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Open nowPosted 11 hours ago

Talent Acquisition Partner

Workable (global search)107,585 open roles

Where
NB, Canada
Work mode
Remote
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Your applicationOpen nowTalent Acquisition PartnerWorkable (global search) · NB, Canada

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  3. 25 readersRecruiter, hiring manager, skeptic. Round after round.

  4. CV RocketApplied on Workable (global search)'s own form.

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The clock on this job

Early applications get read.

8.2% of postings close within 7 days. Measured by our own scanner across the market. Workable (global search) postings stay open a median of 3 days.

Share of postings closed within
  1. 1.8%1 day
  2. 3.8%3 days
  3. 8.2%7 days
  4. 15.2%14 days
  5. 34.2%30 days
This job: posted 11 hours ago

Workable (global search) median: 3 days open

The posting

Liferaft is a Halifax based SaaS company. Our OSINT platform is used by corporate security teams to find and act on threats to their people and assets. We have recently become part of the Securitas group, and we are looking for a Talent Acquisition Partner to own hiring and the employee lifecycle as we scale.This role will ideally be based in Halifax, NS on a hybrid basis, but is open to fully remote candidates within Canada in the Eastern or Atlantic time zones.

Reporting to the Director, People & Culture and working alongside our People Operations Specialist, you will be Liferaft’s dedicated talent acquisition expert, owning hiring across GTM, Engineering, Product & Innovation, and G&A. Your mandate is clear: bring exceptional people into Liferaft who continually raise the talent bar and the organizational capabilities.

Talent acquisition is at the core of this role, but your impact goes further. As part of a small People & Culture team, you will also own key areas of the employee lifecycle, including onboarding, learning and development, recognition and retention. This is a builder implementer role with real autonomy to turn ideas into programs, processes and outcomes.

What you do as the Talent Acquisition Partner at Liferaft

Full Cycle Talent Acquisition

  • Own recruitment across all functions, from intake and role scoping through sourcing, assessment, offer and close.
  • Set clear criteria, structured interviews and scorecards with hiring managers. Hold the bar through every search and push back on slates that fall short.
  • Build proactive pipelines and stay current on competitor hiring, talent availability and compensation. Use that data to shape workforce planning, role requirements and hiring decisions.
  • Own Workable administration, reporting, templates and candidate data. Track recruitment metrics and hiring plan attainment, and keep the candidate experience consistent from first contact to final follow up.
  • Manage recruitment vendors, job boards and search firms, and coordinate background checks and offer documentation with People Operations.
  • Support internal career ladders and keep job descriptions levelled against Pave, Mercer and Securitas job architecture.

AI Enabled Recruitment and Lifecycle

  • Build and run AI workflows for sourcing, screening, interviewing, market research and pipeline analysis, cutting admin without cutting quality, consistency or fairness.
  • Apply AI to lifecycle processes, feedback analysis and reporting. Measure the time and cost saved, and drop tools that do not deliver.

Employee Lifecycle and Learning

  • Own onboarding from offer through 30, 60 and 90 day plans, including manager readiness, and improve it based on new hire feedback.
  • Build and maintain an onboarding program and knowledge base covering our platform, customers, industry and competitors, working with internal experts to create the content.
  • Run a quarterly learning program that deepens industry and market knowledge. Coordinate the experts, facilitate the sessions and improve them based on feedback.
  • Own exit interviews and offboarding, and partner with People Operations to spot departure trends and address what is driving them.

Retention, Recognition and Employer Brand

  • Own recognition programs within budget, including peer recognition, quarterly awards and spot bonuses, and run the employee referral program.
  • Help managers spot and act on retention risks. Support eNPS and pulse surveys and own the follow up actions.
  • Own Liferaft’s employer brand and careers content.

Requirements

What You Need to Get the Job Done

Experience

  • 5+ years of full cycle recruitment, with at least 3 in B2B SaaS, ideally through a scaling stage.
  • Experience as a sole or lead recruiter with no coordinator or sourcer support, delivering 20+ quality hires a year across functions.
  • Technical hiring across engineering, data, AI/ML, product and design, plus enterprise GTM hiring across account executives, sales engineers and customer success.
  • Hands on ATS administration (Workable an asset) and real examples of using AI to improve recruitment or people operations results.
  • Experience owning onboarding, offboarding or other lifecycle programs alongside recruitment. You want a role that goes beyond TA.
  • Knowledge of hiring, offer, candidate data and recordkeeping requirements in Nova Scotia, Ontario and Quebec, and experience recruiting in specialized markets with small candidate pools.

Skills and Attributes

  • Excellence only. You would rather leave a role open than fill it with the wrong person, and you can make that case to a hiring manager.
  • Highly autonomous. You set priorities and act without waiting for direction.
  • Always learning. You keep your own skills sharp, stay current on sourcing methods, AI tools and the SaaS talent market, and bring what you learn back to the team.
  • Credible with the business. You understand functions, markets and roles, and you challenge scope, levels, process and compensation without damaging the relationship.
  • Organized and clear. You write well and can run several searches and lifecycle priorities at once without dropping quality or responsiveness.
  • Credible in front of a room. You can facilitate a session for the whole company on a topic where someone else is the expert, keep it on time, and keep it useful.
  • CPHR designation or a recruitment certification is an asset.

How Success Is Measured

  • Quality of hire, hiring plan attainment, time to fill (improving from a first quarter baseline) and offer acceptance rate.
  • New hire retention, source effectiveness and cost per hire, including less reliance on agencies and retained search.
  • Onboarding and offboarding done to standard, learning delivered on schedule with new hires understanding our platform, customers and market within 90 days, and measurable time saved through AI.

Benefits

Why Liferaft

  • Remote first, with an optional Halifax office
  • Autonomy. We don’t hire the best of the best just to micro-manage them
  • Flexible PTO
  • Full health and dental package covered at 80% by the employer, with $3000/annum mental health coverage
  • Monthly cell phone reimbursement
  • Annual lifestyle subsidy

Hiring Process

This posting is for an existing vacancy.

We use AI-powered features within our applicant tracking system, Workable, to assist with candidate screening and matching applicants to job requirements. AI supports our recruitment process, but hiring decisions are made by people.

Liferaft is committed to an inclusive hiring process. If you require accommodations at any stage, let us know and we will work with you.

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