Zensurance is redefining commercial insurance for Canadian businesses. As a leading InsurTech, we make getting the right coverage simple, fast, and accessible through a digital-first experience. Our platform combines advanced technology with deep industry expertise to deliver tailored insurance solutions that help businesses thrive.

If you're looking to build something meaningful in a fast-growing, customer-focused company, we’d love to hear from you! We’re hiring a Talent Acquisition Manager to lead our recruiting function and develop it into a consistent, measurable, and scalable function. You’ll manage a team of three recruiters and, rather than carrying your own requisition load, you’ll own the systems, standards, and data that let the whole team hire consistently well.

You'll report to the Senior Manager, People Operations, and own the day-to-day execution of Zensurance’s Talent Acquisition strategy. Lead and develop the recruiting team Manage, coach, and develop three recruiters, setting clear expectations and a growth path for each. Own team capacity planning and workload distribution as hiring needs shift across the business.

Define what a "strong hire" looks like for key roles, in partnership with hiring managers and People leadership, and build structured scorecards and interview kits around those definitions. Build screening that assesses how candidates work in a distributed environment, including written communication, self-direction and how they collaborate without being in the room. Train and coach hiring managers on structured interviewing, unbiased evaluation, and how to be effective partners in the hiring process.

Own how we build pipeline, including sourcing, referrals, talent pools and the channels we invest in, so we're not dependent on inbound applications for hard-to-fill roles. Set sourcing expectations and coach the team on proactive outreach, with pipeline volume and conversion tracked by role and by channel. Build pipeline ahead of demand for the roles we hire repeatedly, using the workforce plan rather than waiting for the req to open.

Build recruiting data leadership can act on Establish a reliable data foundation in our ATS so reporting can be trusted for decision making. Define and stand up core recruiting metrics (e.g., time-to-fill, quality of hire, pipeline conversion, interviewer consistency) and build dashboards leadership can rely on. Establish ongoing data hygiene practices so metrics stay accurate as the team scales.





Work with senior leaders across the business on hiring forecasts, role prioritization and realistic timelines, so recruiting capacity matches the plan and surprises get named early. Partner with People Operations and HR Analytics to connect recruiting execution to workforce planning and onboarding. Own talent acquisition operationally, translating the talent strategy you shape with HR leadership into how the team works week to week.

Work with the onboarding team on the handoff from offer to first day, so hiring quality carries through to new-hire success. Maintain compliance with applicable employment and human rights legislation across all stages of the hiring process. Champion inclusive, bias-aware hiring practices across the team and hiring managers.

Manage our ATS and recruiting tech stack, and evaluate new tools as needed. Manage recruiting vendor relationships (agencies, job boards, assessment tools) and associated budget. Every role runs through a consistent intake, interview and scorecard process, and hiring managers use it because it works.

Recruiting metrics are accurate enough that senior leaders plan from them without asking whether the numbers are right. Hiring managers across the business have been trained on structured interviewing, and interviewer consistency has measurably improved. Pipeline for our repeat-hire roles is built ahead of demand, with sourced candidates making up a meaningful share of hires rather than a rounding error. 5+ years of talent acquisition leadership experience including developing a recruiting team. ~ A proven track record of building or rebuilding a TA function, rather than inheriting a mature one, including standing up interview frameworks, hiring standards, and recruiting metrics from scratch. ~ Demonstrated success building top-of-funnel pipeline through sourcing, referrals and talent pooling, and coaching a team to do the same. ~ Strong command of recruiting data and ATS administration, with the ability to turn messy or unreliable data into clean, trustworthy reporting. ~ Experience training and influencing hiring managers, including those outside of People/HR,



on structured and inclusive interviewing practices. ~ Comfort operating as an execution and data owner within a broader talent strategy set by others, rather than setting that strategy independently. ~ Excellent stakeholder management skills and the judgment to prioritize a build-phase roadmap under real hiring pressure. ~ Experience in a scaling mid-size organization (roughly 200-1000 employees) is an asset. $The salary range for this role is $123,000 to $134,000, not including the annual discretionary bonus and any additional performance-based incentives. the skills, education, training, credentials and experience of the candidate; As part of our comprehensive compensation and benefits program, employees may also be eligible for performance-based case incentive awards.

That’s why we offer a versatile, people-first work environment designed to support your well-being, growth, and success. Remote-first setup for added flexibility • Home office allowance to create a comfortable workspace • Top-tier tech: "Office in a box" with all necessary tech equipment • Half days before public holidays: Enjoy half days before long weekends ❤️ Flexible health and dental plans for families, including mental health support • Health & personal spending accounts to invest in wellness your way • Parental leave top-up, because family comes first Education assistance reimbursement for courses, conferences, books, and memberships • Virtual & in-person team-building events to strengthen our culture We’re building something special. Business is hard work, but insurance doesn’t have to be!

We empower business owners with simple, tech-driven insurance solutions through our online platform. Just so you know, we use an AI scribe to help us take notes and review interviews, ensuring a fair and clear process.

Diversity & Inclusion: Zensurance celebrates diversity and is committed to creating an inclusive environment. If you need support, let us know, we’re here to help. We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information.

These tools assist our recruitment team but do not replace human judgment. If you would like more information about how your data is processed, please contact us.

📌 Senior Talent Acquisition Partner (Technology) (Toronto)
🏢 Zensurance
📍 Toronto