JOB TITLE: Specialist, Talent Acquisition

MAIN PURPOSE OF THE JOB: To own the full recruiting cycle at Impact, from sourcing to offer to 90-day placement, ensuring every role across field operations and HQ is filled with the right person, at the right time, to the right standard.

REPORTS TO: VP People Operations (direct); President (dotted line)

DIRECT REPORTS: None

About Impact

Impact Group of Companies is a 72-year-old, family-owned facility services organization headquartered in Toronto. We operate across commercial cleaning, washroom services, restoration, grooming services, and office coffee. We clean over 35 million square feet daily and employ more than 1,000 people across Canada, with US expansion underway.

We are not a typical cleaning company. Our eNPS is +52 in an industry where most companies are negative. Our field turnover runs at roughly 30% in an industry that averages 300%. We are on a deliberate path to 2,500 staff members and we are rebuilding every function of this company to match that ambition.

Recruiting is how we keep the standard. This role exists because we take that seriously.

What this role is

You are an individual contributor. You source, screen, assess, and close candidates across every role in the business. You manage a live pipeline at all times. You do not wait for requisitions to show up before you start looking. It is your job to keep the pipeline full of the best candidates across all roles and functions, including roles we may need to fill soon or are likely to need in the future.

You work alongside Business Partner, People Operations, who owns HR compliance, employee relations, and HR administration. You own sourcing, recruiting, and the onboarding handoff. You report directly to Georgia Corsetti (VP People Operations) with a dotted line to the President, and have full visibility into hiring priorities across the business at any given time.

This is a hunter role. If you are most comfortable reviewing inbound applications, this is not the right fit.

This role is for you if

• You are a hunter.
• You lead the recruitment of an organization that plans to double headcount in the coming years.
• You move fast.
• You connect with people.
• You have an eye for top talent across a multitude of industries.
• You do not need a lot of direction, and you are outcome-oriented.

Duties and responsibilities

Sourcing and pipeline

• Maintain a live candidate pipeline across field and HQ roles at all times, not just when a requisition is open
• Source proactively across LinkedIn, job boards, referral networks, and direct outreach
• Attend job fairs for large account starts requiring volume hiring
• Build and keep warm a bench of pre-qualified candidates for high-frequency roles (cleaners, leads, supervisors)

Full-cycle recruiting

• Own the process from requisition intake through to signed offer letter
• Screen applications and conduct initial phone or video calls to assess fit, character, and reliability
• Coordinate and schedule hiring manager interviews, and participate in Round 2 and Round 3 panels
• Prepare and issue offer letters in coordination with Rupinder

Assessment and quality

• Screen for character, coachability, resilience, and reliability before credentials, at every level
• Use the Impact Screening Question Bank to assess candidates consistently across roles
• Flag candidates who are technically qualified but culturally wrong, and be willing to hold the line
• Track 90-day outcomes for every placement and use that data to improve sourcing and screening over time

Onboarding coordination

• Coordinate first-day logistics with the relevant hiring manager
• Follow up at Day 7, Day 14, Day 30, Day 60, and Day 90 to confirm placements are tracking

Reporting and process

• Maintain a weekly recruiting dashboard: open roles, active pipelines, time-to-offer, and 90-day placement outcomes
• Report to the President weekly on pipeline status and any roles at risk
• Identify patterns in candidate drop-off or early turnover and bring solutions, not just observations

Qualifications

Experience

• 3 to 5 years of full-cycle recruiting experience, with at least 2 years filling high-volume frontline or field roles (cleaners, trades, hospitality, healthcare support, retail, or comparable)
• Agency background strongly preferred. In-house experience is fine alongside it, but candidates who have only recruited in large corporate inbound environments will struggle with the sourcing demands of this role
• Experience using an ATS or HRIS; ADP experience is a plus
• Comfortable working in a fast-moving, lean environment where priorities shift and process is still being built

Skills and attributes

• Strong phone and in-person presence; can build rapport quickly and assess people accurately in a short window
• Pipeline discipline: manages candidate flow the way a sales rep manages a deal pipeline
• Honest and direct; gives candidates a real picture of the role, not a sales pitch
• High volume tolerance; can carry 15 to 20 open roles simultaneously without dropping the ball on quality
• Self-directed; does not need to be chased for updates or told what to look for next

Education

• Diploma or degree in Human Resources, Business, or a related field, or equivalent experience
• CHRP designation is an asset, not a requirement

Compensation

Base salary: $60,000 to $72,000+ Variable pay+bonus

Working conditions

• Full-time, Monday to Friday, in-office at our Toronto HQ
• Standard office environment; occasional travel to job fairs or large account starts across the GTA
• Must be comfortable managing a high volume of requisitions simultaneously and adapting quickly when priorities change
• Some roles require early morning or weekend coordination to reach field candidates

Physical requirements

• Primarily desk-based; extended periods at a computer
• Occasional travel within the GTA; travel across Canada may be required based on hiring and operational needs
• Strong verbal communication required throughout the day, including phone screens and panel interviews