At Relay, recruiting is a critical growth engine. As a Talent Acquisition Partner - Leadership Hiring, you will own full-cycle searches across leadership and business-critical roles, with a focus on building strong, well-calibrated pipelines and delivering a thoughtful candidate and hiring manager experience.

This role is designed for a recruiter who can operate independently, move searches forward with urgency, and partner closely with hiring managers to define role needs, build sourcing strategies, and use data to keep hiring on track. You will support leadership hiring, typically below the executive level, while also flexing into other priority searches as business needs evolve.

What You'll Be Doing

• Full-Cycle Recruiting: Own requisitions end-to-end across leadership, management, and other business-critical roles. You will drive intake, sourcing, screening, interview coordination, feedback management, offer support, and closeout with urgency and attention to quality.
• Sourcing and Pipeline Development: Build targeted sourcing strategies using LinkedIn, referrals, networks, talent mapping, and other relevant channels. You will proactively identify and engage strong leadership-level candidates, while building longer-term relationships with talent for future needs.
• Hiring Manager & Senior Leader Partnership: Partner closely with our leadership on sensitive, high-stakes, or confidential searches and act as a trusted advisor by shaping role definitions, success profiles, and hiring strategies; calibrate expectations, provide clear market perspective, and influence decision-making with confidence.
• Funnel Ownership: Track pipeline health, conversion rates, interview velocity, and time-to-fill for your searches. You will use recruiting data to identify where a search is off track and recommend practical changes to improve outcomes.
• Candidate Experience: Deliver a high-touch, human-centered candidate experience across every stage of the process. You will communicate clearly, set expectations, and ensure candidates feel informed, respected, and engaged.
• Collaboration with Talent Attractors: Partner closely with Talent Attractors when sourcing support is provided, ensuring pipelines are targeted, diverse, and converting effectively
• AI-Enabled Recruiting: Use existing and emerging AI tools to improve sourcing, candidate research, screening preparation, outreach, reporting, and workflow efficiency while maintaining strong judgment and candidate care.
• Experimentation: Test and refine interview structures, assessment approaches, and candidate experience improvements to continuously raise the bar on leadership assessment quality, ensuring high-signal, well-calibrated hiring decisions.

Who You Are

• You bring 3-5+ years of full-cycle recruiting experience, ideally in a high-growth, startup, scaleup, or similarly fast-paced environment.
• You have experience owning searches independently and are ready to grow deeper capability in leadership hiring.
• You understand how to run structured recruiting processes with urgency, clarity, and consistent follow-through.
• You are comfortable partnering with hiring managers to define role requirements, calibrate candidate profiles, and align on timelines.
• You can source candidates through common recruiting channels and are motivated to improve your sourcing craft.
• You are data-informed and use funnel metrics, pipeline health, and qualitative feedback to adjust your approach.
• You proactively flag risks, blockers, and trade-offs before they compromise search outcomes.
• You communicate clearly, frame problems well, and explain the rationale behind your recommendations.
• You are adaptable and comfortable working across different functions, hiring manager styles, and changing business priorities.
• You care deeply about candidate experience, hiring quality, and Relay's long-term success.

What Success Looks Like

• Strong Search Execution: You independently run low-to-medium complexity leadership and business-critical searches with urgency, structure, and strong follow-through.
• Healthy Pipelines: Your searches have clear sourcing strategies, active pipelines, and visible momentum. When pipeline health is off track, you identify the issue early and adjust the plan.
• Hiring Manager Trust: Hiring managers view you as a reliable partner who brings structure, market insight, clear communication, and practical recommendations.
• Candidate Experience: Candidates receive timely, thoughtful, and professional communication throughout the process, regardless of outcome.
• Continuous Improvement: Hiring processes, funnel efficiency, and candidate experience improve quarter over quarter

The Interview Process

• Stage 1: A 60-minute interview with the Hiring Manager
• Stage 2: A take-home case study followed by a 60-minute in-person presentation to our Talent Leadership team
• Stage 3: A 45-minute in-person values interview with a member of our leadership team

Our Compensation Approach

We believe Relayers should feel rewarded for the impact they have on our mission and growth. Compensation follows impact. As impact increases, compensation grows, and we do not limit compensation changes to a once-a-year review cycle.

The annual salary range for this role is $103,500 CAD to $126,500 CAD.

For candidates who demonstrate full readiness for the defined scope of the role, the typical starting salary is $115,000 CAD per year. Offers below this point reflect candidates we believe can grow into the full scope of the role with support and development. Offers above this point reflect impact that meaningfully exceeds the role's defined expectations or an expanded scope from day one.

We encourage you to have a conversation with your recruiter and ask questions about compensation throughout the hiring process. For more information on our compensation philosophy and perks and benefits, visit our Candidate Hub.