Top Talent Acquisition Jobs in Vancouver

Recruiters attract, source, assess, engage, and secure top talent for Aritzia. They promote the company as an employer of choice, identify qualified candidates, evaluate talent against business needs, communicate the company’s value proposition and career opportunities, and deliver compelling offers. The role requires recruitment experience, collaboration with cross-functional partners, commitment to company values, continuous learning, and a focus on quality results.

Develop sourcing strategies, build candidate pipelines, assess external talent, and advise hiring managers across Western Canada and the Territories. The role partners with business leaders to forecast hiring needs, create recruitment plans, monitor labor-market trends, and deliver a strong candidate experience. It also requires maintaining professional networks, providing talent insights, and influencing hiring decisions through relationship management and data-informed recommendations.

Sources and engages passive candidates for sales roles across the AMER region, primarily Account Executives. Builds talent pipelines, maps competitive markets, screens candidates, partners with recruiters and hiring managers, maintains applicant tracking data, and improves outbound sourcing strategies and candidate experience in a fully remote environment.

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.

The Talent Acquisition Manager leads full-cycle recruitment for legal and professional roles. Responsibilities include defining hiring strategies, sourcing and screening candidates, managing interviews and offers, maintaining applicant pipelines and tracking systems, advising stakeholders on market trends, and ensuring compliance with employment laws. The role requires strong legal-industry recruiting expertise, communication, organization, networking, and stakeholder management skills.

Own full-lifecycle recruiting for technical and non-technical SaaS roles, including sourcing, screening, interviewing, scheduling, offers, and hiring coordination. Partner with business leaders and hiring managers to develop recruiting strategies, provide talent-market insights, manage pipelines and approval workflows, and improve recruiting processes. The role also supports recruiting-team training, tracks hiring metrics, and serves as a trusted advisor while managing multiple priorities in a fast-paced environment.

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.

Manages the talent acquisition technology stack, including ATS and CRM systems; maintains data integrity and governance; optimizes recruiting processes; manages vendors; leads technology implementations and change management; develops recruiting dashboards and reports; analyzes funnel metrics; and provides strategic recommendations and forecasting insights to improve hiring speed, quality, cost, and candidate experience.

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.

Source and engage exceptional talent across technical and business functions, including Engineering, Product, Design, GTM, and G&A. Develop targeted sourcing strategies, conduct talent research and market mapping, engage passive candidates through personalized outreach, assess pipeline health, and build inclusive candidate pipelines. Collaborate with Talent Acquisition Partners and hiring teams while improving sourcing tools, workflows, data quality, automation, and AI-enabled practices.

Own full-cycle recruiting from intake through offer across engineering, product, design, go-to-market, general and administrative functions. Develop sourcing strategies, assess candidates, negotiate offers, advise hiring managers, use recruiting data and market intelligence, and improve hiring processes. This contract role requires managing multiple complex searches in a fast-moving, distributed technology environment while delivering strong candidate experiences.

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.

Manage full-cycle recruiting, including sourcing, screening, interviews, candidate communication, offers, background checks, and onboarding transitions. Partner with hiring managers to define recruitment needs and strategies, maintain applicant tracking systems, support employer branding and social media initiatives, produce recruiting analytics, and lead talent acquisition projects. The role requires bilingual French and English communication, HR knowledge, confidentiality, and familiarity with clinical practices and Health Canada and FDA guidelines.

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, contractor renewals, and leadership enablement.

Lead global recruiting and people operations for a remote, contractor-centric e-commerce brand: build sourcing pipelines, run structured interviews and test projects, manage employer brand, deliver hiring metrics, and design scalable people systems for onboarding, performance, and retention.

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.