Talent Acquisition Partner, Technical

Prophix • Etobicoke, ON

3d • $95,000 - $130,000 • Hybrid

About The Position

Prophix is seeking a technically fluent, globally experienced recruiter to join their Talent Acquisition team in Toronto (hybrid) as a Talent Acquisition Partner, Technical. This role reports to the Manager of Talent Acquisition and collaborates with a Talent Acquisition Specialist and the Manager of People & Culture (EMEA). The position involves owning full-cycle recruitment for Prophix's Engineering, Product Management, and Cloud Operations organizations, hiring roles such as Software Engineers, Dev Engineers, AI Engineers, .NET Engineers, and UI Engineers across North America, Europe, and Australia. The Talent Acquisition Partner will act as a strategic partner to technical hiring managers during Prophix's AI-first transformation, bringing an informed perspective on using AI tools responsibly to enhance sourcing, screening, and candidate experience.

Requirements

• 5+ years of full-cycle technical recruiting experience, with at least 3 years focused on software engineering roles (e.g., backend, frontend, full-stack, cloud/infrastructure, or AI/ML disciplines); willingness to support the broader TA team as backup across other functions and domains when business needs require it
• Demonstrated experience recruiting for at minimum 3 of the following role types: Software Engineer, .NET Developer, UI/Frontend Engineer, AI/ML Engineer, Cloud or DevOps Engineer, or Technical Product Manager
• Hands-on experience with an ATS — must be proficient in building structured pipelines, writing Boolean search strings, and using ATS reporting features
• Experience recruiting globally across at minimum 2 of the following regions: Canada, United States, United Kingdom, or Continental Europe — with working knowledge of regional employment practices and pay transparency requirements
• Proven ability to manage high volume of requisitions across multiple business units while maintaining consistent candidate and hiring manager communication
• Active use of AI-assisted recruiting tools in a professional setting — including AI-powered sourcing platforms, ATS-integrated AI features, or resume screening tools — with the ability to evaluate output critically and apply it responsibly rather than accepting AI matches at face value
• Demonstrated ability to manage high-volume, fast-paced recruiting: proven track record of managing 15–25+ concurrent requisitions across multiple teams and geographies simultaneously without sacrificing candidate quality or hiring manager communication
• Exceptional communication skills: ability to translate complex technical role requirements into compelling job content, deliver clear and timely updates to candidates and stakeholders at all levels, and navigate difficult conversations (e.g., rejected offers, slow pipelines) with professionalism and transparency
• Agility and comfort with change: experience thriving in environments where priorities shift quickly, new tools are introduced regularly, and processes are still being built — you adapt fast and bring others along with you
• Business-value mindset: approaches recruiting as a business function, not a transactional service — understands how hiring velocity, pipeline quality, and time-to-fill directly impact product delivery and engineering capacity
• Hiring manager enablement: experience training, coaching, or advising hiring managers and senior leaders on structured interviewing techniques, unconscious bias awareness, candidate evaluation frameworks, and recruiting best practices — helping build a hiring culture, not just filling seats
• Demonstrated proactive sourcing capability: experience building talent pipelines before roles open, including Boolean search mastery, GitHub/Stack Overflow/portfolio sourcing, talent mapping, and running structured outreach campaigns with measurable response rates
• Experience building and engaging talent communities — nurturing passive candidate pools through newsletters, technical event sponsorship, online communities (Discord, Slack groups, Dev.to, etc.), or alumni networks specific to engineering and product disciplines
• New graduate program experience: has designed, launched, or managed a university/college recruiting program including campus partnerships, internship pipelines, co-op programs, or early-career hiring tracks — preferably within a technology organization
• Employer branding contribution: has actively partnered with Marketing or People teams on employer brand content, job description optimization, Glassdoor/LinkedIn presence, or candidate-facing materials that reflect the company's technical culture and EVP
• Demonstrated ability to conduct meaningful technical screens: assessing programming language proficiency, architecture familiarity, SDLC experience, or cloud platform knowledge without necessarily writing code yourself
• Strong data orientation: ability to pull and interpret recruiting funnel metrics and use them to advise hiring managers on pipeline health and market conditions
• Collaborative team player who brings energy, reliability, and a "we before me" attitude — this role works closely with P&C business partners, hiring managers, and other recruiters and the best outcomes come from genuine partnership
• Comfort using AI tools responsibly to support tasks such as research, drafting, or data review
• Ability to learn new tools and adapt as technology evolves
• Curiosity and openness to exploring new approaches
• Collaborative mindset when working with teams and technology
• Must be legally entitled to work in the country where this role is located

Nice To Haves

• Experience recruiting within a B2B SaaS or FinTech company with a product-led or engineering-led culture
• Familiarity with technical skills relevant to Prophix's stack: .NET, Azure, React/TypeScript, Python, or AI/ML frameworks
• Prior experience supporting a company undergoing an AI-first transformation — including developing sourcing strategies for emerging AI engineering roles
• Experience using AI-assisted sourcing platforms at an advanced level (Boolean mastery, talent mapping, outreach campaign optimization) — familiarity with tools such as LinkedIn Recruiter, AI-powered sourcing platforms, or ATS-integrated AI features is an asset
• Working knowledge of pay equity legislation in Ontario, British Columbia, or other Canadian provinces with active pay transparency requirements

Responsibilities

• Own end-to-end recruitment for all open technical roles at any given time across Dev, Product Management, and Cloud Ops globally (Canada, US, and Europe)
• Partner closely with Engineering Directors, VPs, and Product leaders to develop role-specific hiring strategies, define job requirements, and calibrate on candidate profiles for roles including Software Engineers, AI Engineers, .NET Engineers, UI Engineers, Dev Engineers, and Product Managers
• Build and maintain proactive talent pipelines for high-volume and hard-to-fill technical disciplines, with a particular focus on AI/ML, full-stack development, and cloud infrastructure — including pipelining passive candidates before roles go live
• Leverage AI-powered sourcing and screening tools (LinkedIn Recruiter, Workable AI Sourcing, Deeply Talented, or similar) to identify, engage, and advance qualified candidates efficiently and responsibly, applying critical judgment to AI-generated recommendations
• Develop and execute multi-channel sourcing strategies including Boolean search, talent mapping, GitHub/Stack Overflow/portfolio sourcing, outreach campaigns, and employee referral programs — tracking response and conversion rates to continuously improve
• Build and nurture talent communities for engineering and product disciplines through engagement with technical forums, Discord and Slack communities, developer events, and university networks
• Design and launch a new graduate recruiting program for the Dev, Product, and Cloud Ops organizations — including university and college partnerships, co-op/internship pipelines, campus event strategy, and an early-career hiring framework
• Drive employer branding initiatives in partnership with Marketing and People & Culture — including technical job description optimization, LinkedIn and Glassdoor content, candidate-facing collateral, and participation in developer community events and job fairs that reflect Prophix's AI-first culture
• Use Workable ATS to manage requisitions, track candidate pipelines, generate reports, and ensure data integrity across all active searches
• Conduct structured technical screens to evaluate candidates on relevant stack experience, problem-solving approach, and cultural alignment before passing to hiring teams
• Coordinate and facilitate interview loops across multiple time zones, managing scheduling, feedback collection, and debrief facilitation
• Deliver a consistent, high-quality candidate experience from first contact through offer acceptance, including transparent communication on timelines and process
• Track and report on key recruiting metrics (time-to-fill, pipeline conversion rates, offer acceptance rates, source-of-hire) and use data to continuously improve outcomes
• Support global compliance requirements across Canada, the US, UK, and other hiring locations (employment law, pay transparency, right-to-work verification)
• Train and coach hiring managers and senior technical leaders on structured interviewing, candidate evaluation scorecards, and inclusive hiring best practices — building hiring capability across the organization, not just filling seats
• Partner with the broader P&C and Talent Acquisition team — including the TA Specialist and Manager of People & Culture (EMEA) — as a collaborative, reliable team member, sharing market intelligence, contributing to process improvements, and supporting colleagues during peak hiring periods

Benefits

• Comprehensive health, dental, vision, and mental-health coverage
• Retirement savings with employer contributions
• Parental leave top-up
• Annual wellness allowance
• Generous paid time off including vacation and sick time
• Social events, team activities, and opportunities to build community
• Opportunities to participate in Environmental, Social, and Governance (ESG) initiatives
• Quarterly Town Halls and Kickoffs that bring teams together to celebrate wins, share updates, and look ahead at what’s next

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Education Level: No Education Listed