Top Talent Acquisition Jobs in Vancouver

Leads talent acquisition planning, sourcing, interviewing, and candidate qualification for assigned portfolios. Builds diverse talent pipelines, advises hiring managers, assesses candidates using behavioral interviewing, monitors labor-market trends, and improves recruiting processes. Manages candidate and stakeholder relationships while ensuring hiring goals, timelines, regulatory requirements, and positive candidate experiences are met.

Proactively sources, assesses, and recruits external talent for Personal, Business Banking, and Imperial Service. Develops sourcing plans, builds candidate pipelines, advises hiring managers, analyzes labor-market and competitor trends, and manages relationships with leaders, internal partners, and candidates to deliver strong hiring outcomes and candidate experiences.

Leads Westland’s national Talent Acquisition function, managing and developing recruiters, partnering with business leaders, and delivering strategic hiring initiatives. Oversees executive searches, recruitment programs, employer branding, inclusive hiring, recruitment analytics, vendor partnerships, and process improvements. Advises C-suite leaders on VP-level and senior executive hiring while contributing to People & Performance strategy, change initiatives, onboarding, and acquisition integration.

Manage high-volume, full-cycle recruitment across British Columbia and Alberta. Responsibilities include sourcing, screening, interviewing, reference checks, offers, talent pipeline development, recruitment documentation, employee transfers, stakeholder collaboration, compliance, hiring manager consultation, and Workday ATS administration. The role supports frontline field operations and requires occasional travel, with a preference for HR education, recruiting experience, and a valid driver’s license.

Sources and recruits technical, operational, corporate, sales, and engineering talent through full-cycle recruitment. Builds passive candidate pipelines using Boolean search, LinkedIn Recruiter, GitHub, AI tools, and technical communities; partners with hiring managers; evaluates candidates; maintains ATS data integrity; improves recruiting workflows and hiring velocity; supports employer branding, events, market research, and candidate experience across international markets.

Source and screen candidates, build diverse talent pipelines, coordinate interviews across time zones, manage ATS data and hiring workflows in Rippling, support offers and reference checks, track recruiting metrics, improve sourcing through AI tools, and create candidate communications and employer-brand materials.

Coordinates recruitment and manages full-cycle hiring for select roles. Supports employment documentation, onboarding, HR systems, employee engagement, recognition programs, HR administration, employee inquiries, and project coordination. The role also improves HR workflows through automation and emerging technologies while maintaining accurate records, confidential information, and responsive service to candidates, managers, and employees.

Supports global talent acquisition operations across interview scheduling, executive hiring coordination, pre-boarding, background checks, onboarding transitions, and candidate data management. Maintains accurate records in Workday and Ashby, coordinates stakeholders across time zones, applies hiring policies, resolves issues, and escalates risks to ensure efficient hiring and seamless new-hire setup.

Lead Tigera’s People Team by overseeing talent acquisition, HR practice optimization, employee enablement, performance frameworks, leadership development, vendor partnerships, and Vancouver site operations. Advise executives on complex HR matters, coach team members, support recruiting execution, improve retention strategies, and drive AI adoption across People operations.

Own full-cycle recruitment for engineering and product roles, including intake, sourcing, interviewing, negotiation, and closing. Partner with hiring managers to define requirements, build interview plans, manage pipelines in Greenhouse, track recruiting metrics, and improve candidate experience and hiring processes. The role also supports proactive sourcing, inclusive hiring, technical recruiting, stakeholder communication, and process improvement across the talent acquisition function.

Leads full-cycle executive searches for Director-level through C-suite roles across go-to-market, corporate, product, and technology functions. Responsibilities include intake, market mapping, passive sourcing, leadership assessment, interview coordination, compensation negotiation, offer closing, ATS management, retained search firm oversight, executive stakeholder advising, confidential candidate management, and building executive search processes.

Senior Talent Acquisition Specialist responsible for sourcing and attracting candidates, building talent pipelines, managing the full candidate experience, coordinating interviews and offers, advising hiring leaders, and supporting employer branding initiatives. The role requires strong technical recruiting, networking, compliance, and stakeholder-influence skills, with construction industry and agency recruiting experience preferred.

Leads full-cycle recruitment for commercial roles through sourcing, interviewing, negotiation, and closing. Manages candidate pipelines in Greenhouse, partners with hiring managers, provides recruitment reporting and insights, resolves process issues, supports diversity and inclusion, and improves candidate experience and hiring practices. Handles multiple requisitions while maintaining candidate engagement and stakeholder alignment.

Own full-cycle go-to-market recruiting for sales, solution engineering, customer success, forward-deployed engineering, and marketing roles. Partner with hiring managers, source candidates using AI tools, manage pipelines and reporting in Ashby, deliver strong candidate experiences, close offers, and improve recruiting processes. The role focuses mainly on US hiring while supporting global searches across the US and Europe.

Manage full-cycle recruitment, including sourcing, screening, interviews, offers, onboarding, and candidate engagement. Partner with hiring managers, build talent pipelines, track recruitment metrics, maintain ATS and HRIS records, support HR initiatives, and represent RAM at career fairs and networking events. The role requires strong communication, organization, relationship-building, discretion, and experience with recruitment tools and channels.

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.

Supports full-cycle recruitment from intake and sourcing through screening, interviews, offers, and onboarding coordination. Partners with hiring managers and HR teams, conducts candidate outreach and screening, manages ATS processes, coordinates interviews, provides market insights, supports pay equity and budget considerations, and promotes a positive candidate experience. Uses LinkedIn, social media, Microsoft Office, and ATS tools to build talent pipelines across diverse job families.

Coordinates end-to-end recruitment activities, including job postings, interviews, assessments, reference checks, offers, candidate communications, and recruitment data management. Supports employer branding, career fairs, reporting, process improvements, technology implementations, and recruitment projects while maintaining accurate Workday records and confidential information.

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.

The Talent Acquisition Partner manages full-cycle recruiting for the Vancouver office and independent outside sales representatives across Canada and the United States. Responsibilities include sourcing, screening, interviewing, onboarding, recruiting analytics, contractor recruitment, payment structure support, reference checks, contracts, training coordination, employee records, HR documentation, check-ins, and exit interviews. The role also provides general HR support, advises hiring managers, and ensures compliance with employment and contractor regulations.