Senior Technical Talent Acquisition Partner

Accountabilities:: Lead the full-cycle recruitment process for Engineering positions across all levels, from junior developers to Staff, Principal and Engineering Manager roles, covering backend, frontend, mobile, platform and infrastructure. Partner with Heads of Departments, VPs and hiring managers to define recruitment strategies, lead intake meetings, scope roles and support headcount planning. Provide strategic talent market insights, compensation benchmarks and hiring recommendations to influence business decisions and challenge hiring assumptions when necessary. Proactively identify, engage and attract passive technical candidates through LinkedIn Recruiter, referrals, networking and targeted outreach, building strong pipelines for senior and hard-to-fill positions. Leverage AI tools to automate, optimize and accelerate recruitment activities, from sourcing and candidate engagement to screening, reporting and workflow management. Develop and execute offer strategies, manage compensation discussions and negotiate effectively to secure high-quality candidates. Deliver an exceptional candidate experience through transparent communication, timely feedback and well-structured interview processes. Collaborate with Engineering leaders to design and continuously improve structured interview processes, calibrate assessment criteria and coach interviewers on best practices. Promote inclusive recruitment practices and contribute to broader diversity and inclusion objectives throughout the hiring lifecycle. Monitor and analyze recruitment KPIs, including time-to-hire, conversion rates, pipeline health and offer acceptance rates, providing actionable insights to senior leadership. Provide additional recruitment support to Data and Product teams as business priorities and hiring needs evolve. Requirements: 5–8 years of full-cycle technical recruitment experience, with a strong specialization in Engineering hiring. Previous in-house recruitment experience within B2B or B2C technology companies is strongly preferred. Proven ability to recruit technical professionals across different seniority levels, from junior and intermediate engineers to Staff, Principal and senior Engineering leadership positions. Demonstrated experience using AI tools to improve or automate recruitment workflows, with hands-on professional experience using Claude or ChatGPT strongly preferred. Practical experience integrating AI into everyday recruiting activities, including sourcing, candidate outreach, job description writing, screening and recruitment reporting. Strong stakeholder management skills, with experience partnering directly with senior executives, Heads of Departments and VPs, providing strategic advice and confidently influencing hiring decisions. Advanced sourcing capabilities and experience engaging passive technical candidates through LinkedIn Recruiter, referrals and direct outreach. Excellent communication, relationship-building and negotiation skills, combined with a strong commitment to candidate experience. Experience working with applicant tracking systems (ATS), with knowledge of Ashby considered an asset. Ability to manage multiple requisitions simultaneously while maintaining high standards of speed, quality, organization and collaboration. Comfortable operating in a fast-paced, dynamic environment where priorities evolve and adaptability is essential. Nice to have: Experience recruiting for Data-related positions, including Data Engineering, Data Science, Analytics and Machine Learning, and/or Product roles. Familiarity with sourcing platforms such as Juicebox or other AI-powered candidate engagement tools. Experience connecting Claude to Ashby or another ATS through MCP to automate and optimize recruitment workflows. Strong knowledge of the Canadian and US technical talent markets, including compensation benchmarks, candidate availability and hiring trends. Previous experience in a high-growth or remote-first technology organization. A data-driven mindset, with the ability to interpret recruitment metrics and translate insights into process improvements. Benefits: Competitive compensation: Annual salary ranging from CA$117,000 to CA$129,000 for Tier 1 locations and CA$112,000 to CA$124,000 for Tier 2 locations, depending on geographic location. Remote-first flexibility: Work remotely with the flexibility to organize your working hours around your needs and responsibilities. Equity opportunities: Access to equity options as part of the overall compensation package. Comprehensive healthcare: Access to competitive benefits coverage starting on your first day. Unlimited paid time off: Enjoy unlimited PTO, company-wide recharge days and annual team offsites. Everyday perks: Weekly UberEats credits and travel discounts. Family support: Generous parental leave and a flexible return-to-work program. Wellness and development: Dedicated wellness budgets, personal development funds and team-level learning resources. Location-based compensation: Salary benchmarks tailored to your geographic area to ensure competitive compensation across Canada. Compensation details by location: Tier 1: Greater Toronto Area (Toronto, York, Durham, Peel and Halton regions) and Metro Vancouver (Vancouver, North Shore, Burnaby, New Westminster, Tri-Cities, Fraser Valley Edge, South of the Fraser River and Richmond). Tier 2: All other regions and municipalities in Canada.