Talent Attraction Partner

Jobber•Edmonton, AB

2d•CA$98,300 - CA$133,100•Hybrid

About The Position

Jobber is seeking a performance-driven, resourceful Talent Attraction Partner to help scale its Go-to-Market and Operations teams. This role involves using modern tools, inclusive practices, and market insight in a recruitment landscape rapidly evolving with AI. Jobber provides technology solutions for small home service businesses, enabling them to manage quoting, scheduling, invoicing, and payments. The company fosters a culture of transparency, inclusivity, collaboration, and innovation, recognized by various accolades. The GTM & Operations Recruitment team focuses on hiring top talent for various departments, adapting to market changes and growing hiring needs. The Talent Attraction Partner will act as a strategic advisor to hiring managers, driving recruitment strategies and embracing ambiguity and innovation, particularly with AI in recruitment workflows. The role emphasizes delivering an engaging candidate experience and bringing Jobber's story to life.

Requirements

Proven full-cycle in-house recruitment experience in SaaS or a high-growth, fast-paced environment, specifically in the business and go-to-market areas.
A track record of quality delivery across multiple roles and role types, with the ability to manage complexity and pace without losing detail.
Demonstrated experience using AI tools to build something in your own recruiting practice (e.g., a sourcing workflow, a screening tool, an automation, a prompt library), not just as a passive assistant.
A data-informed mindset, understanding funnel metrics, hiring trends, and how to use insights to influence and improve.
Compelling communication style and creative sourcing approach.
Strong relationship-building skills, acting as a partner to hiring managers and an advocate for inclusive hiring practices.
A deep commitment to exceptional candidate experience, from first contact to final offer.

Nice To Haves

Ability to challenge a hiring manager's assumptions when the evidence points elsewhere.
Excited about building workflows, tools, prompts, or systems that make sourcing, screening, or candidate engagement measurably better.
Keen to keep experimenting as AI tools evolve.

Responsibilities

Own the full-cycle recruiting process, including pipeline building, screening, interviewing, scheduling, stakeholder coaching, and closing.
Collaborate with hiring teams to calibrate expectations, improve hiring practices, and up-level talent decisions.
Leverage quantitative and qualitative data to identify patterns, flag risks, and recommend improvements.
Build strong, diverse talent pipelines through strategic sourcing, campaigns, events, and sustained outreach.
Act as an advocate and coach on recruitment best practices and standards for technical recruitment.
Prototype and pressure-test new tools, workflows, or AI-assisted approaches that make the recruitment process faster or better.
Strengthen the employer brand by championing Jobber as a purpose-driven and people-first workplace.
Represent Jobber with the highest degree of professionalism, embodying the company culture.