Remote Tech Talent Acquisition Partner — End-To-End Hiring

Who you are
4+ years of full cycle technical recruitment experienceAt least 2+ years of experience in-house is preferredProficient in using applicant tracking systems (experience with Ashby is a plus)Experience sourcing and engaging candidates through various channels, including LinkedIn, and referralsComfortable managing the end-to-end recruitment process with a focus on speed, quality, and collaborationStrong communicator who thrives in a fast-paced environment and is passionate about providing a great candidate experienceAn eagerness to further develop your recruitment skills and contribute to improving recruitment processesExperience using sourcing tools such as Juicebox, LinkedIn Recruiter, or other candidate engagement platformsFamiliarity with the technical talent market, including trends and challenges in recruitment for these rolesA solid understanding of recruitment best practices and compensation benchmarks within the technical talent marketAbility to collaborate effectively with hiring managers and other leaders to build strong recruitment strategiesA data-driven mindset with the ability to analyze recruitment performance and optimize processesWhat the job involves
As a Talent Acquisition Partner, you will play an important role in driving recruitment efforts for our Engineering, Product and Data teams, helping to build out strong, diverse talent pipelinesThis role will require a mix of relationship-building, creativity in sourcing, and an ability to manage the end-to-end recruitment process effectivelyYou will collaborate with hiring managers and other stakeholders to understand hiring needs, advise on recruitment strategies, and ensure a seamless experience for candidates as they move through the hiring processAlthough this role is focused heavily on supporting the technical teams, there may be times where fluctuations between teams occur and the need to support our non-technical, GTM, and G&A teams take placeFull-Cycle Recruiting: Own the end-to-end recruitment process for technical roles, from sourcing and screening to interviewing, negotiating offers, and advising stakeholders on recruitment best practices and processesTalent Strategy: Partner closely with Engineering, Product, and Data leaders to understand team needs and advise on recruitment strategies that attract top talent for Super.Com, specifically for our non-technical, business teamsSourcing & Pipeline Management: Proactively source candidates and maintain a talent pipeline using a variety of methods, including networking, social media, and direct outreachCandidate Experience: As the first representative of Super.Com, ensure candidates have a positive experience through clear communication, timely feedback, and a structured interview process while sharing the company culture and valuesCollaboration: Partner with other members of the Talent Acquisition team to align on hiring goals, share best practices, and ensure a unified approach to recruitmentDiversity & Inclusion: Help ensure the recruitment process is inclusive and supports the company’s diversity goals by implementing inclusive hiring practicesData-Driven Decisions: Track recruitment metrics (such as time to hire and candidate satisfaction) to assess the effectiveness of recruitment strategies and continuously improve the processBenefits
Competitive base salaryYearly learning & development allowanceBi-annual performance & compensation reviewsGenerous equity optionsRRSP & 401k employee contribution planHealth, dental, & vision insurance on day oneParental leave programsWellness reimbursementSupplemental Life InsuranceUnlimited PTO (yes, really!)Recharge days throughout the yearPermanent remote flexibilityWork-from-home allowanceOffice in Toronto
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