Talent Acquisition Specialist

Meet Circuit Stream

Why You’ll Love This Role

What You'll Be Doing

• Proactively source candidates through LinkedIn, university relationships, job boards, industry communities, referrals, events, and targeted outreach.
• Build and maintain reusable talent pools for recurring roles instead of starting from zero every hiring cycle.
• Create market-by-market sourcing plans for seasonal Pre-University hiring and maintain backup candidates for critical roles.
• Write outreach that feels personal, credible, and worth responding to—not like it was sent to 400 people before breakfast.

• Act as an informed, energetic first point of contact for candidates and clearly communicate what Circuit Stream, the role, and the hiring process are really like.
• Set expectations, follow up quickly, and keep candidates informed throughout the process.
• Write clear interview summaries and recommendations that help hiring managers make faster, better decisions.
• Protect the candidate experience even when the answer is no. Fast, respectful, and direct beats vague every time.

• Own execution of new market launches, course launches, and promotions
• Ensure campaigns launch cleanly across marketing, admissions, and partners
• Work with designers and developers to execute landing pages
• QA full funnel experience (forms, flows, CRM, checkout)
• Continuously improve conversion performance

• Collect candidate information and coordinate job offers, contracts, background checks, forms, and other pre-employment requirements.
• Support system access, training, and orientation logistics for new instructors and seasonal support staff.
• Complete applicable Work Integrated Learning grant applications for eligible teaching assistants and youth experience coordinators.
• Work closely with Talent, Education, Student Experience, and hiring managers to ensure new hires are ready before day one.

• Keep Humi or the applicable applicant tracking system accurate, current, and useful—no mystery stages, missing notes, or detective work required.
• Track hiring progress and recruiting metrics such as pipeline coverage, time to fill, stage conversion, offer acceptance, and staffing gaps.
• Identify bottlenecks, recommend process improvements, and help build repeatable hiring playbooks for recurring roles and markets.
• Continuously improve job descriptions, sourcing channels, interview questions, scorecards, and handoffs based on what the data and experience tell us.

What Success Looks Like

• Critical roles are filled by the dates the business needs them—not after the fire alarm is already ringing.
• Strong candidate pipelines exist before peak hiring periods begin.
• Hiring managers always know the status, risks, and next actions for their open roles.
• Candidates move through a fast, organized, and professional process.
• The applicant tracking system is reliable enough to function as the source of truth.
• Each hiring cycle becomes more predictable, efficient, and scalable than the one before it.

What We're Looking For

• 2–4+ years of hands-on talent acquisition or recruiting experience.
• Experience recruiting for technical, business, education, or instructor roles is strongly preferred.
• Experience in a recruitment agency or another environment where you built pipelines from scratch is a major asset.
• Experience supporting high-volume or seasonal hiring campaigns, ideally across multiple roles or locations.
• Strong sourcing skills and confidence approaching passive candidates through LinkedIn and other channels.
• Experience with structured screening, interview coordination, references, offers, and pre-onboarding workflows.
• Comfort working in an applicant tracking system such as Humi and using Google Sheets to manage and report on hiring activity.
• Clear written and verbal communication, sound judgment, and an exceptionally high standard for organization and follow-through.
• Post-secondary education in human resources, psychology, business, or a related field is welcome, but equivalent practical experience matters more.
• Ability to work full-time and fully on-site at our Calgary office.

This Role is For You If

• You genuinely enjoy the hunt. Hard-to-fill roles make you curious, not discouraged.
• You are proactive enough to build the bench before someone asks where the bench is.
• You like goals, deadlines, and knowing whether the hiring plan is on track.
• You can handle high volume without lowering the bar or losing the human touch.
• You notice process problems, speak up, and help fix them.
• You are resourceful, persistent, coachable, and comfortable changing course when the evidence says you should.
• You bring positive energy to serious work. High standards and a sense of humour can coexist.

This Role is NOT For You If

• You prefer to post roles and wait for qualified candidates to appear.
• You see recruiting as scheduling and administration rather than owning a hiring outcome.
• Slow follow-up, messy notes, or an out-of-date applicant tracking system do not bother you.
• You need perfect instructions before taking the next step.
• You avoid direct conversations, clear recommendations, or honest feedback.
• You are uncomfortable with seasonal peaks, shifting priorities, or a fast-moving environment.

What’s In It For You

• Competitive compensation aligned with experience and performance.
• A high-impact role where your work directly influences program quality, business growth, and learner outcomes.
• Clear goals, visible results, and real ownership over how recruiting gets done.
• The opportunity to build repeatable hiring systems for a growing, multi-market education company.
• Competitive health and dental benefits, including coverage for services such as massage, physiotherapy, and vision.
• Catered team lunches every Friday and access to a private gym at the office.
• Team-building activities and a training and development fund for approved courses or workshops after probation.

Ready to Apply?

• What is the hardest role you have successfully filled, and how did you find the person?
• What is the highest-volume hiring campaign you have supported, and what did you personally own?
• What recruiting metric or signal do you watch most closely, and why?

Compensation

$60,000.00 - $70,000.00 per year