Recruiter Lead - Full Time (Guardteck)

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 For
Experience 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.