Type: Full-time

Location: Toronto HQ - Liberty Village

Salary: $90,000 - $115,000 CAD base

Reports To: Head of Talent Acquisition

COMPANY OVERVIEW

50,000 athletes. 30 + locations. Millions of views.

Brodie League is more than a basketball league, it’s a community. As one of North America’s fastest-growing sports brands, Brodie League is redefining adult recreational basketball by delivering an elevated, professional-quality experience rooted in culture, competition, and community. Our mission is to make every league night the best night of the week for our athletes.

ROLE OVERVIEW

Brodie is scaling: recent markets, new seasons, and a hiring plan that spans everyone who makes league night happen, from Scorekeepers and Athlete Experience Specialists on the floor to the Engineering and Corporate teams at Toronto HQ. The Talent Acquisition Specialist runs full-cycle recruiting across that entire range and helps build the repeatable processes and Ashby workflows that let one recruiter deliver the output of several.

You will use AI as a force multiplier for sourcing, screening prep, scheduling, interviewing, and documentation, while keeping every hiring decision firmly in human hands. This role is for a builder who is happy in the trenches and disciplined about protecting their own capacity so the pace stays sustainable.

CORE RESPONSIBILITIES

- Own full-cycle recruiting across Brodie’s Operational roles (Scorekeepers, Athlete Experience Specialists, League Managers, City Launchers) and our Corporate and Engineering roles, pivoting between high-volume hourly hiring and specialized searches from week to week.
- Build warm, active talent pipelines through proactive sourcing (AI-Driven Boolean and X-ray searches, LinkedIn,



Instagram, community and referral channels, events, and league nights), contributing directly to Brodie’s target of 5,000 warm Operations candidates across current and future markets.
- Design, build, and continuously optimize workflows in Ashby, our Applicant Tracking System: interview plans, scorecards, automations, candidate communications, and reporting dashboards, so every stage is repeatable, measurable, and ready for hiring managers to adopt.
- Build strong relationships with all hiring leaders, and stakeholders to ensure we create the best Hiring Leader experience while holding constructive tension to drive the best results in a structured hiring workplace.
- Use AI tools across our stack (Ashby's AI features, Claude, and others) as a force multiplier on sourcing queries, outreach drafts, screening prep, scheduling interview summaries, and funnel reporting, while applying human judgment to every output and never delegating a selection decision to a model.
- Run structured screens, align hiring managers on a shared role brief, and move candidates through the funnel with clear, timely communication that protects our candidate experience and candidate NPS.
- Document processes, playbooks, and contribute to candidate personas (role cards) informed by real hiring outcomes,



so what works in one market or role type can be franchised to the next.
- Practice strong data hygiene; track and report on funnel health, including time-to-fill, source effectiveness, stage pass-through rates, and offer acceptance, and use the data to tell hiring leaders what to change.
- Partner with the People team on hiring approvals, offer logistics, and onboarding handoffs, rolling up your sleeves on whatever the hiring plan needs that week.
- Consistently meet or exceed key outcome-based, activity metrics, ensuring a healthy pipeline of candidates across different interview stages.

Critical Skill Insights and decision support to hiring partners:

- Continuously evaluate and analyze recruitment processes for your assigned line of business, identifying areas for improvement and implementing best practices that lead to improved candidate quality.
- Leverage data to question feedback, understand different perspectives, and propose solutions that align with project goals.
- Stay up to date on industry trends, recruitment best practices and market conditions to optimize the talent acquisition process and share knowledge with the team.
- Build, influence, foster, and maintain relationships both internally and externally.
- Provide insights, feedback, and reports to Talent Acquisition leadership with regard to your own activity.

Pre-onboarding and onboarding:

- Collect and document necessary data at every stage of the process to ensure a smooth pre-onboarding and onboarding experience.
- Manage the new hire’s file from offer to first day of onboarding.
- Contribute to the improvement and execution of onboarding procedures.
- Welcome new talent, positi

📌 Talent Acquisition Specialist (Toronto)
🏢 Brodie
📍 Toronto