Talent Acquisition Sourcer

Tucows Inc.

1d•$60,000 - $65,000•Remote

About The Position

Tucows is a large internet company that has grown from a shareware site in 1993 to a company with multiple businesses including Tucows Domains, Ting Internet, and Wavelo. They have a people-first philosophy emphasizing respect, trust, and flexibility, with most roles being remote-first. The company employs over a thousand people in more than 20 countries. This role is a 6-month contract, remote-first for Canadian applicants, and focuses on supporting large-scale hiring needs by owning the full-cycle recruitment process across multiple roles in the US region, aiming to refine talent attraction, engagement, and hiring processes.

Requirements

2+ years of high-volume recruitment or sourcing experience, ideally in a fast-paced environment or scale-up.
Proven track record of filling large numbers of roles efficiently while maintaining strong candidate experience.
Deep sourcing skills: Boolean search, talent mapping, pipeline development, passive candidate outreach, and creative usage of AI
Comfortable with metrics: you use data to drive decisions and improve results.
Excellent communication and stakeholder management skills—working across timezones, geographies and seniority levels.
Experience with or willingness to adapt to remote/distributed environments.
Familiarity with ATS systems (we use Greenhouse), recruitment platforms and digital sourcing tools (Indeed or other top of funnel tools)
A curious, always-learning mindset, with an ability to switch between strategy and hands-on execution.

Nice To Haves

Experience recruiting in US market for high volume sales positions

Responsibilities

Lead recruitment for high-volume roles across multiple geographies for sales profiles.
Design and execute proactive sourcing strategies (Indeed, job boards, communities, referrals, social etc.) to build pipelines of qualified candidates.
Screen, assess and engage candidates; manage interview coordination, feedback loops, and candidate experience end-to-end.
Track, analyze and report recruiting metrics (time to hire, source effectiveness, funnel conversion) and drive continuous improvement.
Champion employer-brand initiatives that attract volume talent while reflecting our mission and culture.
Maintain systems (ATS, job posting platforms) and ensure compliance and consistency, especially in global contexts.
Be agile and responsive: adjust tactics based on shifting hiring needs, market dynamics and internal priorities.