Leading the Function- Own the talent acquisition strategy, processes and standards across Guardteck in BC, AB and ON
- Serve as player-coach: carry a personal requisition load while setting the pace, priorities and quality bar for the broader recruiting effort
- Coach, mentor and develop recruiters- build their craft, review their work, and raise the floor on screening quality, candidate communication and data discipline
- Allocate requisitions and workload across the team based on urgency, complexity and client impact, and act as the escalation point when a role or a mobilization is at risk
- Build and maintain the playbooks: intake templates, structured interview guides, screening criteria, offer processes and onboarding handoffs - so hiring is consistent at every site, in every region
- Own vendor, job board and sourcing tool relationships, evaluate ROI, and recommend where the recruitment budget is best spent
Full-Cycle and High-Volume Recruiting- Manage concurrent requisitions across salaried professional and high-volume hourly roles, maintaining quality and pace without compromise
- Source, screen, interview, extend offers and close candidates across multiple talent segments simultaneously
- Lead large-scale mobilizations - new site contracts, seasonal surges and sudden client wins - using batch screening, group interviewing, hiring events and pre-built pipelines
- Apply skills-based hiring practices to evaluate candidates not just on experience, but on potential, adaptability, reliability and alignment with Guardteck's values
- Own the full candidate experience from first touchpoint to first day, ensuring every interaction reflects who we are
Proactive Sourcing and Pipeline Strategy- Build and maintain a diverse, multi-channel talent pipeline - past applicants, referrals, alumni, silver medallists and direct sourcing - so Guardteck is never starting from zero
- Maintain a warm bench of pre-screened, licence-ready candidates for recurring and hard-to-fill posts
- Develop and nurture talent communities, keeping prospective candidates engaged and informed about Guardteck's culture, opportunities and growth long before a requisition opens
- Leverage market intelligence and labour data to inform sourcing strategy, anticipate future talent needs, and advise hiring managers proactively - not reactively
- Explore unconventional and niche channels: professional networks, community organizations, industry groups and social media, to reach candidates who are not actively searching
Hiring Events, Campus and Community Partnerships- Plan, coordinate and lead hiring fairs and recruitment events - community job fairs, virtual hiring events and Guardteck-hosted open houses - representing our brand with energy, professionalism and authenticity
- Identify, establish and manage partnerships with post-secondary institutions (colleges, universities and vocational programs) to build early-career pipelines for security professional and administrative roles
- Cultivate relationships with academic career centres, co-op and internship coordinators and student associations, creating consistent touchpoints long before graduation
- Engage community employment programs, newcomer support organizations, military and first-responder transition programs, and other partners to diversify our talent pool and extend our reach into underrepresented segments
- Build the annual events and partnership calendar, set targets for each, and measure what each one actually delivers
Stakeholder Partnership and Workforce Planning- Build trusted, consultative relationships with hiring managers across operations, security divisions and corporate functions - partnering on role design, candidate criteria and hiring timelines
- Advise hiring leaders and executives on market conditions, realistic candidate profiles and competitive compensation - serving as the go-to talent expert in the room, not an order-taker
- Participate in workforce planning with operations and finance, bringing forward data and market insight that helps leaders think ahead about their talent needs
- Partner with Operations on client mobilization planning, so staffing readiness is built into the contract timeline rather than discovered at the end of it
Onboarding and Pre-Boarding- Own the pre-boarding and onboarding journey in partnership with HR and Operations - coordinating background screening, licensing verification, documentation, orientation scheduling and new hire check-ins
- Ensure every new Guardteck team member, hourly and salaried alike, experiences a warm, organized and culture-connected start
- Capture new hire feedback on the onboarding experience and turn it into actual process change
- Reduce first-shift no-shows and early attrition through structured pre-boarding contact and realistic job previews
- Ensure new hires feel a genuine sense of belonging and connection to our core values from day one, not just their first week
Employer Brand- Lead Guardteck's employer brand presence - careers content, job postings, social channels, reviews and event materials - bringing consistency, warmth and authenticity to every touchpoint
- Help tell the Guardteck story in compelling, human ways, using real experiences, real culture and real values to attract people who truly belong here
- Represent Guardteck at external events as a brand ambassador, sharing authentic stories about our culture, career paths and commitment to safety and service
Process, Data and Compliance- Maintain accurate, audit-ready candidate records in our ATS and Dayforce, tracking every step with care and precision
- Own recruitment reporting to leadership: time-to-fill, source effectiveness, offer acceptance, fill rate, no-show rate, cost-per-hire and quality of hire - and use the data to sharpen the approach
- Build licensing and eligibility verification into a high-speed workflow without creating bottlenecks - BST (BC), ABST (AB) and Basic Security Guard Training (ON), criminal record checks, and right-to-work verification
- Ensure all recruitment activity complies with employment standards, provincial security licensing regulation, human rights legislation, data privacy requirements and Guardteck's commitment to fair, equitable and inclusive hiring
What We're Looking ForExperience and Knowledge- 5+ years of full-cycle recruiting experience, including significant time in a high-volume, fast-paced environment (security, logistics, or related industries are a strong asset)
- Demonstrated leadership experience - formally leading a small team, or informally as a senior recruiter who set standards, mentored peers and owned process
- Experience recruiting across multiple employment types - both hourly and salaried populations
- Proven ability to manage a high concurrent requisition load without dropping the ball on quality or candidate experience
- Experience planning and leading hiring events, career fairs or campus recruitment programs - not just attending them
- Strong ATS and HRIS capability, with the ability to build and report on recruitment metrics (Dayforce experience an asset)
- Working knowledge of Canadian employment standards and human rights legislation; multi-province experience (BC, AB, ON) is a strong asset
- Exposure to regulated or licensed hiring - security licensing, record checks, credential verification - is a strong plus
- CPHR designation or in progress is an asset
Skills and Capabilities- Adaptable and resilient - Recruiting is evolving, and so must our talent acquisition function. We are looking for someone who is energized by a changing fast paced environment and embodies the shift from methodical processor to strategic orchestrator - and who can bring others along with them.
- Relationship builder - you earn trust quickly with candidates, hiring managers, colleagues and community partners alike
- Leader and coach - you lift the people around you, give direct feedback kindly, build capability rather than hoarding it, and set a standard others want to meet.
- Organized and detail-oriented - you can manage real complexity across multiple regions without losing accuracy.
- Data-informed - comfortable using ATS data, sourcing analytics and labour market insight to make and defend decisions
- Human-first mindset - you understand that behind every resume is a real person making an important career decision, and you treat every interaction accordingly
- Community-minded - you see the value in showing up beyond the job boards: in classrooms, community centres, and industry and campus events, to find the right people where they are
- Curious and growth-oriented - you stay current on best practice in talent acquisition and are eager to develop your craft
The typical hiring range for this position is from $75,000 to $90,000 annually plus a comprehensive benefits package; the base pay offered is based on market location and may vary depending on job-related knowledge, skills, experience, and internal equity.
