Top Talent Acquisition Jobs in Vancouver

Lead global talent acquisition strategy and operations, partner with senior leaders on workforce planning, implement and optimize Workday Recruiting and AI-enabled recruiting tools, oversee end-to-end hiring processes, standardize workflows and metrics, drive recruiting analytics and automation, manage change adoption, and coach TA teams to improve speed, quality, and candidate experience.

Own full-cycle, high-volume recruiting for sales and customer success roles, including sourcing, screening, interviewing, scheduling, stakeholder coaching, and closing. Build diverse talent pipelines, use funnel metrics and candidate feedback to improve hiring outcomes, experiment with AI-enabled recruiting workflows, promote inclusive hiring, deliver an exceptional candidate experience, and strengthen the employer brand. Partner closely with hiring managers in a fast-paced SaaS environment.

The Talent Acquisition Partner will lead full-cycle recruiting for Quandri, focusing on building teams and enhancing recruiting processes using AI tools, while also contributing to HR initiatives.

The Talent Acquisition Specialist will manage full-cycle recruitment for various disciplines, enhance candidate experience, and support onboarding efforts. Responsibilities include conducting interviews, collaborating with hiring managers, engaging candidates, and contributing to employer branding initiatives.

Coordinates full-cycle talent acquisition and HR processes, including job classification, sourcing, screening, interviews, offers, Workday administration, reporting, and HR procedure development. Provides recruitment guidance to hiring managers, supports employment agreement compliance, analyzes HR metrics, improves workflows, and assists with leave management and special projects. The role collaborates with HR teams, departments, and union representatives while ensuring accurate, equitable, and legally compliant HR operations.

Partner with hiring managers and HR to deliver full-cycle recruitment across assigned business areas. Lead workforce planning, sourcing, interview coordination, selection and offers, using data and relationship management to keep hiring moving while ensuring inclusive, compliant candidate experiences.

Lead full-cycle recruiting for clinical (BCBAs, Clinical Directors) and corporate/support roles. Source passive candidates, run structured screens and interview loops, administer take-home case studies, extend and negotiate offers, and manage ATS, SOPs, and recruiting reporting. Use AI tools to build hiring infrastructure and improve time-to-fill, pipeline quality, and candidate experience while operating at high volume.

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.

Develop and manage scalable talent acquisition systems aligned with company growth. Forecast hiring needs, define roles and competency frameworks, design recruitment pipelines, screen candidates, partner with hiring managers, improve candidate experience, and track hiring metrics such as time-to-hire, pipeline health, and source quality. Own the recruitment lifecycle from workforce planning through onboarding.

Lead full-cycle recruitment, partner with hiring leaders to build sourcing strategies and talent pipelines, use data and ATS tools to measure outcomes, represent employer brand externally, drive strategic TA projects, mentor colleagues, and improve recruitment processes.

Lead talent acquisition and people operations for a remote, contractor-centric company. Own end-to-end recruiting (sourcing, interviews, test projects, employer brand, metrics) and build scalable people systems (onboarding, performance frameworks, org design, contractor compliance) to support growth toward $100M. Partner with leadership and manage one direct report.

As Director of Global Talent Operations, you will lead the creation of scalable people systems, enhance talent acquisition and retention, and support organizational growth and culture.

Lead the development of scalable people systems and strategies to attract, develop, and retain talent. Partner with leadership to foster a positive organizational culture and support business growth.

Sources, leads, and screens candidates across the organization; builds talent pools, conducts competency-based assessments, supports positive candidate experiences, and maintains accurate recruitment records and reports. The role requires recruiting and talent acquisition experience and handles moderately complex projects with general guidance.

Lead full-cycle recruiting across business units: manage ATS, source and pipeline candidates, mentor TA team, coordinate interviews, use metrics and market data to shape offers, ensure compliance, support onboarding and employer branding.

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.

Lead ShipMonk’s global talent acquisition function across high-volume warehouse hiring, corporate and technology recruiting, and senior searches. Build scalable, data-driven recruiting systems, define hiring metrics, coach recruiters, train hiring managers, shape the talent brand, and introduce AI-enabled recruiting tools. Initially serve as a hands-on player-coach before transitioning to broader team leadership. Travel 25–30% across fulfillment sites and corporate offices.

Manage high-volume, full-cycle recruitment across BC and Alberta: source, screen, interview, assess, and recommend candidates; build pipelines and community partnerships; manage ATS (Workday), candidate documentation, and recruitment projects while advising hiring managers and ensuring compliance.

The Sr. Specialist, Talent Acquisition manages the full lifecycle recruitment process, focusing on sourcing and selecting top talent for leadership roles at Banfield Pet Hospital. Responsibilities include conducting interviews, collaborating with senior leadership, maintaining candidate documentation, and driving continuous improvement in recruitment strategies.

Lead end-to-end talent acquisition and people operations for a remote, contractor-centric organization. Responsibilities include sourcing and closing candidates, managing interviews and test projects, optimizing recruiting channels, monitoring employer brand, reporting hiring metrics, designing scalable people systems, workforce planning, performance frameworks, onboarding, retention, and leadership enablement. The role owns the talent and people functions with one direct report and partners closely with executives during company growth.

Own the full recruitment lifecycle across diverse roles, from intake and sourcing through offers and pre-boarding. Build proactive talent pipelines, lead inclusive hiring initiatives, negotiate offers, and champion candidate experience. Partner with hiring managers and the Talent team, maintain accurate Greenhouse records, share market insights, and support process, tooling, and best-practice improvements.