National and Regional Recruiter

The Role

Wolf Search Group is seeking a National and Regional Recruiter to own end‑to‑end talent acquisition across multiple provinces, balancing national workforce plans with nuanced regional labor market realities. The role stewards requisition intake, defines sourcing strategies for priority roles, and drives compliant selection processes that align to Canadian employment standards. Success will be measured by time‑to‑fill, quality‑of‑hire, candidate experience (CSAT/NPS), and hiring manager satisfaction, with continuous improvement informed by funnel analytics and market intelligence.

Day‑to‑day, this recruiter partners with business leaders and HR Business Partners to translate headcount forecasts into executable hiring plans, calibrate role profiles, and run structured interview frameworks that reduce bias while protecting speed. They will build multi‑channel pipelines using LinkedIn Recruiter, Boolean search, niche job boards, community networks, and targeted campaigns that reflect regional demographics. The role manages assessments, interview scheduling at scale, reference/background coordination, and offer process integrity, ensuring compensation alignment and a seamless handoff to onboarding and HRIS.

Operating across dispersed teams, the recruiter will facilitate hiring manager enablement sessions, maintain ATS hygiene, and report weekly on pipeline health, source effectiveness, and SLA adherence. They will advise on employment branding for regional audiences, lead diversity outreach, and maintain vendor and campus relationships that strengthen long‑term talent supply. In peak cycles, they will prioritize critical vacancies, renegotiate timelines, and deploy talent pools to de‑risk hard‑to‑fill roles without compromising compliance or candidate experience.

What You'll Do

• Lead full‑cycle recruitment nationally and regionally, from intake through offer acceptance, ensuring compliance with Canadian employment legislation.
• Conduct structured intake meetings to define requisition scope, success profiles, interview panels, and service levels.
• Build targeted sourcing strategies using LinkedIn Recruiter, Boolean search, referrals, niche boards, and community partnerships tailored to each region.
• Manage ATS requisitions, pipeline staging, and data integrity; generate weekly dashboards on funnel metrics and source effectiveness.
• Facilitate structured, competency‑based interviews and assessment coordination, coaching interviewers on calibration and bias mitigation.
• Own candidate experience at scale, including timely communication, feedback loops, and offer process stewardship.
• Partner with HRBPs and business leaders on workforce planning, market mapping, and compensation alignment to internal equity.
• Develop and maintain regional talent pools for recurring roles; execute campaigns for hard‑to‑fill and high‑volume hiring.
• Lead diversity outreach initiatives and community/campus relationships to broaden early‑career and underrepresented pipelines.
• Negotiate and manage third‑party sourcing or advertising vendors, monitoring performance against agreed KPIs.

What You Bring

• 5–8 years of full‑cycle recruitment experience within Human Resources/Talent Acquisition, including multi‑province hiring in Canada.
• Demonstrated success recruiting across corporate and regional roles with measurable outcomes (time‑to‑fill, quality‑of‑hire, SLA adherence).
• Proficiency with modern ATS platforms (e.g., Greenhouse, Lever, iCIMS) and sourcing tools including LinkedIn Recruiter and advanced Boolean.
• Strong command of Canadian employment practices and provincial nuances; experience embedding structured and unbiased selection methods.
• Ability to analyze funnel data, produce recruiting dashboards, and translate insights into action for stakeholders.
• Experience designing and facilitating hiring manager training and interview calibration sessions.
• Skilled in offer management, compensation discussions, and partnership with HR/Total Rewards on internal equity.
• Proven track record building regional talent pools and executing campaigns for hard‑to‑fill or high‑volume roles.
• Post‑secondary degree or diploma in Human Resources, Business, or related field; CPHR/CHRP or SHRM‑CP designation an asset.
• Excellent stakeholder management, written/verbal communication, and organization across multiple concurrent requisitions.

What's In It For You

Compensation, benefits, and working arrangements will be confirmed with the recruitment team.

• Remote Work Options
• Performance Bonus
• Professional Development Budget
• Flexible Hours
• Paid Vacation (3+ Weeks)
• Stock Options / Equity