Top Talent Acquisition Jobs in Ottawa

Manage full-cycle hiring for intern and co-op roles across Canada and the US. Partner with hiring managers and universities, source and assess early talent, coordinate high-volume interviews, ensure compliance with Canada/US posting requirements, support offers and onboarding, and track recruiting metrics to improve early careers programs.

Own the full recruitment cycle for corporate and operational roles, including sourcing, screening, assessment, selection, offers, and onboarding. Partner with hiring leaders to understand workforce needs, provide market insights, build talent pipelines, and support employer branding. Deliver an excellent candidate experience, represent the organization at recruiting events, use recruitment data and technologies to improve outcomes, and maintain confidentiality and employment-law compliance.

Supports talent acquisition by coordinating interviews, managing candidate and recruiter communications, preparing offer letters, monitoring background screenings, providing onboarding details, processing paperwork and invoices, and maintaining accurate recruitment records. The role also contributes to candidate sourcing, screening, selection, and a positive candidate experience while working independently within established procedures and collaborating with a global team on a fixed night shift.

Manage full-cycle recruiting across multiple practices, partnering with business leaders to forecast hiring needs and execute recruiting strategies. Source, assess, engage, and close diverse candidates for advisory, finance, analytics, accounting, risk, compliance, and specialized technology roles. Build talent pipelines, optimize recruiting systems and reporting, enhance employer branding and candidate experience, lead recruiting programs, and coach junior talent acquisition team members.

Leads and develops Talent Acquisition Partners, sets recruiting strategy, monitors hiring performance, and advises senior business leaders on talent priorities. The role oversees recruiting across technical and business functions, supports complex searches, uses pipeline and market data to improve outcomes, and partners with Sourcing and Talent Acquisition Operations on processes, systems, analytics, and scalable recruiting programs.

Own full-cycle recruiting for forward-deployed engineering and leadership roles across the US. Source passive AI and technical talent through LinkedIn, GitHub, communities, referrals, and talent mapping. Build Provectus’s talent community through meetups, workshops, hackathons, university programs, and industry events. Partner with hiring managers and senior leadership on hiring criteria, workforce planning, compensation benchmarking, candidate experience, and offer negotiation.

Lead advanced sourcing strategies for complex technical, leadership, GTM, and specialized searches. Identify and engage passive talent through research, market mapping, technical communities, and creative channels. Use sourcing data and market intelligence to guide hiring strategies, champion inclusive sourcing, cultivate candidate relationships, and ensure effective handoffs. Share sourcing expertise, build reusable talent resources, and improve tools, workflows, analytics, automation, and AI-enabled practices across Talent Acquisition.

Lead full-cycle recruiting for high-priority go-to-market roles, especially Sales, across global markets. Advise GTM leaders on hiring strategy, talent availability, market intelligence, workforce planning, interview processes, and recruiting data. Build pipelines, assess and close candidates, manage multiple searches, improve recruiting processes, and partner with Talent Acquisition, Revenue Operations, Finance, and sourcing teams to scale commercial hiring in a high-growth SaaS environment.

Own and scale Talent Acquisition operations, including recruiting systems, analytics, reporting, process improvement, coordinator workflows, automation, compliance, and cross-functional operational programs. Administer recruiting technologies, build dashboards, improve data quality, support hiring forecasts, and develop scalable documentation and processes. Partner with TA leadership and teams across People, Finance, IT, Legal, and the business to improve recruiting effectiveness and candidate experience.

Manage full-cycle recruiting, including sourcing, screening, interviews, candidate communication, offers, background checks, and onboarding transitions. Partner with hiring managers to define recruitment needs and strategies, maintain applicant tracking systems, support employer branding and social media initiatives, produce recruiting analytics, and lead talent acquisition projects. The role requires bilingual French and English communication, HR knowledge, confidentiality, and familiarity with clinical practices and Health Canada and FDA guidelines.

Coordinates high-volume interviews across time zones, communicates with candidates and hiring teams, maintains accurate ATS records, resolves scheduling conflicts, supports onboarding and recruiting operations, and contributes to talent initiatives and process improvements. The role requires strong organization, discretion, communication, problem-solving, and flexibility to support EMEA time zones from Canada’s East Coast.

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, contractor renewals, and leadership enablement.

Own and build the company’s end-to-end talent acquisition function, including sourcing, pipeline development, screening, interviewing, offer negotiation, employer branding, referral programs, ATS administration, recruiting operations, workforce planning, and hiring metrics. Partner with leaders across the organization to support high-volume and specialized hiring, develop talent pipelines, manage recruiting spend, and establish scalable processes.

Recruit and source talent for go-to-market and technical roles across Sales, Marketing, Engineering, Customer Success, and Product. Build candidate pipelines, conduct proactive outreach and headhunting, partner with hiring leaders, support compensation evaluations and negotiations, and deliver a strong candidate experience. Use recruiting technology, AI tools, metrics, and market research to improve hiring efficiency. Represent the company through employer branding, social media, networking, and talent attraction initiatives.

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 global recruiting and people operations for a remote, contractor-centric e-commerce brand: build sourcing pipelines, run structured interviews and test projects, manage employer brand, deliver hiring metrics, and design scalable people systems for onboarding, performance, and retention.

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.

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.

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.