Talent Acquisition Specialist

About The Role The Talent Acquisition Specialist plays a pivotal role in driving end-to-end recruitment across key functions. This position is central to shaping the company’s future by partnering closely with leaders, crafting tailored sourcing strategies to attract top-tier talent, and building high-performing teams aligned with the organization’s core values. Responsibilities The ideal candidate will own the end-to-end recruitment lifecycle, thrive in a dynamic, fast-paced environment, and view challenges as opportunities to deliver high-impact talent solutions. Talent Acquisition Lead and manage high-volume full-cycle recruitment, including sourcing, screening, interviewing, offer management, and onboarding across multiple departments while managing competing priorities. Recruit for specialized and niche roles using advanced sourcing, assessment, and engagement techniques. Partner closely with HR People Business Partners and hiring leaders to drive the talent acquisition lifecycle from workforce planning through onboarding, ensuring alignment with role requirements, business needs, and culture fit. Lead intake meetings with hiring managers and HR People Business Partners to define staffing requirements, hiring timelines, recruitment strategies, and success criteria. Coach and advise hiring managers throughout the hiring process to align expectations, ensure quality hiring decisions, and promote inclusive hiring and talent acquisition best practices. Conduct structured, competency-based interviews and skills assessments; provide timely, actionable feedback to candidates and hiring managers. Partner with HR and business leaders to develop competitive offers, lead offer presentations, manage negotiations, and drive offer acceptance while ensuring internal equity and compliance. Deliver hiring recommendations by combining market insights, data, and business context to attract and select top talent. Ensure accurate, timely documentation and tracking of all recruitment activities in the Applicant Tracking System (ATS). Maintain compliance with employment laws, internal policies, audit requirements, and DE&I standards. Sourcing & Research Develop and execute innovative, multi-channel sourcing strategies to attract active and passive talent through direct outreach, sourcing campaigns, job boards, professional networks, referrals, talent communities, and recruitment events. Implement inclusive sourcing practices to support diverse candidate pipelines and equitable hiring outcomes. Build, maintain, and nurture proactive talent pipelines for current and future hiring needs. Conduct market mapping and talent research to assess availability, trends, and competitive dynamics. Candidate Relationship Management & Onboarding Maintain strong candidate relationships throughout and beyond the hiring process, ensuring timely communication, transparency, and a positive experience at every touchpoint. Serve as the primary point of contact for candidates from initial engagement through offer acceptance. Partner with HR and hiring managers to ensure a smooth transition from offer acceptance through onboarding and early employee integration. Data & Reporting Monitor and manage key recruitment metrics across the full recruitment lifecycle (e.g., time-to-fill, quality of hire, source effectiveness). Analyze recruitment data to identify trends, hiring risks, and opportunities for continuous improvement. Prepare and present regular recruitment reports and dashboards to HR and business leadership. Teamwork & Collaboration Build strong, collaborative relationships with HR Centers of Excellence, HR People Business Partners, and business leaders to deliver effective hiring strategies. Champion a continuous improvement mindset, identifying opportunities to streamline processes while maintaining a high-quality candidate and hiring manager experience. Proactively communicate with stakeholders and leadership, providing consistent updates and regular hiring status reports. Ensure integrity and consistency of the staffing process, including training and educating hiring managers on hiring practices, internal mobility, and DE&I principles. Employer Branding & Candidate Experience Actively promote and support employer branding initiatives, recruitment marketing campaigns, and hiring events. Deliver a consistent, positive, and professional candidate experience aligned with the organization’s values. Support initiatives that enhance employer brand visibility and position the organization as an employer of choice. Requirements / Qualifications 3+ years of experience in recruitment or talent acquisition. Proven experience recruiting across a broad range of functions, roles, and levels; experience in the entertainment industry is a strong asset. Strong ability to assess talent and make data-driven hiring decisions using influence, negotiation, and sound judgment. Strategic mindset with the ability to translate business needs into effective sourcing strategies and tactical execution. Demonstrated success building and maintaining strong stakeholder relationships. Proficiency in skills assessment and behavioral interviewing techniques. Working knowledge of ATS platforms (Workday Preferred) and strong proficiency in Microsoft Word, Excel, PowerPoint, Indeed, LinkedIn (Recruiter), and social media sourcing tools. Growth mindset with exceptional interpersonal, communication, and presentation skills; able to clearly articulate ideas and influence outcomes. Highly detail-oriented, adaptable, and creative problem-solver with a strong sense of urgency and accountability. Ability to work independently as a self-starter while thriving in a collaborative, team-oriented environment. Comfortable operating in an agile environment with strong advisory and consultative skills. Key Behavioural Traits Proactive, driven, and results oriented. High level of integrity, professionalism, and confidentiality. Adaptable and resilient in response to changing business needs. Collaborative mindset with a strong commitment to teamwork and inclusion. Position Status Existing Vacancy – This job posting reflects a current vacancy within the organization. The position is active, approved, and intended to be filled as part of our staffing needs. Hiring Range $56,334.00 – $80,477.00 (per year). Final pay within this range will be determined based on experience, skills, internal equity, and the geographic location of the role. Additional non-discretionary compensation may apply where eligible. At IMAX, you will be part of a culture built on respect – we are committed to creating a welcoming and diverse atmosphere across our organization. IMAX will consider all qualified applicants, including those with criminal histories or arrest or conviction records, in a manner consistent with applicable state and local laws, including the City of Los Angeles’ Fair Change Initiative For Hiring Ordinance, the Los Angeles County Fair Chance Ordinance for Employers, and the California Fair Chance Act, where applicable. In accordance with Ontario’s pay transparency requirements, candidates will be informed when they are no longer under consideration for this position. Communication regarding application status may be provided through email or through your online applicant profile (if applicable). As part of our recruitment process, we may use technology-assisted tools, including automated systems, to support the review and assessment of applications. These tools do not make final hiring decisions. All decisions related to screening, interviewing, and selection are made by our Talent Acquisition and hiring teams. #J-18808-Ljbffr