Relay is a digital banking platform that gives self-made business owners the tools and know-how to be great with money—bringing clarity, confidence, and control to every dollar earned, so they can turn hard work into lasting success. We do this by replacing financial guesswork with real visibility, transforming cash flow from a constant source of stress into a clear signal owners can use to run stronger, more resilient businesses.

Relay is scaling fast, and winning top talent is the fuel that keeps us moving. As our first-ever Talent Attractor, you will build and own the top of the recruiting funnel the same way elite go-to-market teams build pipeline: by creating demand, telling a compelling story, and systematically converting interest into action.

This role sits at the intersection of recruiting, demand generation, and outbound GTM. You will treat talent as a market, roles as products, and sourcing as a growth engine. Your job is not to wait for applicants. It is to proactively generate awareness, interest, and intent among high-caliber talent, long before they enter an interview process.

You will research markets, design outbound campaigns, test channels, and optimize conversion at every stage; from first touch to recruiter handoff. This is not an administrative sourcing role. It is a high-ownership, metrics-driven function built for someone who thrives on experimentation, urgency, and visible impact.

If you are energized by building pipelines from scratch, thinking like a marketer, and seeing your work directly translate into hires, this role is foundational to Relay’s growth.

What You’ll Be Doing

Talent Demand Generation: Own talent as a demand funnel: identify target personas, priority markets, and talent segments aligned to Relay’s hiring roadmap. Build repeatable, scalable talent pipelines the way GTM teams build account lists, through research, segmentation, and prioritization.

Campaigns:



Proactively generate high-value talent pools using LinkedIn, niche platforms, referrals, events, and non-traditional channels. Treat sourcing like outbound sales: thoughtful targeting, robust hooks, and disciplined follow-up.

AI-Driven Scale: Leverage AI and automation tools to scale sourcing, outreach, and research without sacrificing personalization

Funnel Metrics & Optimization: Own top-of-funnel performance metrics end-to-end; Analyze conversion data to identify drop-offs, test improvements, and increase pipeline efficiency

Experimentation: Run structured experiments on channels, messaging, targeting, and cadence; introduce at least one new experiment per month.

Collaboration: Partner closely with Talent Acquisition Partners, delivering calibrated candidates who are ready to interview and move quickly through the funnel

Who You Are

You have 3+ years of experience in talent sourcing, recruiting, outbound sales, demand generation, growth marketing, or a similarly metrics-driven prospecting role

You think in funnels, conversion rates, and pipeline health. And you use data to tell the story

You understand that great sourcing is closer to marketing and sales than administration

You are a creative prospector who looks beyond LinkedIn and job boards to find and engage exceptional talent

You are a strong storyteller who can capture attention quickly and articulate why Relay is worth joining

You thrive in fast-moving environments with high accountability and high ownership

You collaborate well with Talent Acquisition Partners while owning your lane end-to-end





What Success Looks Like

75-100 quality outbound reachouts per week with ≥33% response rate

≥35-40% recruiter pass-through rate from screens

≤5 days to calibrate per new role

≥33% of total hires come from sourced pipelines

At least 1 new sourcing/channel experiment per month

The Interview Process

Stage 1: A 45-minute interview with our Senior Manager, Talent Acquisition

Stage 2: A 45-minute interview with a Senior team member

Stage 3: A 60-minute live session with members of our TA team

Stage 4: 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 $85,500 CAD to $104,500 CAD.

For candidates who demonstrate full readiness for the defined scope of the role, the typical starting salary is $95,000 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 Candidate Hub.

If you require accommodations at any stage of the hiring process, please reach out to your Talent Partner.

Disclaimer: For compliance reasons, all offers of employment at Relay are conditional upon a successful background check and employment verification through Certn.

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📌 Talent Attractor (Ontario)
🏢 Better Tomorrow Ventures
📍 Ontario