Who you are

- Technical recruiting experience in a high-bar environment, with evidence of delivering sustained hiring outcomes over time

- Strong hands-on track record. You personally research, prospect, interview, and close

- Ability to understand technical concepts and role nuances well enough to assess early signal credibly

- Working knowledge of how to design and run processes that predict success

- Stakeholder management skills: You can influence without relying on authority

- Execution discipline, following through consistently, even on unglamorous work

- Structured, systemic thinking, with the ability to bring clarity to ambiguous problems

- Experience working across USA, LATAM, and EU markets

- Experience running successful executive / leadership searches

- Exposure to Product & Design hiring

- Familiarity with AI-enabled recruiting workflows

What the job involves

- Over the next 12–18 months, we’re scaling our Data, ML, and Platform capabilities, alongside broader Engineering and Product

- You will be a primary owner of recruiting execution across these areas, building predictable pipelines, running high-signal processes, and ensuring we consistently hire people who perform at 6, 9, and 18 months

- We don’t rely on agencies. We don’t rely on inbound. We rely on craft, consistency, and evidence-based hiring that defines Mimica’s talent density long-term

- Own full-cycle hiring across Data/ML, Platform, and occasional leadership hires and support Product Engineering roles

- Partner directly with senior technical and company leadership to define hiring plans, challenge briefs (scope, leveling, expectations),



and operationalize them end-to-end

- Implement and maintain structured interview processes, scorecards, and calibration loops

- Ensure signal quality and conversions remain high as hiring volume increases

- Run high-quality screening that meaningfully predicts success before HM interviews

- Map talent across the Americas and Europe, building forward-looking pipelines

- Engage passive candidates with clear, tailored messaging — not generic outreach

- Bring market insight (talent availability, compensation, competition) into decision-making

- Document and improve recruiting workflows, templates, and playbooks

- Contribute to broader Talent initiatives (interviewer training, quality of hire, process excellence)

- What success looks like:
- We consistently hit the hiring forecast across technical roles without relying on external support

- Hiring managers trust your judgment and follow your process

- Pipelines are predictable, not reactive

- High-quality candidates move quickly without loss of signal quality
- The people you hire are performing and retained beyond Year 1

The application process

- Stage 1 | Recruiter Screen w/ Technical Talent Partner in the same role

- Stage 2 | Live Challenge 1 - Top of funnel and early stages w/ Head of People + Talent Partner

- Stage 3 | Live Challenge 2 - Late stages and closing w/ Head of People + Talent Partner

- Stage 4 | Meet the team Interview w/ Hiring Managers

- Offer

- Identity Verification

Benefits

- Adaptable schedules & location

- Flexible PTO and sick-leave

- Share options
- Pension & retirement options

- Team socials & off-sites

- Book club & learning groups

📌 Senior/Lead Talent Partner (Canada)
🏢 Mimica
📍 Canada