Top Talent Acquisition Jobs in Calgary

Manage high-volume, full-cycle recruitment across British Columbia and Alberta. Responsibilities include sourcing, screening, interviewing, reference checks, offers, talent pipeline development, recruitment documentation, employee transfers, stakeholder collaboration, compliance, hiring manager consultation, and Workday ATS administration. The role supports frontline field operations and requires occasional travel, with a preference for HR education, recruiting experience, and a valid driver’s license.

Lead high-volume field recruitment across Canada, manage and mentor recruitment staff, improve ATS and hiring workflows, monitor recruitment metrics, support workforce planning, train hiring managers, build talent networks, strengthen employer branding, ensure labor-law compliance, and represent GFL at career events. The role requires approximately 30% travel to collaborate with field operations teams.

Source and screen candidates, build diverse talent pipelines, coordinate interviews across time zones, manage ATS data and hiring workflows in Rippling, support offers and reference checks, track recruiting metrics, improve sourcing through AI tools, and create candidate communications and employer-brand materials.

Supports global talent acquisition operations across interview scheduling, executive hiring coordination, pre-boarding, background checks, onboarding transitions, and candidate data management. Maintains accurate records in Workday and Ashby, coordinates stakeholders across time zones, applies hiring policies, resolves issues, and escalates risks to ensure efficient hiring and seamless new-hire setup.

Own full-cycle recruitment for engineering and product roles, including intake, sourcing, interviewing, negotiation, and closing. Partner with hiring managers to define requirements, build interview plans, manage pipelines in Greenhouse, track recruiting metrics, and improve candidate experience and hiring processes. The role also supports proactive sourcing, inclusive hiring, technical recruiting, stakeholder communication, and process improvement across the talent acquisition function.

Leads full-cycle executive searches for Director-level through C-suite roles across go-to-market, corporate, product, and technology functions. Responsibilities include intake, market mapping, passive sourcing, leadership assessment, interview coordination, compensation negotiation, offer closing, ATS management, retained search firm oversight, executive stakeholder advising, confidential candidate management, and building executive search processes.

Leads full-cycle recruitment for commercial roles through sourcing, interviewing, negotiation, and closing. Manages candidate pipelines in Greenhouse, partners with hiring managers, provides recruitment reporting and insights, resolves process issues, supports diversity and inclusion, and improves candidate experience and hiring practices. Handles multiple requisitions while maintaining candidate engagement and stakeholder alignment.

Leads strategic recruitment for specialized field and office roles while advising leaders on workforce planning, employee relations, investigations, compensation, performance, succession, and organizational effectiveness. Manages a small HR team, coaches leaders, supports engagement and retention initiatives, leads change and training programs, and partners with HR Centers of Excellence to implement consistent people practices across Alberta, the Prairies, and Ontario.

Own full-cycle go-to-market recruiting for sales, solution engineering, customer success, forward-deployed engineering, and marketing roles. Partner with hiring managers, source candidates using AI tools, manage pipelines and reporting in Ashby, deliver strong candidate experiences, close offers, and improve recruiting processes. The role focuses mainly on US hiring while supporting global searches across the US and Europe.

Owns full-cycle technical recruiting across Canada, the United States, and the United Kingdom. Responsibilities include sourcing and screening candidates, managing candidate experience through onboarding, partnering with People and Culture to standardize hiring, developing talent pipelines, organizing recruiting initiatives, and using hiring data to improve efficiency and outcomes. The role requires experience recruiting for technical, product, and sales positions in fast-paced technology environments.

Leads Canadian talent acquisition strategy and a seven-person recruiting team. Partners with senior leaders on workforce planning, recruitment strategy, market intelligence, and high-volume hiring initiatives. Oversees full-cycle recruitment across multiple business lines, develops diverse talent pipelines, coaches team members, and drives continuous improvement in candidate and hiring-manager experience.

Manages full-cycle recruitment for global roles, particularly across North America and Latin America. Responsibilities include sourcing candidates, building talent pipelines, conducting screenings and interviews, maintaining ATS records, partnering with hiring managers, negotiating offers, and ensuring a positive candidate experience. Fluency in English and French is mandatory.

Manage end-to-end recruitment, including sourcing strategy, candidate interviews, hiring-manager collaboration, C-level hiring, recruitment reporting, and process improvement. The role focuses on IT and marketing/sales recruitment across European and potentially U.S. markets, using ATS platforms, reporting systems, AI tools, and automation to improve hiring outcomes.

Own full-cycle recruiting for technical and GTM/Sales roles, including sourcing, screening, interview coordination, offers, and candidate closing. Partner with hiring managers to define requirements, build pipelines, improve recruiting processes, maintain accurate ATS data, track recruiting metrics, support employer branding, and coordinate onboarding handoffs. The role is fully remote and requires strong communication, organization, autonomy, and experience in fast-growing technology environments.

Leads end-to-end talent acquisition across LATAM and Canada, with support for Europe. Responsibilities include sourcing, screening, interviewing, offer negotiation, talent pipeline development, stakeholder advising, hiring manager enablement, candidate experience, labor-law compliance, and diversity initiatives. The role also serves as a global subject matter expert in a Talent Acquisition area, developing scalable processes and using market intelligence, technology, and analytics to improve recruiting effectiveness.

Leads global talent acquisition strategy across North America, Europe, and APAC. Builds and manages a distributed TA team, personally hires C-level executives, owns recruiting processes, employer branding, metrics, technology, compliance, budget, and DEI initiatives. Partners with the CEO, executives, and hiring managers to scale a data-driven, candidate-centric function supporting rapid growth.

The People & Talent Acquisition Manager will lead full-cycle recruitment, improve HR processes, build talent pipelines, and support onboarding and employee engagement.

Leads the enterprise Talent Acquisition function, including recruiting strategy, hiring standards, executive and critical-role searches, recruiting team leadership, workforce planning, market intelligence, and data-driven process improvement. Partners with the CPO, CEO, executives, and business leaders to improve quality of hire, recruiting efficiency, assessment practices, and organizational capability in a high-growth technology company.

Source and engage exceptional talent across technical and business functions, including Engineering, Product, Design, GTM, and G&A. Develop targeted sourcing strategies, conduct talent research and market mapping, engage passive candidates through personalized outreach, assess pipeline health, and build inclusive candidate pipelines. Collaborate with Talent Acquisition Partners and hiring teams while improving sourcing tools, workflows, data quality, automation, and AI-enabled practices.

Own full-cycle recruiting from intake through offer across engineering, product, design, go-to-market, general and administrative functions. Develop sourcing strategies, assess candidates, negotiate offers, advise hiring managers, use recruiting data and market intelligence, and improve hiring processes. This contract role requires managing multiple complex searches in a fast-moving, distributed technology environment while delivering strong candidate experiences.

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.

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.