6+ years of recruiting experience, with at least 4 in-house.
Proven track record of carrying a headcount target as a primary metric.
Experience in B2B SaaS during a scaling phase, preferably in startup environments.
Demonstrated full-cycle recruiting capabilities, including sourcing.
Operational rigor in building sustainable hiring processes and metrics.
Ability to constructively challenge senior stakeholders on hiring decisions.
For Toronto candidates: experience in recruiting for B2B software targeting finance teams.
Responsibilities
Own a set headcount target and manage the associated funnel metrics.
Provide weekly hiring updates to leadership with actionable insights.
Identify and communicate hiring risks early with data support.
Conduct full-cycle recruiting across various functions and locations.
Personally source candidates and create effective outreach strategies.
Close senior candidates, even against competing offers.
Design and implement consistent, evidence-based interview processes.
Benefits
Competitive compensation including equity package
Competitive vacation policy
Medical Insurance
L&D budget
Access to Meditopia (wellbeing platform)
Language courses (English / Spanish)
Full Job Description
About the role
We're hiring a Senior Talent Acquisition Partner to own a significant share of our hiring over the next year.
This is a builder role. We are growing fast enough that the way we hired at 60 people will not hold at 200. You will partner with our Founders Office to establish the operating standards for how Abacum hires: scorecards, interview loops, data hygiene, and the reporting that tells leadership the truth about where hiring stands.
This is a role for someone who has carried a headcount number as their primary metric and knows exactly how they hit it. You will be given real ownership and be tasked with running searches end to end: from intake, to sourcing, through close.
As we continue to scale the team and this function, we are looking for someone not just to grow with us, but to lead us into the next phase.
What You'll Own
1. The Number
Own a set headcount target across your requisitions, and the funnel math behind it: pipeline coverage, conversion by stage, time-to-fill, offer accept rate.
Run a weekly hiring update that leadership can make decisions from - what is on track, what is not, and what you need.
Flag risk early. We would far rather hear "this search is off track and here's why" in week 3 than in week 10 (backed with data of course!).
2. Full-Cycle Recruiting
Run searches end to end across multiple functions and geographies - intake, calibration, sourcing, screening, interview management, offer, and close.
Personally source. Build market maps, write outreach that gets replies, and open doors that inbound never will.
Close senior candidates against competing offers, including the ones where we are not the highest bidder.
3. Hiring Process Development
Design and roll out interview loops and scorecards that are consistent, evidence-based, and actually used.
Own Ashby as the source of truth: clean data, disciplined stage management, feedback submitted on time by everyone.
Establish the rituals and SLAs that make hiring predictable - intake standards, debrief cadence, response times to candidates.
4. Business Partnership
Be a real partner to hiring managers rather than an order-taker. Run rigorous intake, push back on a vague or off-market profile, and hold the bar when there is pressure to fill.
Coach interviewers. Your job is understand hiring managers and in turn, communicate your needs and feedback early and often.
Give candidates an experience that reflects how we work - fast, direct, and honest.
Other Areas You'll Support
You'll collaborate closely with the Chief of Staff and the People team on:
Compensation philosophy and banding
Onboarding and the first 90 days
Headcount planning and budget with Finance
Employer brand and careers content
What You Bring
6+ years of recruiting experience, with at least 4 in-house.
You have carried a set headcount target as your primary metric and can speak to it in specifics: what the number was, what you closed, where you missed, and why.
B2B SaaS experience, at a company that went through a real scaling period. Startup or high-growth environments strongly preferred over large, stable ones.
Genuinely full-cycle. You still source, and you can prove it - what share of your hires came from your own outbound, and how you found them.
Operational rigor. You have built something that outlasted you: a scorecard, an interview loop, a reporting cadence, an SLA people actually kept.
Comfortable disagreeing with senior people. You can tell a hiring manager their profile is wrong, or that the candidate they love is a no, and keep the relationship.
For Toronto-based candidates: experience recruiting for B2B software sold to finance teams - FP&A, accounting, billing, treasury, spend management, or close and consolidation.
