Senior Recruiter

SALT XC•Toronto, ON

10d•CA$90,000 - CA$115,000•Hybrid

About The Position

As a Senior Recruiter, you are a trusted strategic partner responsible for leading full-cycle recruitment across key disciplines for Salt and The Kitchen North America. You combine relationship building, operational excellence, and data-driven insight to ensure we attract, hire, and retain the best talent in the market. Reporting to the Director of Talent, you will play a central role in designing and refining Salt’s hiring practices, shaping our employer brand, and building inclusive pipelines for future growth. You balance hands-on execution with strategic foresight while managing high-priority searches while also mentoring others, improving systems, and helping define what great hiring looks like at Salt.

Requirements

5–7 years of experience in full-cycle recruitment or talent acquisition, ideally within a creative, digital, or integrated agency environment.
Proven success managing senior-level searches and leading multiple high-volume or specialized hiring initiatives simultaneously.
Expertise in sourcing diverse candidates using advanced research, networking, and digital tools.
Strong communication and interpersonal skills, with the ability to influence and build trust at all levels of the organization.
Experience using ATS platforms and analytics tools to track, interpret, and present recruitment data and insights.
Demonstrated ability to design or improve recruiting processes that increase speed, quality, and consistency.
Strong understanding of employer branding and experience partnering with marketing or communications to amplify brand presence.
Leadership experience mentoring recruiters, hiring partners, or cross-functional stakeholders.
Passion for developing early talent and fostering inclusive, equitable hiring practices.
Proactive, organized, and adaptable, thriving in fast-paced environments where priorities evolve quickly.

Responsibilities

Lead end-to-end recruitment for senior and specialized roles across Creative, Strategy, Media, Digital, and Operations.
Partner with department heads to forecast hiring needs and build proactive sourcing strategies that align with business growth.
Develop deep pipelines of diverse, high-performing candidates using advanced sourcing techniques, networking, and market research.
Ensure all job descriptions, postings, and outreach communications reflect Salt’s voice, culture, and inclusive values.
Coach and mentor Recruiters and hiring managers in sourcing methods, outreach communication, and candidate assessment.
Own and elevate the candidate experience, ensuring transparency, respect, and consistency across every stage.
Lead training or enablement for hiring managers on structured interviewing, equitable evaluation, and feedback delivery.
Partner with Marketing and Talent leadership to develop employer brand initiatives, social content, and campaigns that strengthen Salt’s visibility and appeal.
Represent Salt and The Kitchen at industry events, panels, and partnerships to grow awareness and attract top-tier talent.
Regularly assess and improve the recruitment process to ensure a seamless and differentiated experience for all candidates.
Maintain complete and accurate data within the Applicant Tracking System (ATS) to ensure reporting integrity.
Track key hiring metrics such as time-to-fill, offer acceptance rate, source effectiveness, and pipeline diversity.
Analyze data to identify recruitment trends and inform adjustments to sourcing strategy and process efficiency.
Present insights and recommendations to the Director of Talent and Leadership teams to guide workforce planning.
Drive adoption of standardized tools, templates, and metrics that increase clarity and accountability across the recruiting team.
Serve as a trusted advisor to senior leaders and hiring managers, guiding them through workforce planning and hiring strategy.
Lead intake and calibration meetings to define role expectations, success criteria, and interview structures.
Provide regular updates on search progress, pipeline health, and market conditions to align expectations and inform decisions.
Collaborate cross-functionally with People & Culture, Finance, and Resource Management to align recruitment activity with organizational priorities and headcount plans.
Influence stakeholders through data, insight, and relationship building — ensuring that decisions are timely, informed, and inclusive.
Lead the development and delivery of early talent programs, including campus outreach, internships, and entry-level recruitment initiatives.
Partner with People & Culture to ensure early talent experiences are structured, developmental, and aligned to long-term hiring goals.
Build relationships with schools, professional associations, and community organizations to expand Salt’s early talent pipeline.
Track early talent program metrics, conversion rates, and participant outcomes to refine future recruitment strategies.
Champion initiatives that strengthen Salt’s connection to future creative, digital, and marketing professionals.