Talent Acquisition Partner

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 #J-18808-Ljbffr UNKNOWN