The Role

We are looking for a Founding Talent Partner to own sourcing and recruiting at Magical.

This is a hands-on role for someone who loves finding exceptional talent, especially passive candidates who are not actively looking. You should be the kind of recruiter who does not wait for inbound applicants, agencies, or hiring managers to hand you a list. You know how to build your own market map, craft your own messaging, test what is working, and turn ambiguous hiring needs into high-quality candidate pipelines.

The right person is not just a recruiter. They are a builder.

You will own multiple searches, partner closely with founders and hiring managers, and help create the recruiting motion that lets Magical scale. That means sourcing directly, writing outbound, tracking conversion, diagnosing bottlenecks, improving process, and holding a high bar for candidate quality.

This is a great role for someone who wants to take the next step toward talent leadership, but still wants to stay close to the work: sourcing, candidate development, hiring manager partnership, and closing.

What You'll Do

• Own multiple requisitions across technical and business roles
• Personally source and engage high-quality passive candidates
• Build targeted sourcing strategies for priority searches
• Create candidate personas, talent maps, and search plans from scratch
• Write, test, and iterate on outbound messaging
• Track funnel metrics including reply rates, pass-through rates, interview conversion, offer conversion, and time to first qualified candidate
• Diagnose where searches are breaking down and fix them quickly
• Partner with hiring managers to define candidate profiles, calibrate quality, and move candidates through the process
• Create repeatable sourcing motions for roles we expect to hire again
• Improve recruiting quality, speed, and consistency through data and iteration
• Help reduce dependency on agencies by building strong internal pipeline generation

First 90 Days
By Day 30

You will have:

• Built a strong understanding of Magical's product, mission, and hiring priorities
• Taken ownership of several active requisitions
• Completed intake and calibration with hiring managers
• Launched outbound sourcing for priority roles
• Built initial target lists and candidate personas for key searches
• Started tracking baseline funnel metrics
• Identified early bottlenecks in sourcing, messaging, calibration, or process

By Day 60

You will have:

• Built active candidate pipelines across multiple priority roles
• Tested and improved sourcing messages based on reply and conversion data
• Created clear visibility into pipeline health, role by role
• Advanced strong candidates into interview loops
• Moved candidates into finalist or offer stage for priority reqs
• Established a repeatable weekly recruiting rhythm with hiring managers

By Day 90

You will have:

• Closed multiple strong hires or be in the final stages of closing them
• Owned active reqs with clear pipeline plans and measurable progress
• Built repeatable sourcing motions for priority role types
• Improved funnel conversion through data-driven iteration
• Reduced dependency on reactive sourcing or agency support
• Earned trust as an autonomous recruiting partner who can spot problems, bring solutions, and raise the hiring bar

What We're Looking For

• 5+ years of recruiting or talent acquisition experience, ideally in high-growth technology companies
• Strong hands-on sourcing skills, especially for passive technical talent
• Experience owning multiple reqs at once
• Ability to build candidate personas and targeted sourcing strategies
• Strong outbound recruiting ability, including writing and testing candidate messaging
• Comfort using data to manage pipeline health and improve conversion
• Ability to test, learn, and iterate quickly
• Strong hiring manager partnership skills
• Clear written and verbal communication
• High ownership, low ego, and strong operating cadence
• Comfort working in ambiguity without needing heavy direction
• Curiosity about AI, automation, and the future of work
• A desire to grow into a broader talent leadership role while still staying close to the craft of recruiting

What Makes You Exceptional

• You have sourced and closed hard-to-find technical talent
• You know how to find candidates others miss
• You can turn an unclear hiring need into a sharp search strategy
• You can create outbound campaigns that drive strong positive reply rates
• You use funnel data to diagnose and fix recruiting problems
• You balance urgency with candidate quality
• You are energized by fast iteration and continuous improvement
• You are comfortable pushing back when the profile, process, or bar is unclear
• You want to help build a company, not just work a set of reqs

How We Work

Magical is a builder-led company. We value people who are direct, thoughtful, ambitious, and deeply hands-on.

We move quickly and expect people to operate with autonomy. This role will work closely with founders and hiring managers, so we are looking for someone who is energized by ownership, speed, and accountability.

We are hybrid in Toronto, with an office near St. Lawrence Market. We encourage in-person collaboration, especially for cross-functional work, but we are not rigid about specific office days.