Talent Acquisition Partner (Engineering & Product)

As Talent Acquisition Partner, Engineering & Product, you'll own full-cycle recruitment for a portfolio of technical roles, from intake through offer acceptance. You'll combine proactive sourcing, a strong inbound pipeline and referrals to bring in high-calibre candidates, and you'll be a trusted partner to the engineering and product leaders you hire for.

You'll report to the Manager of Talent Acquisition and work closely with Hiring Managers, People Business Partners, Finance, Compensation and the wider TA team. This role is based remotely in Canada.

• Full-cycle recruiting: Lead intake, job posting, interviewing, negotiation and closing for engineering and product roles.
• Proactive sourcing: Build pipelines through Boolean search, direct outreach, specialized communities and referrals. Support senior recruiters on their hardest searches.
• Stakeholder partnership: Work with hiring managers to set role requirements, build interview plans, calibrate against the market and keep searches moving.
• Pipeline and data: Manage candidate pipelines in Greenhouse, track time-to-fill and conversion, and flag bottlenecks early.
• Process and candidate experience: Improve templates, structured technical interviewing and candidate experience across TA.
• Inclusive hiring: Advocate for diversity and inclusion, and fair, skills-based evaluation at every stage.

• Months 1 to 2: Learn StackAdapt's hiring process, Greenhouse workflows and your hiring managers. Start managing a portfolio of requisitions.
• Months 3 to 4: Run full-cycle searches independently and build pipelines for high-volume technical roles.
• Months 5 to 6: Own your KPIs and lead a process improvement initiative.

• Functional Expertise: Solid experience driving mid-to-senior level recruitment cycles, with a strong understanding of standard hiring practices and candidate evaluation.
• Sourcing skills: Hands-on Boolean search, LinkedIn Recruiter and outreach that gets responses, with a record of filling hard-to-fill technical roles.
• Multi-Requisition Management: Ability to manage multiple active requisitions concurrently while maintaining candidate engagement and momentum.
• Stakeholder Collaboration: Experience partnering with hiring managers to understand team needs, communicate regular updates, and guide smooth interview cycles.
• Problem Solving: Ability to troubleshoot standard recruitment roadblocks and adapt sourcing strategies to meet changing hiring priorities.
• Ownership & Accountability: Takes responsibility for moving searches forward, anticipates risks, follows through on commitments, and keeps stakeholders aligned throughout the process.
• Continuous Improvement: Looks beyond filling individual roles to identify opportunities to improve interview quality, hiring manager capability, candidate experience, and overall recruitment practices.

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