Talent Acquisition Partner

We're hiring a Talent Acquisition Partner to help expand our recruiting capabilities at BWZ.

If you've spent enough time in-house to know how to move a role through ambiguity, take pride in interviewing as a craft, and don't mind some crossover into broader people operations work — we'd love to talk.

About the Role Reporting to our People Operations Manager you'll manage end-to-end recruiting for roles across media, tech, sales and events.

This role partners closely with hiring leaders to deliver timely, high-quality hiring outcomes by helping shape our hiring strategy, building strong candidate pipelines, and representing BWZ as a great place to work.

As a small but mighty team of 3, you'll also need to help out with broader People Operations responsibilities (supporting onboarding, HR documentation etc) and pitching in on broader people operations projects and initiatives when needed.

What You'll Do

Run effective intake meetings to define hiring criteria, success measures, and interview structure for each open role.

Own forward momentum on every requisition you carry — flagging risk, escalating decisions, and keeping communication transparent through ambiguity.

Lead structured, evidence-based interviews that go beyond availability screens to genuinely assess capability.

Be the in‑house expert on our hiring process, our market, and the candidates we're moving forward — so managers can lean on your recommendations with confidence.

Build and maintain pipelines of active and passive candidates through targeted sourcing, tailored outreach, and ongoing network development.

Strengthen BWZ's talent brand through consistent, high-quality interactions at every stage of the candidate journey.

Proactively report on your numbers and leverage data to help identify opportunities and inform your decision making.

Partner with our Talent Acquisition Specialist to extend the candidate experience through onboarding and the new hire's first week.

Identify opportunities to streamline workflows and apply automation or AI tools where they meaningfully improve speed or quality.

Partner with the People Operations Manager on broader people operations work each quarter — operational support, HR documentation, onboarding‑adjacent admin, and improvement projects — with scope agreed and adapted as the team's needs evolve.

How Your Success Will Be Measured

Time to Hire

- # days per hire

Pass-Through Rates

- % candidates pass hiring manager interviews

Candidate NPS

Your Skillset Includes

Demonstrated experience managing full‑cycle recruiting processes and partnering closely with hiring managers.

A comprehensive understanding of evidence based recruiting — you've used a structured, evidence‑based methodology and can speak to why it works.

Exceptional sourcing skills and experience in identifying and engaging passive candidates at all levels (from Junior to Exec).

An active and data driven approach to problem solving; you enjoy making sense of the trends and using the insights to better your process to make it more efficient.

Comfort with AI tools and a genuine interest in process and automation work.

Exceptional communication, negotiation, and relationship‑building skills.

Strong attention to detail and high bar for excellence.

Have a growth mindset and be truly adaptable. You can shift tasks and priorities when circumstances and need change.

Nice to Haves

Experience using Lever TRM

Background in or familiarity with hiring across media, publishing, or marketing industries.

Experience supporting people operations or HR projects previously.

$80,000 - $100,000 a year

This full‑time position is available as either a remote or hybrid position (depending on location), with an annual salary in the range of $80,000 to $100,000 CAD. The range is a guide for the expected skills, knowledge and experience for new hires based in Canada only. Seniority level and salary ranges are determined through interviews and a review of education, experience, knowledge, skills, and abilities of the applicant, equity with other team members, and alignment with market data. This means ranges will vary for candidates based outside of Canada and/or at different seniority levels. In addition to annual salary, full‑time employees are eligible for a discretionary bonus and a comprehensive benefits package.

Diversity Equity and Inclusion:

Black and White Zebra is an equal opportunity employer and considers all candidates for employment regardless of race, color, religion, sex, national origin, citizenship, age, disability, marital status, military or veteran’s status (including protected veterans, as may be required by federal law), sexual orientation or any other category protected by law. We celebrate all backgrounds and attributes that continue to help make our team impactful, iterative, adaptable, and fun!

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