Who you are
- 4+ years of full cycle technical recruitment experience
- At least 2+ years of experience in-house is preferred
- Proficient in using applicant tracking systems (experience with Ashby is a plus)
- Experience sourcing and engaging candidates through various channels, including LinkedIn, and referrals
- Comfortable managing the end-to-end recruitment process with a focus on speed, quality, and collaboration
- Strong communicator who thrives in a fast-paced environment and is passionate about providing a great candidate experience
- An eagerness to further develop your recruitment skills and contribute to improving recruitment processes
- Experience using sourcing tools such as Juicebox, LinkedIn Recruiter, or other candidate engagement platforms
- Familiarity with the technical talent market, including trends and challenges in recruitment for these roles
- A solid understanding of recruitment best practices and compensation benchmarks within the technical talent market
- Ability to collaborate effectively with hiring managers and other leaders to build strong recruitment strategies
- A data-driven mindset with the ability to analyze recruitment performance and optimize processes
What the job involves
- As a Talent Acquisition Partner, you will play an important role in driving recruitment efforts for our Engineering, Product and Data teams, helping to build out strong, diverse talent pipelines
- This role will require a mix of relationship-building, creativity in sourcing, and an ability to manage the end-to-end recruitment process effectively
- You will collaborate with hiring managers and other stakeholders to understand hiring needs, advise on recruitment strategies, and ensure a seamless experience for candidates as they move through the hiring process
- Although this role is focused heavily on supporting the technical teams, there may be times where fluctuations between teams occur and the need to support our non-technical, GTM, and G&A teams take place
- Full-Cycle Recruiting: Own the end-to-end recruitment process for technical roles, from sourcing and screening to interviewing, negotiating offers, and advising stakeholders on recruitment best practices and processes
- Talent Strategy: Partner closely with Engineering, Product, and Data leaders to understand team needs and advise on recruitment strategies that attract top talent for Super.com, specifically for our non-technical, business teams
- Sourcing & Pipeline Management: Proactively source candidates and maintain a talent pipeline using a variety of methods, including networking, social media, and direct outreach
- Candidate Experience: As the first representative of Super.com, ensure candidates have a positive experience through clear communication, timely feedback, and a structured interview process while sharing the company culture and values
- Collaboration: Partner with other members of the Talent Acquisition team to align on hiring goals, share best practices, and ensure a unified approach to recruitment
- Diversity & Inclusion: Help ensure the recruitment process is inclusive and supports the company’s diversity goals by implementing inclusive hiring practices
- Data-Driven Decisions: Track recruitment metrics (such as time to hire and candidate satisfaction) to assess the effectiveness of recruitment strategies and continuously improve the process
Benefits
- Competitive base salary
- Yearly learning & development allowance
- Bi-annual performance & compensation reviews
- Generous equity options
- RRSP & 401k employee contribution plan
- Health, dental, & vision insurance on day one
- Parental leave programs
- Wellness reimbursement
- Supplemental Life Insurance
- Unlimited PTO (yes, really!)
- Recharge days throughout the year
- Permanent remote flexibility
- Work-from-home allowance
- Office in Toronto