Top Recruiter Jobs in Vancouver

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.

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.

Supports high-volume, full-cycle recruiting for assigned centers by sourcing candidates, maintaining applicant pipelines and tracking systems, conducting interviews, evaluating qualifications, managing candidate communications, and partnering with hiring managers. The role also produces recruiting activity reports, supports employer branding and hiring events, maintains confidentiality, and represents the organization professionally.

Own full-cycle recruiting across GTM, Operations, G&A, Engineering, and Product. Partner with hiring managers, source and assess candidates, manage interview processes, advise on talent markets, and close offers. Build recruiting workflows using Claude and other AI tools, maintain accurate Ashby data, analyze pipeline performance, and lead projects involving referrals, employer branding, structured interviewing, tooling, and candidate experience. This is a hybrid role requiring onsite work in Mountain View two days per week.

Leads confidential, full-cycle executive searches for Senior Director, VP, and SVP roles. Partners with senior leaders and hiring managers on search strategy, talent assessment, market intelligence, candidate engagement, interviews, references, and offers. Builds diverse executive pipelines, reduces agency reliance, and improves scalable recruiting practices through analytics, automation, and approved AI tools while maintaining confidentiality and human oversight.

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.

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.

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.

Contract technical recruiter responsible for breaking down hard-to-fill technical roles, calibrating requirements with hiring managers, directing sourcing, evaluating candidates against evidence-based criteria, conducting structured interviews, screening for fraud, and presenting qualified candidates. The recruiter will collaborate with a global recruiting pod and create reusable Claude workflows, interview guides, and search playbooks.

Manage full-cycle technical recruiting for specialized aerospace, defense, engineering, and manufacturing roles. Source and screen technical candidates, build talent pipelines, partner with hiring managers, coordinate interviews, support offers and closing, maintain applicant tracking data, and follow clearance, export-control, and hiring procedures. The role requires defense-industry recruiting experience and familiarity with specialized engineering disciplines and cleared hiring.

Own full-cycle recruiting for senior and staff-level engineering roles, especially backend, infrastructure, systems, Rust, and database positions. Partner with Engineering leaders on hiring profiles, build outbound pipelines, manage interviews and closing, oversee agencies and referrals, analyze recruiting funnel data, and support talent branding. The role requires technical fluency, strong sourcing instincts, startup experience, and the ability to influence hiring decisions.

Oversee full-cycle recruitment for high-level staff positions across global services departments. Responsibilities include sourcing, screening, hiring-manager partnership, agency management, offer negotiation, onboarding coordination, ATS administration, compliance, and recruiting metrics. The recruiter will develop strategic talent plans, improve candidate and hiring-manager experiences, maintain recruiting records, and lead process initiatives.

Manage full-cycle recruitment for staff positions across global services departments, from requisition and sourcing through offers, onboarding, and integration. Partner with hiring managers and agencies, conduct screenings, negotiate offers, maintain ATS records, complete pre-employment checks, and track recruiting metrics. The role also improves recruitment processes, candidate experience, compliance, and hiring efficiency while supporting strategic talent initiatives.

Source and recruit Account Executives, Customer Success Managers, and other go-to-market talent through targeted outbound outreach, referrals, market mapping, and creative sourcing. Manage candidates through interviews and offers, evaluate sales and technical capabilities, partner with hiring leaders, improve candidate experience, and use funnel data and ATS hygiene to optimize recruiting results.

Owns end-to-end technical recruiting for customer-facing engineering roles, including sourcing, screening, technical fluency assessment, coordination, candidate experience, offer negotiation, and closing. The recruiter will build recruiting processes from scratch, develop Boolean searches, source through LinkedIn, GitHub, networking communities, and referrals, manage Rippling workflows, report funnel metrics, and partner directly with executive and engineering leaders. The role is fully remote with occasional travel.

Own the full recruiting lifecycle, including partnering with hiring managers, sourcing and screening candidates, conducting interviews and reference checks, presenting opportunities, and supporting consultants throughout employment. Build professional networks, coach candidates, maintain relationships, and contribute to a performance-based recruiting environment through structured training and mentorship.

The Recruiter manages end-to-end talent acquisition, including workforce planning, sourcing, job postings, application screening, competency-based interviews, background checks, offers, onboarding coordination, and recruitment recordkeeping. The role partners with managers, develops candidate pipelines, coordinates job fairs and college recruiting, maintains ATS and recruitment trackers, and advises on staffing policies. It requires at least two years of recruiting experience, strong interviewing and relationship-building skills, Microsoft Office proficiency, and successful completion of a vulnerable sector criminal record check.

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.

Sources, screens, interviews, and hires candidates, particularly Spanish-speaking talent, throughout the full recruitment lifecycle. The recruiter partners with hiring managers, maintains candidate pipelines, uses ATS and sourcing tools, represents the company at recruitment events, ensures hiring compliance, and provides timely candidate communication. Fluency in English and Spanish, recruiting experience, strong organizational skills, and preferably call center experience are required.

Own end-to-end executive and specialized recruiting searches across CSC Generation’s portfolio. Source passive candidates through talent mapping, direct outreach, referrals, and LinkedIn; partner with executives to define roles and sourcing strategies; manage confidential searches; close difficult hires; maintain passive talent pipelines; and provide competitive talent market intelligence.