, improve candidate experience, implement recruiting strategies, and represent Elastic’s employer brand. The role requires balancing multiple requisitions, partnering with stakeholders, communicating the company value proposition, and using ATS and recruiting technologies.

Conduct resume reviews, clinician interviews, candidate assessments, and recruitment pipeline tracking for therapists and psychologists. Maintain warm, engaging communication throughout the hiring process, ensure accurate applicant records, and coordinate candidate handoffs with the Provider Growth team. The role is remote, part-time, and focused on identifying clinicians suited to serving older adults.

Owns full-cycle technical recruiting for Engineering, Product, Design, and related roles. Responsibilities include defining hiring requirements, sourcing active and passive candidates, managing interview processes, negotiating offers, tracking funnel metrics, using AI recruiting tools, and developing recruitment marketing campaigns. The role partners closely with the CTO and engineering leads and focuses on hiring within competitive infrastructure, developer tools, and security talent markets.

Leads full-cycle talent acquisition across Canada, including sourcing, employer branding, social media recruiting, candidate relationship building, onboarding optimization, and recruitment performance reporting. Partners with HR and leadership to prioritize hiring needs, diversify applicant channels, support specialized and senior-level recruitment, and improve recruiting processes. Requires English and French fluency, at least two years of talent acquisition experience, and strong communication, presentation, organizational, and problem-solving skills.

The Field Recruiter manages full-cycle recruitment for store management roles across assigned markets. Responsibilities include developing localized talent attraction strategies, partnering with regional and store leaders, evaluating candidates, delivering a strong candidate experience, training store teams on recruiting processes, and using data to improve hiring outcomes. The role also supports employer branding, new store openings, and recruiting initiatives, with travel of up to 35% for events, university engagement, training, and market support.

Own 8–10 technical searches end to end, partnering with engineering leaders to define roles, source senior infrastructure, backend, SDK, and AI talent, close candidates, and build recurring talent pipelines. The recruiter will improve recruiting systems, sourcing playbooks, interview processes, and candidate experience while serving as a strategic talent partner to engineering teams.

Own 8–10 full-cycle technical recruiting searches for engineering roles, partnering with hiring managers, sourcing passive candidates, building talent pipelines, closing senior and staff-level hires, and improving recruiting systems and candidate experience. The role requires strong technical recruiting expertise across infrastructure, backend, developer tools, open source, or AI, plus the ability to implement thoughtful AI-enabled recruiting practices.