The posting
CapIntel is a software platform built for wealth management enterprises to help financial advisors explain complex investment strategies to their clients. Advisors at some of the biggest banks across North America are winning trust by using CapIntel to easily compare investments and create compelling, educational presentations. Ultimately, we're focused on investors getting better service, understanding their investments, and feeling at ease knowing their future is secure.
Since launching in 2019, CapIntel has seen rapid adoption and industry recognition, earning top placements in Deloitte’s Technology Fast 50 Canada and Fast 500 North America in 2025, ranking us among the fastest-growing technology companies. To support this momentum, we’re growing our team rapidly—investing in people who drive innovation at scale to expand our impact across the North American wealth management industry.
About the role
CapIntel is hiring a Talent Acquisition Partner to own hiring end to end.
First impressions matter! As the first human connection a candidate has with CapIntel, you set the tone for everything that follows. You will own the full-cycle recruitment process for your requisitions, acting as a trusted partner to hiring managers while championing a candidate experience that's thoughtful, transparent, and genuinely memorable. If you believe hiring should feel less like a transaction and more like a relationship, this role is for you! You'll have the opportunity to make a real impact to the business and our growth - working alongside our People & Talent Partner, carrying real ownership from day one, with a partner beside you who knows the business and the process. Every search is yours: you help write the job description, build the pipeline, run the process, and close the offer. The role goes past filling roles. You'll help hiring managers build their teams, sharpen how we interview, and shape how candidates experience CapIntel from first message to first day.
What you'll do
Own full-cycle recruitment
- Run searches end to end across technical and non-technical roles, from kick-off through to signed offer
- Keep candidates and hiring managers informed at every stage. Clear communication, no black holes
- Hold several active searches at once without letting the quality of any one of them slip
Source strategically and build pipeline
- Build sourcing strategies that reach well beyond inbound applicants
- Develop and nurture talent pools for the roles we know are coming
- Track time to hire, pipeline conversion and candidate experience, then use data to change how we work
Partner with hiring managers
- Run intake meetings that get to the real requirements
- Bring market and compensation data into hiring conversations so decisions are grounded
- Coach managers on structured interviewing, scorecards and fair assessment
Raise the bar on how we hire
- Build and improve our interview kits, scorecards and interviewer training so hiring is consistent and evidence-based
- Strengthen our employer brand and careers presence: what we say about working here, and where candidates find it
Work across the People team
- Align hiring plans with company and team goals alongside the People team
- Help make the handoff from offer to onboarding feel seamless
- Take on People and Talent projects as they come up
What you'll bring
- Full-cycle recruiting experience across both technical and non-technical roles, ideally at a growth-stage company
- Advisory instincts. A track record of partnering and advising hiring managers, including the confidence to push back. This is not a coordinator position
- Real sourcing skill. You can build a pipeline from scratch for a role with no obvious candidate pool
- Organization under load. You can hold several searches at once and still hit what you committed to
- Comfort with modern recruiting tools and ATS platforms. We use Greenhouse
- Judgment on building diverse teams and on designing a process that reduces bias
Nice to have
- SaaS, fintech or wealthtech experience
- Experience improving a recruiting process or building interviewer training from the ground up
- Exposure to employer brand or careers-site work
At CapIntel, we design compensation with intention. Each role is assessed against the impact, skills, and experience it requires, and we align our pay to competitive market data so candidates know what to expect from the start.
Your final offer will reflect your experience, skillset, and location. The listed range is a guideline, and the range for this role may be modified.
Compensation at CapIntel goes beyond base pay. Depending on the role, total rewards may include variable pay, equity, comprehensive benefits, flexible time off, and dedicated opportunities for growth and development.
If you’d like to understand more about our approach, we’re happy to walk through it during the hiring process.
For roles based in or eligible to work from Ontario, the expected base salary range is:
$100,000—$115,000 CAD
Not sure you meet every requirement?
We care most about mindset: your drive, curiosity and commitment to delivering great work. While experience matters, we know that careers aren’t always linear. If this role excites you and you believe you can make an impact with us, we want to hear from you.
Why you'll enjoy working here
Learn more about life at CapIntel on our Careers page, including the virtues that inspire how we work and the perks and benefits designed to support your growth and well-being. We’re a team built on trust, respect, and collaboration. This powers everything we do and creates a space to challenge and elevate each other as we work towards our shared vision. If this speaks to you, we’d be excited to have you with us.
