Talent Acquisition Lead
Remote - Canada
$30,000 - $50,000
About the Company
Our client is a digital marketing agency built specifically for law firms. The agency helps law firms grow through integrated strategies across SEO, paid media, content, website development, and digital strategy, and believes sustainable growth comes from strong relationships, clear strategy, accountability, and teams that genuinely understand the businesses they serve. The vision is to be the most trusted growth partner for law firms, making brand and case growth simple, visible, and reliable.
The client is a remote-first company that values excellence, innovation, empathy, relationships, transparency, and having fun while doing great work.
Role Overview
This is a remote (Canada, with Calgary AB, Montreal QC, Ottawa ON, Toronto ON, and Vancouver BC named as locations) full-time Talent Acquisition Lead role, reporting to the Chief Operating Officer. As the client continues to grow, this role helps build the team required for the next stage of growth.
This is a strategic, hands-on leadership role responsible for helping the client attract, identify, hire, and retain exceptional talent. This person will own critical searches directly while also helping build the systems, processes, standards, and recruiting infrastructure that allow the client to hire consistently and effectively as it scales.
This person will partner directly with executives, directors, and hiring managers to understand workforce needs, establish hiring strategies, define what great talent looks like, and efficiently move qualified candidates through the hiring process. The role requires someone who can operate strategically while still being willing to source candidates, conduct interviews, follow up with hiring managers, improve scorecards, manage recruiting technology, analyze hiring data, and jump into difficult searches when needed, bringing structure and accountability to the entire recruiting lifecycle, from workforce planning through signed offer.
Responsibilities
Talent Acquisition Leadership
- Own and continually improve the Talent Acquisition function.
- Establish clear recruiting goals, hiring priorities, processes, KPIs, and accountability.
- Lead regular hiring pipeline reviews with executives and hiring managers.
- Help develop recruiters or recruiting resources as the company grows.
- Create a recruiting culture built around urgency, quality, transparency, and ownership.
- Ensure every open position has a clear hiring strategy, timeline, owner, scorecard, and next step.
- Identify hiring bottlenecks early and take ownership of resolving them.
Full-Cycle Recruiting
- Personally manage full-cycle recruiting for high-priority, specialized, leadership, and executive-level positions.
- Manage the recruiting lifecycle from intake and job development through sourcing, interviewing, references, offer negotiation, and close.
- Proactively source high-quality candidates rather than relying solely on inbound applicants.
- Develop talent pipelines for anticipated future hiring needs.
- Utilize LinkedIn, referrals, recruiting platforms, Boolean search, networking, industry relationships, and creative sourcing strategies.
- Conduct structured interviews that evaluate experience, technical competency, leadership ability, communication skills, values alignment, and overall role fit.
- Maintain consistent candidate communication throughout the hiring process.
- Step directly into searches when additional recruiting support is needed.
Hiring Manager & Executive Partnership
- Serve as a trusted Talent Acquisition advisor to executives, directors, and hiring managers.
- Lead intake meetings to clearly define the role, business need, responsibilities, experience requirements, scorecard, compensation parameters, and interview process before recruiting begins.
- Challenge unclear or unrealistic hiring expectations when necessary.
- Provide hiring managers with market feedback regarding compensation, candidate availability, talent competition, and recruiting difficulty.
- Maintain consistent communication regarding candidate pipelines, interview progress, bottlenecks, and risks.
- Hold hiring managers accountable for timely interviews, scorecards, feedback, and decisions.
- Provide executive leadership with regular reporting on all open positions and recruiting performance.
Recruiting Operations & Process Ownership
- Own and optimize the systems used to manage the client's recruiting process.
- Ensure job descriptions, interview plans, scorecards, candidate stages, templates, and hiring workflows are standardized and consistently followed.
- Maintain accurate recruiting data across all active searches.
- Develop recruiting dashboards and reporting for leadership.
- Track hiring KPIs, including time to fill, time to hire, candidate pipeline health, candidate-to-interview conversion, interview-to-offer conversion, offer acceptance rate, source effectiveness, quality of hire, hiring manager satisfaction, and candidate experience.
- Identify process bottlenecks and implement improvements that increase speed without lowering the quality bar.
- Create scalable recruiting SOPs that allow the client to grow without creating unnecessary administrative complexity.
Marketing Agency Talent Expertise
This role will frequently recruit for specialized digital marketing and professional-services positions, including SEO, local SEO, paid search / Google Ads / LSA, paid social, content marketing, social media, account management, client strategy, web development, web design / UX / AI, creative, marketing operations, sales, operations, and leadership and executive roles. Strong agency talent requires more than technical competency, candidates must also be able to meet deadlines, communicate clearly, collaborate effectively, take ownership, manage multiple priorities, and deliver excellent work in a client-service environment.
Employer Brand & Candidate Experience
- Create a candidate experience that accurately reflects the client's culture and expectations.
- Ensure candidates receive clear, professional, and timely communication.
- Build consistency across interviews and candidate evaluation.
- Partner with leadership and Marketing to strengthen the client's employer brand.
- Help communicate why exceptional people should choose the client.
- Maintain a high hiring bar while ensuring candidates feel respected throughout the process.
- Identify new recruiting channels and communities where high-quality agency talent can be found.
Strategic Workforce Planning
- Partner with executive leadership on hiring forecasts and workforce planning.
- Help leadership distinguish between immediate hiring needs and longer-term organizational needs.
- Develop proactive pipelines for roles the company expects to hire repeatedly.
- Monitor compensation trends, talent availability, competitive hiring activity, and recruiting market conditions.
- Identify opportunities to improve recruiting efficiency, hiring quality, and organizational scalability.
- Provide leadership with data that helps determine when, where, and how the company should hire.
- Support organizational design and headcount planning as the company continues to grow.
Who They're Looking For
Required Qualifications
- 4+ years of Talent Acquisition or recruiting experience in a fast-paced organization.
- 1+ years of recruiting leadership, management, or senior recruiting ownership experience.
- Strong experience recruiting within a digital marketing agency, technology company, professional-services organization, or similarly specialized environment.
- Demonstrated experience recruiting digital marketing professionals.
- Experience managing full-cycle recruiting from sourcing through offer acceptance.
- Proven success in recruiting leadership, specialized, and difficult-to-fill positions.
- Strong sourcing capabilities, including LinkedIn sourcing, networking, referrals, market mapping, and proactive outreach.
- Experience building structured interview processes and candidate scorecards.
- Experience working with an Applicant Tracking System and recruiting technology.
- Strong understanding of recruiting analytics and hiring funnel metrics.
- Exceptional stakeholder-management skills.
- Ability to confidently advise and challenge senior leaders when necessary.
- Strong organizational and project-management skills.
- Ability to manage multiple open positions and competing priorities simultaneously.
- Excellent written and verbal communication skills.
- High attention to detail and follow-through.
Preferred Qualifications
- Recruiting experience within an SEO, digital marketing, advertising, or legal marketing agency.
- Experience recruiting SEO, PPC, Content, Development, Design, Account Management, Sales, and Operations professionals.
- Experience recruiting remote employees across the United States.
- Experience helping a growing company build or mature its Talent Acquisition processes.
- Experience developing recruiting dashboards, KPIs, SOPs, and hiring-manager training.
- Experience supporting workforce planning and organizational growth.
What Success Looks Like
Within this role, success means:
- Consistently delivering qualified candidates for high-priority positions.
- Reducing unnecessary delays throughout the hiring process.
- Establishing clear visibility into every open role and candidate pipeline.
- Building trusted relationships with executives and hiring managers.
- Improving Time to Fill without sacrificing Quality of Hire.
- Increasing hiring-manager accountability and participation throughout recruiting.
- Building proactive pipelines for difficult and frequently hired positions.
- Creating an excellent candidate experience regardless of whether a candidate is ultimately hired.
- Establishing recruiting data leadership can trust.
- Building scalable hiring processes that support the client's continued growth.
- Recruiting people who raise the talent bar of the organization rather than simply filling vacancies.
Ultimately, the job isn't simply to fill positions. It's to help the client consistently put the right people in the right seats at the right time.
How They Operate
- Ownership: Doesn't wait for someone else to identify a recruiting problem, identifies it, communicates it, and works toward a solution.
- Trusted Advisor: Builds credibility with leaders through data, preparation, follow-through, and sound judgment.
- High Accountability: Comfortable working in an environment where owners, numbers, deadlines, and commitments matter.
- Bias Toward Action: Understands when additional analysis is valuable, and when it is time to make a decision and move.
- Relationship Focused: Understands that recruiting is fundamentally about people. Candidates and hiring managers should feel respected, informed, and supported throughout the process.
- High Standards: Would rather continue searching than lower the hiring bar simply to close a position.
- Adaptable: Priorities can change quickly in a growing company. Can adjust without losing organization, accountability, or momentum.
- Collaborative: Works effectively across departments and understands that hiring great people is a shared responsibility between Talent Acquisition and company leadership.
Culture
The client's values include excellence, innovation, empathy, relationships, fun, and transparency, holding to a high standard, continuously looking for ways to improve, challenging assumptions, seeking to understand clients, coworkers, and candidates, believing strong businesses are built on strong relationships, taking work seriously without taking themselves too seriously, and communicating clearly and addressing problems directly.
Benefits & Work Environment
The client is a remote-first organization. Team members collaborate primarily through virtual meetings, Slack, and internal technology platforms.
Benefits for eligible full-time employees include:
- Medical and dental benefits.
- Unlimited PTO.
- Paid company holidays.
- Remote work environment.
- Professional growth opportunities.
- Collaborative company culture.
- Opportunities to grow alongside a rapidly evolving organization.
This position requires reliable internet access and the ability to effectively collaborate within a distributed remote team.
September 22, 2026