Top Talent Acquisition Jobs in Ottawa

Develop and execute employer branding and recruitment marketing strategies. Create content and campaigns across social platforms, manage employer review sites, measure KPIs, improve candidate experience, and support diversity and reconciliation-focused outreach.

Lead end-to-end technical recruiting for semiconductor/high-tech roles across multiple regions. Source, screen, and interview candidates; build talent pipelines; partner with hiring managers and HR; manage offers and negotiations; track recruitment metrics; maintain ATS records; develop university and industry relationships; and continuously improve sourcing strategies.

Recruit end-to-end across Home Office, Distribution Centres, and the Franchisee In Training Program. Responsibilities include developing recruitment plans, sourcing candidates, conducting interviews and assessments, advising hiring managers, negotiating offers, coordinating background checks and references, maintaining recruitment documentation, and delivering a positive candidate experience. The role also serves as a brand ambassador and requires fluent French and English communication in a fully remote environment.

Lead design and execution of Indigenous recruitment strategies to increase First Nations, Inuit, and Metis representation. Advise senior leaders on culturally safe, trauma-informed hiring practices, build sustainable talent pipelines and partnerships, modernize processes to remove systemic barriers, and provide data-driven workforce analysis and reporting to support succession planning and inclusion across the corporation.

Manage full-cycle, high-volume hiring for a Montreal studio: source, screen, and pipeline candidates; coordinate interviews; maintain ATS records; track recruiting metrics; partner with hiring managers; support employer branding and continuous improvement.

Lead full-cycle recruiting for clinical (BCBAs, Clinical Directors) and corporate/support roles. Source passive candidates, run structured screens and interview loops, administer take-home case studies, extend and negotiate offers, and manage ATS, SOPs, and recruiting reporting. Use AI tools to build hiring infrastructure and improve time-to-fill, pipeline quality, and candidate experience while operating at high volume.

Lead negotiation, lifecycle management, compliance, and risk mitigation for commercial contracts and fee-for-service agreements. Identify commercial funding opportunities, develop cost proposals and pricing strategies, build donor/partner relationships, and implement contract management systems and analytics to protect organisational interests and maximise programme delivery.

Lead strategic direction, implementation, financial oversight, and stakeholder engagement for large donor-funded humanitarian and development programmes. Ensure compliance, strengthen systems (finance, procurement, MEAL, HR), manage senior staff and partners, and represent the programme to donors and governments while promoting learning and adaptive management.

Lead end-to-end pursuit of institutional funding: donor landscape analysis, Go/No-Go decision-making, proposal development and budgeting, donor relationship building, cross-functional bid coordination, award negotiation, and post-award transition. Implement grant workflows, knowledge management, and AI-assisted tools to improve proposal quality and institutional memory.

Provide financial leadership across the grant lifecycle: prepare compliant cost proposals, manage post-award financial monitoring and reporting, ensure donor compliance, support audits, advise on financial feasibility, build partner capacity, and maintain grant financial systems and analytics.

Develop and manage scalable talent acquisition systems aligned with company growth. Forecast hiring needs, define roles and competency frameworks, design recruitment pipelines, screen candidates, partner with hiring managers, improve candidate experience, and track hiring metrics such as time-to-hire, pipeline health, and source quality. Own the recruitment lifecycle from workforce planning through onboarding.

Lead talent acquisition and people operations for a remote, contractor-centric company. Own end-to-end recruiting (sourcing, interviews, test projects, employer brand, metrics) and build scalable people systems (onboarding, performance frameworks, org design, contractor compliance) to support growth toward $100M. Partner with leadership and manage one direct report.

As Director of Global Talent Operations, you will lead the creation of scalable people systems, enhance talent acquisition and retention, and support organizational growth and culture.

Lead the development of scalable people systems and strategies to attract, develop, and retain talent. Partner with leadership to foster a positive organizational culture and support business growth.

Sources, leads, and screens candidates across the organization; builds talent pools, conducts competency-based assessments, supports positive candidate experiences, and maintains accurate recruitment records and reports. The role requires recruiting and talent acquisition experience and handles moderately complex projects with general guidance.

Lead full-cycle technical recruiting for engineers and researchers: source hard-to-find talent, partner with hiring managers, conduct interviews, build talent communities, use recruiting data to improve processes, and shape employer brand and hiring strategy.

Run full-cycle recruitment across multiple functions and regions: take briefs, source (LinkedIn, job boards, referrals), screen, interview, manage ATS, build pipelines, close roles quickly, and improve hiring processes and employer brand.

Source and recruit technical and non-technical talent globally, build pipelines for high-priority roles, conduct personalized outbound campaigns, and partner with hiring managers through offer closure. The role requires strong Boolean, X-Ray, GitHub, and passive-candidate sourcing skills, along with recruiting analytics, AI and automation use, coordination, and independent management of multiple hiring priorities.

Lead ShipMonk’s global talent acquisition function across high-volume warehouse hiring, corporate and technology recruiting, and senior searches. Build scalable, data-driven recruiting systems, define hiring metrics, coach recruiters, train hiring managers, shape the talent brand, and introduce AI-enabled recruiting tools. Initially serve as a hands-on player-coach before transitioning to broader team leadership. Travel 25–30% across fulfillment sites and corporate offices.

Lead end-to-end talent acquisition and people operations for a remote, contractor-centric organization. Responsibilities include sourcing and closing candidates, managing interviews and test projects, optimizing recruiting channels, monitoring employer brand, reporting hiring metrics, designing scalable people systems, workforce planning, performance frameworks, onboarding, retention, and leadership enablement. The role owns the talent and people functions with one direct report and partners closely with executives during company growth.

Own the full recruitment lifecycle across diverse roles, from intake and sourcing through offers and pre-boarding. Build proactive talent pipelines, lead inclusive hiring initiatives, negotiate offers, and champion candidate experience. Partner with hiring managers and the Talent team, maintain accurate Greenhouse records, share market insights, and support process, tooling, and best-practice improvements.

Lead full-cycle international recruiting with emphasis on sourcing educators: intake, sourcing, structured interviews, ATS management, AI-enabled sourcing and screening, pipeline building, candidate experience, employer branding, and hiring-manager partnership to meet quality and SLA targets.

Full-cycle recruiter owning sales hiring: source and build pipelines for closers, setters, and leaders; screen and evaluate candidates against scorecards; manage ATS, interview coordination, offers, and candidate experience; partner with hiring managers to improve process and measure quality of hire.

Full-cycle talent acquisition for Web3, marketing, operations, and legal roles across Canada. Proactively headhunt on social platforms, screen for technical and cultural fit, manage candidate pipelines quickly, negotiate offers, and provide market intelligence on salary and talent trends. Remote role requiring high autonomy and coordination across time zones.

Lead and manage talent acquisition programs, hire across exempt and non‑exempt roles, partner with HR and hiring leaders, improve recruiting processes, manage large staffing initiatives, use LinkedIn Recruiter and ATS, negotiate offers, and ensure compliant, positive candidate experiences.