Talent Attraction & Sourcing Specialist

CareAbout•Montreal, QC

4d•Hybrid

About The Position

The Talent Attraction & Sourcing Specialist plays a critical role in building and executing proactive talent attraction strategies that support Altasciences' current and future hiring needs across North America. This role serves as the dedicated owner of sourcing, talent pipelining, recruitment marketing, employer branding, and candidate engagement initiatives while managing a small portfolio of requisitions from intake through hire. Partnering closely with Talent Acquisition Partners, and hiring managers, the Talent Attraction & Sourcing Specialist develops innovative sourcing strategies, builds talent communities, engages passive candidates, and delivers a high-quality candidate experience. The incumbent combines strategic talent attraction expertise with hands-on recruitment execution to ensure a consistent pipeline of qualified talent for scientific, laboratory, operational, technical, and corporate roles.

Requirements

Bachelor's degree in Human Resources, Business Administration, Marketing, Communications, or a related field.
Minimum of 2-4 years’ experience in talent sourcing, recruitment, talent acquisition, or employer branding.
MS Word, Excel, Outlook and Power Point, Canva and Workday
Ability to write reports and correspondence.
Bilingual proficiency in English and French required
Strong experience sourcing passive candidates through LinkedIn Recruiter and other search platforms.
Experience supporting recruitment across scientific, healthcare, pharmaceutical, biotechnology, CRO, or technical environments is considered a strong asset.
Experience building talent pipelines and talent communities.
Strong sourcing and Boolean search capabilities.
Knowledge of recruitment marketing and employer branding best practices.
Understanding of talent acquisition metrics and analytics.
Excellent relationship-building and networking skills.
Strong written and verbal communication skills.
Experience with ATS platforms – Workday considered an asset.
Ability to manage multiple priorities in a fast-paced environment.

Nice To Haves

Experience supporting recruitment across scientific, healthcare, pharmaceutical, biotechnology, CRO, or technical environments is considered a strong asset.
Workday considered an asset.

Responsibilities

Develop and execute sourcing strategies for difficult-to-fill and high-volume positions.
Proactively identify and engage passive candidates through LinkedIn Recruiter, professional associations, conferences, networking events, and other sourcing channels.
Build and maintain talent pipelines for recurring and critical roles.
Conduct talent mapping and market research to identify potential candidate pools.
Develop candidate engagement strategies to nurture passive talent.
Create and maintain talent communities for key functional areas.
Re-engage previous applicants.
Manage a small portfolio of requisitions from intake through offer acceptance.
Partner with hiring managers to understand business requirements and develop recruitment strategies.
Conduct candidate screening, interviews, assessments, and selection activities.
Coordinate and manage all stages of the recruitment process, ensuring a positive candidate experience.
Guide hiring managers through selection decisions and offer recommendations.
Negotiate offers and support successful candidate onboarding and transition.
Ensure compliance with all employment legislation, company policies, and recruitment best practices.
Partner with Marketing and HR to enhance employer branding initiatives.
Promote Altasciences' employer value proposition across digital platforms.
Support social media recruitment campaigns and content creation.
Coordinate employee referral initiatives and targeted attraction campaigns.
Assist with career site optimization and candidate experience enhancements.
Measure effectiveness of attraction campaigns and recommend improvements.
Support relationships with universities, colleges, and industry associations.
Coordinate participation in career fairs, networking events, and campus recruitment activities.
Build pipelines for internship, co-op, and entry-level hiring programs.
Develop strategic partnerships to strengthen future talent pipelines.
Monitor sourcing metrics, pipeline activity, and campaign effectiveness.
Provide talent market insights and competitive intelligence.
Track candidate conversion rates and sourcing channel effectiveness.
Recommend innovative attraction strategies based on market trends.