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 environmentStrong knowledge of employer branding, talent marketing, and sourcing technology (LinkedIn Recruiter, ATS/CRM platforms, etc.), Data-driven mindset with demonstrated ability to analyze and leverage data to forecast, report to senior leaders, and drive effective recruiting strategyDemonstrated 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 transformationExcellent stakeholder management, influencing, and communication skills; comfortable partnering with senior executives across functionsDemonstrated success building robust internal partnerships to gain support and achieve cross-functional resultsThis 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 needsThe 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 needsDevelop and own end-to-end talent attraction strategy—utilizing competitive intel, market research, targeted sourcing, and activations to accelerate top-of-funnel pipelineLead and grow a team of Recruiting Managers, sourcers/Talent Attraction Partners,



and talent brand specialists — setting goals, driving accountability, and coaching for performancePartner 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 rolesUse data and market intelligence to identify talent trends, competitive benchmarking, sourcing channel effectiveness, and to forecast and manage team capacity against shifting headcount demandDeliver and analyze reporting on pipeline health, funnel metrics, time-to-fill, and source-of-hire, driving transparency for senior leadershipChampion 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 outcomesBuild 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-learningContinuously test and implement new sourcing techniques, tools, and approaches — including emerging technologies like AI and agents — to drive collective team successPartner with senior recruiting leadership on global sourcing and recruiting initiatives and programsMedical CareLife InsuranceRetirement SavingsEmployee Assistance ProgramsWith 9 standard holidays and four floating holidays, you get a total 13 paid days off each year #

📌 Director, Talent (Toronto)
🏢 Salesforce
📍 Toronto