Top Talent Acquisition Jobs in Montreal

Supports the Talent Acquisition team through recruiter assistance, team meetings, HR strategy and tool exposure, candidate-related activities, and an individually defined project. The internship provides hands-on experience in recruitment strategy, employer branding, candidate engagement, onboarding, and data analysis while working with mentors and recruiters in a collaborative, fully on-site environment.

Manage full-cycle recruitment across Quebec, Ontario, and Nova Scotia, including workforce needs assessment, sourcing, candidate evaluation, selection, onboarding, and hiring-manager advising. Develop innovative strategies to attract active and passive candidates, promote fair assessment practices, and improve candidate experience. This is a one-year maternity-leave replacement contract based in Montreal.

Drive full-cycle, high-volume recruitment for enterprise hiring programs. Source and screen candidates, manage talent pipelines, support interviews and assessments, provide market insights through recruitment analytics, and promote the employer brand through social media and job fairs. Partner with hiring managers, workforce planning specialists, and HR teams to deliver diverse talent and positive candidate experiences while managing more than 25 requisitions.

Lead full-cycle technical recruitment from intake through offer acceptance. Source active and passive candidates using LinkedIn Recruiter, referrals, communities, events, and advanced sourcing techniques. Partner with hiring managers and technical experts to coordinate fair assessments, evaluate applicants, and recommend hires. Support employer branding, anticipate talent needs, improve recruiting processes, and deliver a strong candidate experience. The role requires bilingual French and English communication and involves hybrid work in Montreal.

Lead full-cycle technical recruitment from intake through offer acceptance. Source active and passive candidates using LinkedIn Recruiter, referrals, technical communities, events, and other methods. Partner with managers and technical experts to coordinate fair, structured evaluations, assess candidates, document ATS activity, and recommend hires. Support workforce planning, employer branding, candidate experience, and continuous improvement of talent acquisition processes. The role requires bilingual French and English communication and involves hybrid work in Montreal.

Manage the full recruitment lifecycle, primarily for IT roles, from workforce needs analysis through onboarding. Partner with client managers to develop tailored candidate attraction and assessment strategies, source and evaluate talent through headhunting, and deliver a strong candidate experience. Collaborate with HR colleagues and contribute to improving recruitment strategies, projects, and processes.

Advises on talent acquisition and management by diagnosing workforce needs, developing recruitment strategies and talent pools, supporting workforce planning and succession initiatives, and creating HR programs and action plans. Analyzes data, conducts studies, prepares reports, and collaborates with stakeholders to align candidates with organizational values and priorities.

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 end-to-end talent acquisition for complex, confidential, and leadership roles. Partners with executives and senior leaders on hiring strategy, sourcing, selection, and candidate experience. Uses talent mapping, recruitment analytics, compensation intelligence, AI-enabled tools, and automation to improve outcomes. Leads recruiting initiatives, supports executive searches, coaches the TA team, trains hiring managers, ensures compliance, and advises on process improvements.

Leads Canada’s talent acquisition function and a team of seven recruiters. Develops scalable recruitment strategies, workforce plans, talent pipelines, and high-volume hiring programs aligned with business growth. Partners with senior leaders, HR business partners, and hiring managers; uses recruitment metrics, market intelligence, and technology to improve outcomes. Oversees full-cycle recruitment across multiple disciplines, coaches team members, and ensures strong candidate and hiring-manager experiences.

Own full-cycle recruiting for sales roles, including proactive sourcing, candidate outreach, screening, evaluation, interview coordination, pipeline management, offer support, and onboarding partnership. Build talent pipelines for high-performing sales professionals, assess candidates using performance metrics and scorecards, maintain ATS data, track recruiting KPIs, and improve hiring processes. The role requires strong communication, organization, judgment, and comfort with outbound recruiting and fast-moving, performance-driven environments.

Lead full-cycle recruitment for specialized creative and technical roles across the VFX industry. Responsibilities include intake meetings, sourcing, candidate screening, interview coordination, assessments, references, offer negotiation, ATS management, candidate experience, talent community development, and market insights. The role also supports employer branding, academic partnerships, process improvement, and international collaboration with teams and stakeholders in French- and English-speaking environments.

The Talent Acquisition Manager leads full-cycle recruitment for legal and professional roles. Responsibilities include defining hiring strategies, sourcing and screening candidates, managing interviews and offers, maintaining applicant pipelines and tracking systems, advising stakeholders on market trends, and ensuring compliance with employment laws. The role requires strong legal-industry recruiting expertise, communication, organization, networking, and stakeholder management skills.

Own full-cycle talent acquisition across GTM, Engineering, Product, Innovation, and G&A. Administer the ATS, build pipelines, manage vendors, and improve hiring metrics. Lead onboarding, learning programs, recognition, retention, employer brand, referrals, and offboarding. Develop AI-enabled recruitment and employee lifecycle workflows while partnering with managers on workforce planning, role design, candidate quality, and retention.

Partner with hiring managers to build talent pipelines and manage full-cycle recruiting for global technology and business roles. Develop data-driven sourcing strategies, run screening interviews and assessments, coordinate offers and background/verifications, analyze hiring metrics, and contribute to broader Talent & Culture initiatives while ensuring a strong candidate experience.

Conducts high-volume, full-cycle recruiting for manufacturing, production, warehouse, technical, and skilled-trades roles. Responsibilities include sourcing candidates through LinkedIn, Indeed, job boards, referrals, and agencies; screening and interviewing applicants; coordinating hiring-manager interviews; completing reference checks; preparing offers; maintaining candidate records; supporting job fairs and onboarding; and partnering with HR and managers to meet staffing needs at Dorval and Kirkland facilities.

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 full-cycle recruitment by partnering with hiring managers, sourcing and screening candidates, conducting interviews, negotiating offers, and building talent pipelines. The role also supports employer branding, recruitment events, candidate engagement, recruitment metrics, and stakeholder collaboration. Fluency in French and English and a valid driver’s license are required.

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.

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.

Sources and recruits specialized IT talent for consulting mandates, focusing on passive candidates and advanced headhunting strategies. Advises business leaders on talent-market conditions, sourcing feasibility, and attraction strategies; evaluates candidates, presents recommendations, maintains talent networks, and supports continuous improvement of recruiting practices. Requires strong French and English communication skills, consulting or specialized recruiting experience, and an established technology talent network.

Le Responsable Acquisition de Talents dirige la stratégie et les opérations de recrutement du site manufacturier de Baie-D’Urfe. Il supervise le recrutement de bout en bout, les embauches temporaires et à fort volume, conseille les gestionnaires, encadre une équipe et développe la marque employeur ainsi que les viviers de talents. Il assure également la conformité, analyse les indicateurs de recrutement et contribue à l’amélioration des processus et systèmes. Le bilinguisme français-anglais est requis.