Full-Cycle Recruiting — Salaried &

• Hourly Roles Manage concurrent requisitions across both salaried professional and high-volume hourly roles, maintaining quality and pace without compromise Proactive Sourcing &

• Talent Pipeline Building Build and maintain a diverse, multi-channel talent pipeline — including past applicants, referrals, alumni, and direct sourcing — so Guardteck is never starting from zero 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 labor data to inform sourcing strategies, anticipate future talent needs, and advise hiring managers proactively — not just reactively Explore unconventional and niche sourcing channels, including professional networks, community organizations, industry-specific groups, and social media, to reach candidates who may not be actively searching Hiring Events &

• Community Outreach Plan, coordinate, and participate in hiring fairs and recruitment events — including community job fairs, virtual hiring events, and Guardteck-hosted open house sessions — 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 talent pipelines for both security qualified and administrative roles Cultivate relationships with academic career centres, co‑op and internship coordinators, and student associations, creating consistent touchpoints long before graduation — mirroring best‑in‑class campus hiring models that build relationships across hundreds of events per year Engage with community employment programs, newcomer support organizations,



military transition programs, and other community partners to diversify Guardteck's talent pool and extend our reach into under‑represented candidate segments 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 on market conditions, realistic candidate profiles, and competitive compensation — serving as the go‑to talent expert in the room, not just an order‑taker Participate in workforce planning conversations, bringing forward data and candidate market insights that help operational leaders think ahead about their talent needs Serve as a key point of contact throughout the pre‑boarding and onboarding journey, coordinating background screenings, documentation, orientation scheduling, and new hire check‑ins Partner with HR and operations to ensure every new Guardteck team member — hourly and salaried alike — experiences a warm, organized, and culture‑connected start Bring consistency, warmth, and authenticity to every candidate touchpoint — whether at a job fair, on a campus, in a screening call, or across digital platforms Help tell the Guardteck story in compelling, human ways — using real experiences, real culture, and real values to attract people who truly belong here Process &





• Data Ownership Maintain accurate and up‑to‑date candidate records in our ATS, tracking every step of the process with care and precision Track and analyze recruitment metrics — including time‑to‑fill, source effectiveness, offer acceptance rates, and quality of hire — and use that data to continuously sharpen your approach Ensure all recruitment activities comply with employment law, data privacy requirements, and Guardteck's commitment to fair, equitable, and inclusive hiring practices 2+ years of recruiting experience, ideally in a high-volume, fast‑paced environment (security, logistics, facilities, hospitality, or related industries are a strong asset) ~ Experience recruiting across multiple employment types — both hourly and salaried populations ~ Demonstrated ability to manage multiple requisitions simultaneously without dropping the ball on quality or candidate experience ~ Experience planning or attending hiring events, career fairs, or campus recruitment activities ~ Recruiting is evolving, and so must our recruiter. We are looking for someone who embodies the shift from transactional processor to strategic orchestrator. You know how to earn trust quickly with candidates, hiring managers, colleagues, and community partners alike Data‑informed: You are comfortable using ATS data, sourcing analytics, and market insights to inform decisions Community‑minded: You see the value in showing up beyond the job boards — in classrooms, community centres, industry and campus events — to find the right people where they are You stay on top of best practices in talent acquisition and are eager to develop your craft the base pay offered is based on market location and may vary depending on job‑related knowledge, skills, experience, and internal equity. #

📌 Recruiter - Full Time (Guardteck) (Vancouver)
🏢 Triton Environmental Consultants
📍 Vancouver