Director, Talent Attraction

Toronto, ON
On-site
Posted Oct 16, 2026
1 position

Opens LinkedIn

Employment type: Full-time
Experience level: Lead · 10+ years
Apply by: Nov 6, 2026
Posting language: English
Working hours: 40 hours per week
Seniority: Director

Job summary

Lead the AMER talent attraction strategy and organization, including employer branding, sourcing, proactive talent pipelines, and recruiting team development. Partner with recruiting leaders and business stakeholders to forecast hiring needs, use data to improve pipeline outcomes, and drive adoption of AI-enabled sourcing approaches.

Job details

Description About the Role We're looking for a Director, Talent Attraction (AMER) to lead the strategy and execution of how we source, engage, and attract top talent across the organization. This leader owns employer branding, sourcing strategy, and talent pipelining programs — partnering closely with talent delivery, employee brand marketing, and business leaders to build a high-quality pipeline that meets current and future hiring needs. The role also plays a key part in scaling our AMER sourcing model, including leading a high-performing AMER sourcing/recruiting organization, defining how the team operates and iterates as we understand the business's immediate and future talent needs. Responsibilities Develop and own end-to-end talent attraction strategy—utilizing competitive intel, market research, targeted sourcing, and activations to accelerate top-of-funnel pipeline. Lead and grow a team of Recruiting Managers, sourcers/Talent Attraction Partners, and talent brand specialists — setting goals, driving accountability, and coaching for performance. Partner with Talent Delivery leadership and cross-functional recruiting teams to forecast hiring needs and deliver against quarterly/annual hiring targets, including proactive pipelines for critical and hard-to-fill roles. Use data and market intelligence to identify talent trends, competitive benchmarking, sourcing channel effectiveness, and to forecast and manage team capacity against shifting headcount demand. Deliver and analyze reporting on pipeline health, funnel metrics, time-to-fill, and source-of-hire, driving transparency for senior leadership. Champion AI fluency across the organization—identifying opportunities to leverage AI and agents within sourcing, driving adoption and experimentation, and measuring impact on productivity, quality, and pipeline outcomes.Champion AI fluency across the organization—identifying opportunities to leverage AI and agents within sourcing, driving adoption and experimentation, and measuring impact on productivity, quality, and pipeline outcomes. Build a strong sense of team unity and engagement, developing recruiter capability (business acumen, partnering, and influencing skills) and fostering a culture of continuous improvement and self-learning. Continuously test and implement new sourcing techniques, tools, and approaches — including emerging technologies like AI and agents — to drive collective team success. Partner with senior recruiting leadership on global sourcing and recruiting initiatives and programs. Requirements 8-10+ years of experience in talent acquisition, sourcing, or recruitment, including 3-5+ years in a people-leadership role (experience leading people managers preferred). Proven track record building and scaling talent attraction/sourcing strategies in a high-growth or enterprise environment. Strong knowledge of employer branding, talent marketing, and sourcing technology (LinkedIn Recruiter, ATS/CRM platforms, etc.), including emerging AI/agent-based sourcing tools. Data-driven mindset with demonstrated ability to analyze and leverage data to forecast, report to senior leaders, and drive effective recruiting strategy. Demonstrated AI fluency and curiosity, with experience applying AI to sourcing workflows, productivity, talent intelligence, or candidate engagement and the ability to lead teams through AI-enabled transformation. Excellent stakeholder management, influencing, and communication skills; comfortable partnering with senior executives across functions. Demonstrated success building strong internal partnerships to gain support and achieve cross-functional results.

What you’ll do

Requirements

Requires 8–10+ years of talent acquisition, sourcing, or recruitment experience, including 3–5+ years in people leadership, preferably leading people managers. Candidates should have experience scaling talent attraction strategies, strong knowledge of employer branding and sourcing technology, data-driven recruiting expertise, AI fluency, and excellent stakeholder and communication skills.