Talent Acquisition Partner

Contract 

Employment Type: Contract

Work Arrangement: Remote or Hybrid

Location: Vaughan 

  Reports To: VP, People & Culture

We are seeking an experienced, highly accountable Contract Talent Acquisition Partner to take end-to-end ownership of recruitment across our organization. This individual will serve as the primary recruitment partner to hiring leaders and will manage searches ranging from entry-level and hourly positions through professional, leadership, and executive-level roles .

This is a hands-on role for someone who is comfortable moving quickly, managing multiple searches simultaneously, proactively sourcing talent, and holding both themselves and hiring managers accountable to an efficient and professional recruitment process.

The Talent Acquisition Partner will own the recruitment lifecycle from intake and market strategy through sourcing, screening, interviewing, assessment, reference checks and offer recommendation. The People & Culture team will retain responsibility for preparation and issuance of formal offer letters and onboarding.

End-to-End Recruitment

• Own the full recruitment lifecycle for assigned positions, from approved requisition through accepted offer and handoff to the People & Culture team for onboarding.
  


• Recruit across a broad range of functions and levels, including hourly, entry-level, professional, technical, corporate, management, senior leadership and executive positions.
  


• Lead intake meetings with hiring managers to clearly understand the business need, role requirements, success profile, compensation parameters, timeline and ideal candidate profile.
  


• Develop an appropriate recruitment and sourcing strategy for each search rather than relying solely on inbound applicants.
  


• Draft and/or refine job descriptions and job postings to accurately reflect role requirements and attract qualified candidates.
  


• Post and manage opportunities across appropriate recruitment channels.
  


• Actively source passive candidates using LinkedIn, professional networks, databases, referrals and other relevant channels.
  


• Review applications, conduct candidate screening and assess candidates against defined role requirements.
  


• Coordinate and manage the interview process from initial screening through final selection.
  


• Partner with hiring managers to develop effective interview strategies and assessment criteria.
  


• Ensure interview feedback is collected promptly and drive hiring teams toward timely decisions.
  


• Conduct reference checks and any required pre-employment recruitment activities.
  


• Support compensation discussions and offer recommendations in partnership with People & Culture.
  


• Verbally present and manage offers with selected candidates, partnering with People & Culture for preparation and issuance of formal offer documentation.
  


• Maintain engagement with successful candidates through acceptance and ensure a seamless handoff to People & Culture for onboarding.
  

Hiring Manager Partnership

• Act as a trusted talent advisor to hiring managers and senior leaders.
  


• Provide guidance on candidate availability, market conditions, compensation competitiveness and recruitment strategy.
  


• Challenge unrealistic candidate profiles or expectations and help leaders distinguish between essential and preferred qualifications.
  


• Establish clear expectations with hiring managers regarding interview availability, candidate feedback and decision-making timelines.
  


• Proactively communicate recruitment progress, challenges, market feedback and recommended changes to search strategies.
  


• Maintain momentum throughout each search and escalate barriers that may impact the organization's ability to secure strong talent.
  

Candidate Experience & Employer Brand

• Deliver a professional, responsive and consistent candidate experience at every stage of the recruitment process.
  


• Represent the organization and its culture effectively to prospective candidates.
  


• Ensure candidates receive timely communication regarding next steps, decisions and search status.
  


• Build talent pipelines and maintain relationships with strong candidates for future opportunities.
  


• Ensure recruitment practices are professional, inclusive and aligned with applicable employment and human rights requirements.
  

Recruitment Operations & Reporting

• Maintain accurate and current candidate and requisition information within the organization's applicant tracking system and/or recruitment tracking tools.
  


• Maintain clear documentation of candidate status, interview feedback and hiring decisions.
  


• Provide regular recruitment updates to People & Culture and hiring leaders.
  


• Track and report on key recruitment metrics, including:
  




• Open requisitions and recruitment status
  


• Time to shortlist
  


• Time to fill
  


• Candidate pipeline and sourcing activity
  


• Source effectiveness
  


• Offer acceptance rates
  


• Recruitment bottlenecks and risks
  


• Identify opportunities to improve recruitment processes, tools, templates and overall efficiency.
  

What Success Looks Like

The successful individual will:

• Quickly establish credibility with hiring managers and understand the needs of the business.
  


• Take true ownership of every assigned requisition rather than waiting for hiring managers to drive the process.
  


• Build strong candidate pipelines through proactive sourcing.
  


• Consistently present qualified candidates who align with both the technical requirements and culture of the organization.
  


• Maintain urgency and momentum throughout the recruitment process.
  


• Provide hiring managers with clear market intelligence and candid advice.
  


• Deliver an exceptional candidate experience regardless of hiring outcome.
  


• Maintain strong recruitment discipline, documentation and visibility.
  


• Reduce time-to-fill without compromising the quality of hire.
  


• Operate as an extension of the People & Culture team and represent the organization professionally in the talent marketplace.
  

Ideal Candidate Profile

You are a hands-on recruiter and talent advisor who enjoys owning searches from beginning to end. You are equally comfortable sourcing an individual contributor, recruiting a specialized professional, or partnering with an executive leader on a critical leadership search.

You are proactive, organized and comfortable working independently. You do not wait for candidates to apply—you know how to find them. You communicate frequently, keep searches moving, and are comfortable respectfully pushing hiring managers when feedback or decisions are slowing the process.

Most importantly, you understand that successful recruitment is not simply about filling vacancies. It is about finding the right people, creating an exceptional candidate experience and helping the business build the talent required to achieve its goals.

Requirements

• 5+ years of progressive recruitment or talent acquisition experience, ideally within a fast-paced corporate, manufacturing, consumer products, distribution or similarly dynamic environment.
  

• Demonstrated experience managing recruitment independently from intake through accepted offer.
  


• Experience recruiting across multiple levels of an organization, from entry-level positions through senior leadership.
  


• Executive search experience is considered a strong asset.
  


• Strong direct-sourcing capability with demonstrated success identifying and engaging passive candidates.
  


• Experience partnering directly with senior leaders and hiring managers.
  


• Strong interviewing and candidate assessment skills.
  


• Experience managing multiple concurrent searches with competing priorities.
  


• Strong understanding of recruitment best practices and applicable employment and human rights considerations.
  


• Experience with applicant tracking systems, LinkedIn Recruiter and other recruitment platforms and sourcing tools.
  


• Excellent written and verbal communication skills.