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.
About Versapay 🚀
Versapay turns accounts receivable (AR) into a competitive advantage.
Inefficient AR processes slow cash flow and stall growth. Versapay removes friction, unlocks working capital, and accelerates momentum — giving finance leaders the clarity and control they need to drive business forward.
Versapay automates accounts receivable, removing barriers to collecting and reconciling B2B payments. Our solutions connect finance teams, customers, and business systems in one ecosystem to ensure cash flow clarity. With over 10,000 customers and 5M+ companies transacting on the platform, Versapay processes over 110M transactions and $257B annually.
Think you might be the next Veep to join? Read on!!
About the Role
We are looking for a Senior Director of Talent Acquisition to lead our Talent Acquisition function and own how we find, assess, and hire the people who will carry our next stage of growth. Reporting directly to the Chief People Officer, you will lead the recruiting team and partner directly with the executive team and business leaders to get the right people into the right roles. We are a high-growth, PE-backed technology company where quality, speed, accountability, and operating discipline matter. This is a hands-on recruiting leadership role for someone who can run a function, carry a search, work with hiring managers, and help us build.
What You'll Do
- Own and evolve the enterprise talent acquisition strategy in partnership with the CPO and executive leadership team.
- Define consistent hiring standards, structured assessment practices, and quality-of-hire expectations across the company.
- Build hiring plans around the company's most critical capabilities and growth priorities.
- Identify hiring and capability gaps early and drive action to close them.
- Own quality of hire end-to-end, partnering with business leaders on critical and executive searches.
- Build strong pipelines for high-priority roles and ensure hiring managers make timely, well- informed decisions.
- Use data, technology, AI, and automation to improve recruiting efficiency, pipeline visibility, and decision quality.
- Lead, coach, and develop the recruiting team, setting clear priorities, capacity plans, performance expectations, and standards of work.
- Serve as a trusted advisor to the CPO, CEO, and executive leadership team on talent and organizational decisions.
- Translate talent data into clear business insights, risks, and recommendations.
- Deliver real-time market intelligence and compensation benchmarking to inform hiring decisions, workforce planning, and offer strategies.
Build the Talent Acquisition Engine
Lead Talent Acquisition Day-to-Day
Be a Strategic Executive Partner
What You Bring
- 10-12+ years of progressive experience in Talent Acquisition or recruiting, including experience leading a talent acquisition team.
- Experience in high-growth technology, SaaS, fintech, or similarly dynamic environments.
- A demonstrated track record of building recruiting strategies, teams, processes, and programs that scale.
- Deep hands-on recruiting and candidate assessment expertise, including executive and critical- role hiring.
- A highly analytical, data-driven approach to talent decisions, with sound judgment and strong business orientation.
- A bias toward action, with the ability to move between strategic thinking and hands-on execution.
- The ability to operate effectively in an environment where growth, efficiency, and accountability are equally important.
- Strong executive presence and proven credibility with senior leaders.
- Experience operating in a PE-backed, private-equity, or highly performance-oriented environment.
- Experience using AI and emerging technology to improve how candidates are identified, assessed, selected, and engaged.
- Experience recruiting within both Canadian and US markets, including understanding differences in talent landscapes and recruitment strategies, is an asset.
Required
Preferred
We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.
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What you need to know about the Ottawa Tech Scene
The capital city of Canada and the nation's fourth-largest urban area, Ottawa has proven a rapidly growing global tech hub. With over 1,800 tech companies, many of which are leaders in their sectors, the city's tech talent now makes up more than 13 percent of its total workforce. This growth is driven not only by the big players like UL Solutions and Dropbox, but also by a thriving startup ecosystem, as new businesses emerge to follow in the footsteps of those that came before them.
