Full-Cycle Recruiting — Salaried &

- Hourly Roles Manage concurrent requisitions across both salaried qualified and high-volume hourly roles, maintaining quality and pace without compromise

Source, screen, conduct interviews, extend offers, and close candidates across multiple talent segments simultaneously

Apply skills-based hiring practices to evaluate candidates not just on experience, but on potential, adaptability, and cultural alignment with Guardteck's values

Manage the full candidate experience from first touchpoint to first day, ensuring every interaction reflects who we are 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 professional 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 underrepresented candidate segments

Represent Guardteck at external events as a brand ambassador, sharing authentic stories about our culture, career paths, and commitment to safety and service Stakeholder Partnership 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 Onboarding Support 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 current Guardteck team member — hourly and salaried alike — experiences a warm, organized, and culture-connected start

Capture new hire feedback on the onboarding experience and share insights with the team to continuously improve how we welcome people into the Guardteck family

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 Ambassadorship 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

What We're Looking For

Experience &

- Knowledge 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

Exposure to onboarding processes and coordination activities is a strong plus Skills &

- Capabilities Recruiting is evolving, and so must our recruiter. We are looking for someone who embodies the shift from transactional processor to strategic orchestrator.

Relationship builder: You know how to earn trust quickly with candidates, hiring managers, colleagues, and community partners alike

Adaptable & resilient: Change doesn't rattle you — it energizes you

Organized & detail-oriented: You can manage complexity without losing accuracy

Data-informed: You are comfortable using ATS data, sourcing analytics, and market insights to inform 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, industry and campus events — to find the right people where they are

Curious & growth-oriented: You stay on top of best practices in talent acquisition and are eager to develop your craft The typical hiring range for this position is from $60,000 to $70,000 annually; 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) (Burnaby)
🏢 Guardteck Security
📍 Burnaby