Technical Recruiter

Aston Carter•Waterloo, ON

6d•CA$37 - CA$42•Hybrid

About The Position

The Technical Recruiter focuses on sourcing and hiring critical and specialized engineering talent, including electrical design engineers, small electronics design engineers, process engineers, and test engineers. This role partners closely with engineering leaders and hiring managers to understand technical requirements, develop targeted sourcing strategies, and manage the full recruitment lifecycle from intake to offer, while ensuring a positive candidate experience and supporting new product development and engineering growth initiatives.

Requirements

Demonstrated success recruiting engineering and technical talent, particularly for specialized engineering roles.
Strong ability to understand technical terminology and concepts and to communicate effectively with engineers and technical hiring managers.
Experience managing multiple technical requisitions simultaneously while maintaining quality and timeliness.
Proven expertise in recruiting, talent acquisition, and full-cycle recruitment within a technical or engineering environment.
Hands-on experience using an Applicant Tracking System (ATS) to manage candidate pipelines and documentation.
Technical recruiting experience with candidates from engineering backgrounds.
Strong sourcing expertise, including the use of LinkedIn Recruiter, job boards, networking, referrals, and talent pipelines.
Excellent communication skills, both written and verbal, with the ability to build trust and influence stakeholders.
Effective stakeholder management skills, including partnering with engineering leaders and hiring managers.
Familiarity with recruitment tools and platforms used to identify, engage, and track candidates.
Experience supporting onboarding processes and coordinating steps between offer acceptance and start date.

Nice To Haves

Experience recruiting within space, defense, or advanced technology industries is an asset.
Experience working in large, complex organizations with multiple business units is beneficial.
Ability to provide market intelligence on talent availability, compensation trends, and competitor activity.
Strong organizational skills and attention to detail when managing multiple candidates and requisitions.
Comfort working closely with leadership and gaining exposure to stakeholders.
Ability to thrive in a fast-paced environment with evolving technical and business priorities.
Motivation to build a strong professional reputation and potentially secure longer-term opportunities.

Responsibilities

Partner with hiring managers and engineering leaders to understand hiring needs, technical requirements, and role profiles for specialized engineering positions.
Develop and execute effective sourcing strategies to identify and attract top engineering and technical talent for roles such as electrical design engineers, electronics design engineers, process engineers, PCB engineers, and QA/test engineers.
Source candidates using LinkedIn Recruiter, job boards, networking, referrals, and existing talent pipelines.
Conduct technical and behavioral screening interviews to evaluate candidates’ skills, experience, and cultural fit.
Assess candidate qualifications against engineering, design, and product development requirements to ensure strong alignment with business needs.
Manage full-cycle recruitment activities from intake meetings through offer stage, including requisition intake, candidate outreach, interview coordination, and offer facilitation.
Coordinate interviews and facilitate timely communication between candidates and hiring teams to keep the process organized and efficient.
Maintain accurate and up-to-date documentation within the Applicant Tracking System (ATS), including candidate records, interview feedback, and hiring decisions.
Provide market intelligence on talent availability, compensation trends, and competitor activity to inform hiring strategies and decisions.
Ensure a positive and professional candidate experience throughout the recruitment process, from first contact through onboarding.
Support hiring initiatives related to new product development and engineering growth programs by proactively building and nurturing talent pipelines.
Collaborate with stakeholders to refine job descriptions and recruitment processes based on evolving technical and business requirements.
Leverage recruitment tools and data to continuously improve sourcing effectiveness and time-to-fill for engineering roles.
Support onboarding activities as needed to ensure a smooth transition from offer acceptance to start date.