Performance Incentives: Up to 15% performance bonus, plus role-fill incentives as applicable Equity: Build the Talent Function Behind Our Next Stage of GrowthBoomerangFX is entering an important stage of growth. As we scale our business and work toward an ambitious revenue growth plan for 2027, attracting, developing, and retaining exceptional talent is a critical business priority.

Senior

Manager, Talent Acquisition & Recruitment Operations to lead our recruitment team, deliver ambitious hiring targets, and build the processes and infrastructure required to support our continued expansion. This is an opportunity for a leader who can do more than manage a recruitment function. You will actively source and close candidates yourself, coach recruiters to deliver exceptional results, and shape the recruitment, onboarding, contracting, and offboarding processes that support our growing organization.

You will have the opportunity to make a direct impact on business growth while building a more structured, scalable, and accountable talent function. If you are a high-performing recruiter who thrives on building teams, improving processes, and delivering measurable results, this role offers the chance to make a meaningful impact. BoomerangFX is a healthcare technology company providing an integrated SaaS platform to private-pay healthcare practices, including medical aesthetics, cosmetic surgery, dermatology, dental, and vision clinics.

Our platform combines practice management, electronic medical records, scheduling, lead generation, and digital marketing solutions to help healthcare businesses operate more efficiently and grow their practices. With an international presence across North America, the UK, Australia, and Barbados, BoomerangFX has established a strong growth trajectory in a large and evolving healthcare technology market. As we prepare for our next stage of expansion, we are focused on building the talent, leadership, and operational capabilities needed to scale effectively.

The OpportunityReporting to senior leadership, the Senior Manager, Talent Acquisition & Recruitment Operations will own recruitment execution, team performance, and the continuous improvement of key people processes. You will lead by example, remain actively involved in sourcing and recruiting, and establish the standards, processes, and accountability required for the team to succeed.

Recruitment delivery: Build and maintain a robust pipeline of qualified candidates and deliver against aggressive hiring targets.

Team performance: Lead, coach, and develop recruiters to improve productivity, recruiting effectiveness, and hiring outcomes. Build and improve standardized recruitment, employment documentation, onboarding, and offboarding processes to support a growing business. Key ResponsibilitiesLead and Execute Talent Acquisition Own the full recruitment lifecycle, from workforce planning and sourcing through screening, interviews, offer negotiation, acceptance, and handoff into onboarding.

Personally source, engage, and recruit candidates for priority and hard-to-fill roles, using LinkedIn Recruiter, direct outreach, networking, referrals, and other effective sourcing channels. Demonstrate strong headhunting and candidate-closing techniques while setting the standard for the recruitment team.



Develop targeted sourcing strategies and talent pipelines aligned with current hiring priorities and anticipated business growth.

Partner with hiring managers to define role requirements, establish hiring priorities, improve interview effectiveness, and accelerate decision-making. Monitor recruitment funnel performance, identify bottlenecks, and implement improvements that increase hiring speed and effectiveness. Lead, Coach, and Drive Recruiter Performance Manage, coach, and develop the talent acquisition team, establishing clear expectations, measurable goals, and consistent performance standards.

Set and monitor individual and team recruitment KPIs, with a target of Lead regular pipeline reviews, performance check-ins, and recruiting strategy sessions to ensure hiring targets remain on track. Coach recruiters on LinkedIn sourcing, Boolean search, candidate qualification, outreach messaging, interview coordination, negotiation, and closing techniques. Work directly with team members on difficult searches, candidate conversations, and stalled recruitment processes.

Identify performance gaps early, establish improvement plans where required, and recognize strong execution. Provide leadership with explicit reporting on hiring results, pipeline health, recruitment efficiency, risks, and progress against workforce requirements. Build and Improve Recruitment Processes Assess existing recruitment workflows and identify opportunities to improve efficiency, consistency, quality, and accountability.

Establish and maintain standardized recruitment procedures, templates, approval workflows, interview processes, and operating guidelines. Improve the use of the applicant tracking system and other recruitment tools to maintain accurate data, reliable reporting, and visibility into hiring performance. Develop practical dashboards and reporting mechanisms to track hires, time to fill, conversion rates, pipeline activity, offer acceptance, and other relevant KPIs.

Establish transparent service expectations and handoffs between recruiters, hiring managers, leadership, and the people operations function. Continuously evaluate and refine recruitment practices as the organization grows and hiring requirements evolve. Establish clear onboarding checklists, timelines, ownership, and responsibilities across hiring managers, HR, payroll, IT, and other relevant stakeholders. coordinate the development and maintenance of standardized templates with appropriate HR and legal support.

Design and implement a documented employee termination and offboarding process, including required approvals, communications, equipment and access coordination, final administrative steps, and recordkeeping. Work with relevant stakeholders and qualified legal counsel to ensure employment documentation and processes align with applicable employment laws and company policies. Identify recurring operational issues and implement practical improvements that strengthen the employee experience and reduce administrative risk.

Support Business





Growth and Workforce Planning Partner with senior leadership and hiring managers to translate business priorities into recruitment plans and hiring capacity requirements. Anticipate upcoming talent needs and build pipelines ahead of demand wherever possible. Balance speed, candidate quality, hiring costs, and retention when making recruitment decisions. Identify recurring hiring challenges, market constraints, and process issues, and recommend solutions that support business objectives.

What Success Looks

LikeSuccess in this role will be measured by tangible business outcomes, including: Achievement of agreed team hiring targets and critical recruitment priorities. Improved recruitment pipeline visibility, reporting accuracy, and hiring-manager accountability. Documented, standardized, and consistently followed recruitment, contracting, onboarding, and offboarding processes.

Reduced avoidable delays, administrative errors, and process bottlenecks. A recruitment function that can scale with the company's growth while maintaining hiring quality and operational discipline. 7+ years of progressive experience in talent acquisition, headhunting, or recruitment, with a strong track record of personally sourcing and closing candidates. HRBP experience an asset Demonstrated experience leading, coaching, and managing a recruitment team in a fast-paced, target-driven environment.

Strong hands-on expertise with LinkedIn Recruiter, Boolean search, direct sourcing, passive candidate engagement, and proactive talent pipeline development. Proven ability to meet ambitious hiring targets and improve recruitment productivity using measurable KPIs.

Experience designing, documenting, and improving recruitment workflows, operating procedures, and reporting processes. Strong organizational skills and the ability to manage competing priorities while maintaining attention to detail. Excellent communication, stakeholder management, negotiation, and candidate-closing skills.

Experience with applicant tracking systems, recruitment analytics, and process automation. You can set direction, establish standards, and lead a team, but you are equally comfortable rolling up your sleeves to source candidates, solve a difficult hiring challenge, or fix a broken process. You are commercially minded, data-driven, and comfortable being measured on outcomes.

You know how to motivate a team, address underperformance constructively, and create structure without slowing the business down. You balance urgency with judgment, high standards with collaboration, and hiring speed with candidate quality. Most importantly, you want to build something that lasts: a high-performing talent acquisition function and scalable people processes that support the company's next stage of growth.

Make a direct business impact: Help shape recruitment operations and foundational people processes as the business scales. Combine team leadership with hands-on recruiting and the opportunity to develop your own sourcing and closing strategies. Be part of an international healthcare technology business with ambitious plans for its next stage. Performance-oriented compensation: Earn a competitive base salary with performance incentives tied to the applicable compensation plan.

Benefits and facilities: Comprehensive health, dental, and vision coverage; paid vacation; and access to onsite gym and wellness facilities. Equity participation:

📌 Senior Manager, Talent Acquisition & Recruitment Operations (Winnipeg)
🏢 BoomerangFX
📍 Winnipeg