Top Recruiter Jobs in Calgary

Leads VP-level and senior executive searches across corporate functions, from strategy and market mapping through assessment, selection, negotiation, and closing. Advises C-suite stakeholders, develops talent strategies, engages passive executive candidates, manages confidential searches, and improves executive recruiting frameworks, assessment practices, reporting, and tools within a globally distributed Talent Acquisition team.

Manage full-cycle technical recruiting for Engineering, Product, Security, UX, and R&D roles. Partner with hiring leaders on role definition, structured interviews, sourcing strategy, market research, candidate assessment, pipeline management, and offer negotiations. Build diverse talent pipelines, use recruiting data to guide decisions, maintain accurate Greenhouse documentation, deliver an inclusive candidate experience, and improve recruiting practices through responsible AI use and shared resources.

Supports high-volume, full-cycle recruiting for assigned centers by sourcing candidates, maintaining applicant pipelines and tracking systems, conducting interviews, evaluating qualifications, managing candidate communications, and partnering with hiring managers. The role also produces recruiting activity reports, supports employer branding and hiring events, maintains confidentiality, and represents the organization professionally.

Sources, screens, interviews, and recommends candidates for client staffing needs. The recruiter administers recruitment programs, conducts background and reference checks, maintains accurate ATS and HRIS records, supports compensation discussions, and ensures compliant, consistent hiring practices. The role requires multilingual communication in English, Polish, and French, Italian, or Spanish, strong organization, confidentiality, and hybrid work from an office in Katowice, Szczecin, or Lublin.

Conducts full-cycle, high-volume recruitment across multiple provinces, including sourcing, screening, interviewing, offer negotiation, hiring documentation, HRIS data entry, onboarding, and new-hire follow-up. Partners with leaders to develop staffing strategies, maintain candidate pipelines, promote the employer brand, and support diversity and inclusion initiatives. Ensures compliance with employment laws, company policies, and recruitment processes while delivering a positive candidate and hiring-manager experience.

Conduct full-cycle recruiting for marketing professionals across multiple concurrent openings. Source candidates through LinkedIn Recruiter, Upwork, job boards, and referrals; write outreach; screen candidates; coordinate interviews and assessments; support offers; and maintain accurate ATS records. Track recruiting metrics, update hiring teams and candidates, build talent pipelines, and improve hiring processes. Requires current marketing recruiting experience, U.S. marketing hires, LinkedIn Recruiter expertise, and C1/C2 English fluency.

Recruit IT professionals for contract and contract-to-hire staff augmentation engagements. Partner with account managers and clients to understand technical hiring needs, source and screen candidates, manage interview processes, negotiate placement terms, and support consultant engagement. Maintain candidate pipelines, track activity in ATS/CRM systems, meet tight submission deadlines, and stay current on IT talent trends and in-demand skills.

Own full-cycle recruiting across GTM, Operations, G&A, Engineering, and Product. Partner with hiring managers, source and assess candidates, manage interview processes, advise on talent markets, and close offers. Build recruiting workflows using Claude and other AI tools, maintain accurate Ashby data, analyze pipeline performance, and lead projects involving referrals, employer branding, structured interviewing, tooling, and candidate experience. This is a hybrid role requiring onsite work in Mountain View two days per week.

Conduct full-cycle recruiting across multiple functions in the US and Canada, including intake, sourcing, screening, interviewing, offer negotiation, and closing. Build talent pipelines, manage postings and databases, coach hiring managers, improve interview processes, and report on recruiting metrics. This remote six-month contract offers potential extension or conversion to a full-time Talent Partner role.

Own end-to-end executive and hard-to-fill GTM recruiting, including sourcing passive candidates, advising executives, defining search strategies, assessing candidates, negotiating complex offers, building talent pipelines, and creating the company’s executive search playbook. The role requires strong B2B SaaS recruiting experience, executive presence, market expertise, and the ability to establish recruiting processes as CoLab’s first executive recruiter.

Recruit candidates for G&A and Marketing teams while managing the full hiring lifecycle. Build talent pipelines, advise hiring managers and executives, improve candidate experience, implement recruiting strategies, and represent Elastic’s employer brand. The role requires balancing multiple requisitions, partnering with stakeholders, communicating the company value proposition, and using ATS and recruiting technologies.

Conduct resume reviews, clinician interviews, candidate assessments, and recruitment pipeline tracking for therapists and psychologists. Maintain warm, engaging communication throughout the hiring process, ensure accurate applicant records, and coordinate candidate handoffs with the Provider Growth team. The role is remote, part-time, and focused on identifying clinicians suited to serving older adults.

Own 8–10 technical searches end to end, partnering with engineering leaders to define roles, source senior infrastructure, backend, SDK, and AI talent, close candidates, and build recurring talent pipelines. The recruiter will improve recruiting systems, sourcing playbooks, interview processes, and candidate experience while serving as a strategic talent partner to engineering teams.

Own 8–10 full-cycle technical recruiting searches for engineering roles, partnering with hiring managers, sourcing passive candidates, building talent pipelines, closing senior and staff-level hires, and improving recruiting systems and candidate experience. The role requires strong technical recruiting expertise across infrastructure, backend, developer tools, open source, or AI, plus the ability to implement thoughtful AI-enabled recruiting practices.

Contract technical recruiter responsible for breaking down hard-to-fill technical roles, calibrating requirements with hiring managers, directing sourcing, evaluating candidates against evidence-based criteria, conducting structured interviews, screening for fraud, and presenting qualified candidates. The recruiter will collaborate with a global recruiting pod and create reusable Claude workflows, interview guides, and search playbooks.

Manage full-cycle technical recruiting for specialized aerospace, defense, engineering, and manufacturing roles. Source and screen technical candidates, build talent pipelines, partner with hiring managers, coordinate interviews, support offers and closing, maintain applicant tracking data, and follow clearance, export-control, and hiring procedures. The role requires defense-industry recruiting experience and familiarity with specialized engineering disciplines and cleared hiring.

Own full-cycle recruiting across GTM and R&D teams, with emphasis on Sales, Marketing, Customer Success, and Solutions Engineering. Build diverse talent pipelines through proactive sourcing, advise hiring managers on talent strategies and market conditions, manage multiple searches, improve hiring velocity, conduct structured assessments, and deliver a strong candidate experience.

Own full-cycle recruiting for senior and staff-level engineering roles, especially backend, infrastructure, systems, Rust, and database positions. Partner with Engineering leaders on hiring profiles, build outbound pipelines, manage interviews and closing, oversee agencies and referrals, analyze recruiting funnel data, and support talent branding. The role requires technical fluency, strong sourcing instincts, startup experience, and the ability to influence hiring decisions.

Oversee full-cycle recruitment for high-level staff positions across global services departments. Responsibilities include sourcing, screening, hiring-manager partnership, agency management, offer negotiation, onboarding coordination, ATS administration, compliance, and recruiting metrics. The recruiter will develop strategic talent plans, improve candidate and hiring-manager experiences, maintain recruiting records, and lead process initiatives.

Source and recruit Account Executives, Customer Success Managers, and other go-to-market talent through targeted outbound outreach, referrals, market mapping, and creative sourcing. Manage candidates through interviews and offers, evaluate sales and technical capabilities, partner with hiring leaders, improve candidate experience, and use funnel data and ATS hygiene to optimize recruiting results.

Owns end-to-end technical recruiting for customer-facing engineering roles, including sourcing, screening, technical fluency assessment, coordination, candidate experience, offer negotiation, and closing. The recruiter will build recruiting processes from scratch, develop Boolean searches, source through LinkedIn, GitHub, networking communities, and referrals, manage Rippling workflows, report funnel metrics, and partner directly with executive and engineering leaders. The role is fully remote with occasional travel.

Leads proactive, full-cycle recruitment for high-volume craft and salaried roles. Builds talent pipelines, sources passive candidates, conducts assessments, partners with hiring leaders and Business HR, provides market intelligence, and manages recruitment activity through Workday. The role requires a sourcing-first approach, strong stakeholder influence, and the ability to align hiring strategies with workforce plans. It operates in a hybrid environment with occasional travel.

Owns full-cycle technical recruiting for Engineering, Product, Design, and related roles. Responsibilities include defining hiring requirements, sourcing active and passive candidates, managing interview processes, negotiating offers, tracking funnel metrics, using AI recruiting tools, and developing recruitment marketing campaigns. The role partners closely with the CTO and engineering leads and focuses on hiring within competitive infrastructure, developer tools, and security talent markets.

Sources, screens, interviews, and hires candidates, particularly Spanish-speaking talent, throughout the full recruitment lifecycle. The recruiter partners with hiring managers, maintains candidate pipelines, uses ATS and sourcing tools, represents the company at recruitment events, ensures hiring compliance, and provides timely candidate communication. Fluency in English and Spanish, recruiting experience, strong organizational skills, and preferably call center experience are required.

Own end-to-end executive and specialized recruiting searches across CSC Generation’s portfolio. Source passive candidates through talent mapping, direct outreach, referrals, and LinkedIn; partner with executives to define roles and sourcing strategies; manage confidential searches; close difficult hires; maintain passive talent pipelines; and provide competitive talent market intelligence.