Gestionnaire, acquisition de talents / Talent Acquisition Manager

Derrig & Talbot; Dollard-des-Ormeaux; On-site; CAD 85,000 - 110,000; Full time

Job summary

Derrig & Talbot, a Montreal-based general contractor, seeks a Talent Acquisition lead to drive end-to-end searches, onboard new hires, and elevate HR processes. You will manage pipelines, engage passive candidates, and partner with leaders to meet hiring goals.

This role emphasizes recruiting results, onboarding excellence, and culture-building. You will own searches from intake to close, maintain data in Recruitee, and build strong relationships with hiring managers.

Qualifications

• Five or more years of experience in recruiting or talent acquisition.
• Strong direct sourcing and engagement of passive candidates.
• Proven ability to build and maintain candidate pipelines.
• Fully bilingual in French and English.
• Experience in construction or related sectors is a strong asset.

Responsibilities

• Own each search from intake to offer and close.
• Maintain clear, current information in Recruitee for every search.
• Build and manage talent pipelines for recurring roles.
• Improve onboarding and HR processes.
• Contribute to company culture and employee experience.
• Measure sourcing channels by hires.

Skills

Talent sourcing

Stakeholder management

Candidate assessment

Bilingual: French & English

Sourcing channels

Recruitee

Tellent HR

Tools

Recruitee

Tellent HR

Job description

POURQUOI DERRIG & TALBOT

— ENGLISH —

Derrig & Talbot is a Montreal-based general contractor active in commercial construction, healthcare, and data centers. We are growing quickly, including through our expansion into the United States, and are looking for someone to lead talent acquisition for our Quebec team.

This is first and foremost a recruiting role. Approximately 80% of your time will be spent identifying, approaching, and recruiting strong candidates, while building talent pipelines before hiring needs become urgent. The balance will focus on onboarding new employees, improving our HR processes, and contributing to our company culture.

COMPENSATION

Competitive compensation based on experience, plus a bonus directly tied to recruitment results.

WHAT YOU’LL OWN

• Own each search from start to finish: intake with the hiring manager, selection criteria and timeline, posting, sourcing, screening, interview coordination, offer, and close-out.
• Act as the single point of contact for hiring managers and maintain clear, current information in Recruitee on every search.
• Raise risks early when a search may miss its agreed timeline and propose practical solutions.
• Source actively through LinkedIn and other channels, then build and maintain pipelines for recurring and hard-to-fill roles.
• Assess candidates using concrete evidence of capability and provide management with a clear written recommendation for each shortlisted candidate.
• Measure sourcing channels by successful hires, not simply by the number of résumés received.

ONBOARDING AND EMPLOYEE EXPERIENCE

• Own the transition from accepted offer to day one, including paperwork, system access, equipment, the first-week schedule, and manager readiness.
• Improve our onboarding process so every new employee arrives with the tools they need and a clear plan.
• Provide every candidate with a professional and respectful experience, including those not selected, and use feedback to improve the process.

EARLY-CAREER TALENT AND INTERNSHIPS

• Build and manage a structured internship program.
• Develop relationships with trade schools, CEGEPs, universities, and co-op programs.
• Represent Derrig & Talbot at career fairs and recruiting events.
• Create a pipeline of early-career talent for coordinator and other entry-level positions.

SYSTEMS, IMPROVEMENT, AND CULTURE

• Keep Recruitee and Tellent HR clean, complete, and current, supported by documented templates, checklists, and processes.
• Use AI to accelerate administrative work, first drafts of job postings, screening summaries, and scheduling, while keeping hiring and rejection decisions grounded in human judgment.
• Organize and modernize HR policies, improve processes, and support management with day-to-day HR matters.
• Contribute to team activities and employee-engagement initiatives.

WHAT SUCCESS LOOKS LIKE

• Priority roles are filled within agreed timelines, or managers are alerted early when an adjustment is needed.
• Managers receive clear updates and shortlists aligned with the criteria agreed at the outset.
• Active pipelines exist for recurring roles, particularly field and project-management positions.
• Every new employee arrives with a ready workstation, a planned first week, and a prepared manager.
• Recruitee and Tellent HR remain reliable, without manual cleanup before pipeline and time-to-fill information can be reviewed.

WHY DERRIG & TALBOT

You will have direct access to the owners and leadership team, significant autonomy over our recruiting strategy, and a tangible impact on our growth. Decisions are made quickly: when you identify an excellent candidate, we can act immediately.

REQUIREMENTS

• Five or more years of experience in recruiting or talent acquisition.
• Strong experience with direct sourcing and engaging passive candidates.
• Demonstrated success building and maintaining candidate pipelines.
• Fully bilingual in French and English.
• Experience recruiting in construction, skilled trades, engineering, or another highly competitive sector is a strong asset.
• Autonomous, organized, and comfortable working in a growing small or mid-sized business where many processes are still being built.Tips: Provide a summary of the role, what success in the position looks like, and how this role fits into the organization overall.

Responsibilities

[Be specific when describing each of the responsibilities. Use gender-neutral, inclusive language.]

Example: Determine and develop user requirements for systems in production, to ensure maximum usability

Qualifications

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Example: Excellent verbal and written communication skills