Who you are

8-10+ years of experience in talent acquisition, sourcing, or recruitment, including 3-5+ years in a people-leadership role (experience leading people managers preferred)

Proven track record building and scaling talent attraction/sourcing strategies in a high-growth or enterprise environment

Strong knowledge of employer branding, talent marketing, and sourcing technology (LinkedIn Recruiter, ATS/CRM platforms, etc.), including emerging AI/agent-based sourcing tools

Data-driven mindset with demonstrated ability to analyze and leverage data to forecast, report to senior leaders, and drive effective recruiting strategy

Demonstrated AI fluency and curiosity, with experience applying AI to sourcing workflows, productivity, talent intelligence, or candidate engagement and the ability to lead teams through AI-enabled transformation

Excellent stakeholder management, influencing, and communication skills; comfortable partnering with senior executives across functions

Demonstrated success building strong internal partnerships to gain support and achieve cross-functional results

What the job involves

We're looking for a Director, Talent Attraction (AMER) to lead the strategy and execution of how we source, engage, and attract top talent across the organization

This leader owns employer branding, sourcing strategy, and talent pipelining programs — partnering closely with talent delivery, employee brand marketing, and business leaders to build a high-quality pipeline that meets current and future hiring needs The role also plays a key part in scaling our AMER sourcing model, including leading a high-performing AMER sourcing/recruiting organization, defining how the team operates and iterates as we understand the business's immediate and future talent needs

Develop and own end-to-end talent attraction strategy—utilizing competitive intel, market research, targeted sourcing,



and activations to accelerate top-of-funnel pipeline

Lead and grow a team of Recruiting Managers, sourcers/Talent Attraction Partners, and talent brand specialists — setting goals, driving accountability, and coaching for performance

Partner with Talent Delivery leadership and cross-functional recruiting teams to forecast hiring needs and deliver against quarterly/annual hiring targets, including proactive pipelines for critical and hard-to-fill roles

Use data and market intelligence to identify talent trends, competitive benchmarking, sourcing channel effectiveness, and to forecast and manage team capacity against shifting headcount demand

Deliver and analyze reporting on pipeline health, funnel metrics, time-to-fill, and source-of-hire, driving transparency for senior leadership

Champion AI fluency across the organization—identifying opportunities to leverage AI and agents within sourcing, driving adoption and experimentation, and measuring impact on productivity, quality, and pipeline outcomes.Champion AI fluency across the organization—identifying opportunities to leverage AI and agents within sourcing, driving adoption and experimentation, and measuring impact on productivity, quality, and pipeline outcomes

Build a strong sense of team unity and engagement, developing recruiter capability (business acumen, partnering, and influencing skills) and fostering a culture of continuous improvement and self-learning

Continuously test and implement recent sourcing techniques, tools, and approaches — including emerging technologies like AI and agents — to drive collective team success

Partner with senior recruiting leadership on global sourcing and recruiting initiatives and programs

Benefits

Medical Care

Life Insurance

Retirement Savings

Employee Assistance Programs

With 9 standard holidays and four floating holidays, you get a total 13 paid days off each year

📌 Talent Attraction Director (Toronto)
🏢 Salesforce
📍 Toronto