Recruiter - Full Time (Guardteck)

Triton Environmental Consultants, Ltd.; Burnaby; Hybrid; CAD 60,000 - 70,000; Full time

Job summary

Guardteck is seeking a skilled recruiter to execute full-cycle recruiting for salaried professionals and hourly roles. You will source, screen, interview, extend offers, and close candidates while ensuring a positive candidate experience across multiple talent segments.

You will build diverse pipelines, contribute to onboarding, and partner with hiring leaders on market insights and workforce planning. The role emphasizes data-driven decisions and proactive community engagement.

Qualifications

• 2+ years of recruiting in high-volume environments.
• Experience recruiting across hourly and salaried roles.
• Ability to manage multiple requisitions while maintaining quality and candidate experience.
• Experience planning or attending hiring events, career fairs, or campus recruitment activities.
• Exposure to onboarding processes and coordination is a strong plus.

Responsibilities

• Source, screen, conduct interviews, extend offers, and close candidates across multiple talent segments.
• Manage the full candidate experience from first touchpoint to first day.
• Plan, coordinate, and participate in hiring events and campus recruitment activities.
• Advise hiring managers on market conditions, candidate profiles, and timelines.
• Maintain accurate candidate records and track recruitment metrics.

Skills

Recruiting experience

High-volume recruiting

Relationship building

Campus recruiting

Onboarding coordination

Tools

ATS proficiency

Job description

Full-Cycle Recruiting — Salaried & Hourly Roles

• Manage concurrent requisitions across both salaried professional and high-volume hourly roles, maintaining quality and pace without compromise
• Source, screen, conduct interviews, extend offers, and close candidates across multiple talent segments simultaneously
• Apply skills-based hiring practices to evaluate candidates not just on experience, but on potential, adaptability, and cultural alignment with Guardteck's values
• Manage the full candidate experience from first touchpoint to first day, ensuring every interaction reflects who we are

Proactive Sourcing & Talent Pipeline Building

• Build and maintain a diverse, multi-channel talent pipeline — including past applicants, referrals, alumni, and direct sourcing — so Guardteck is never starting from zero
• Develop and nurture talent communities, keeping prospective candidates engaged and informed about Guardteck's culture, opportunities, and growth, long before a requisition opens
• Leverage market intelligence and labor data to inform sourcing strategies, anticipate future talent needs, and advise hiring managers proactively — not just reactively
• Explore unconventional and niche sourcing channels, including professional networks, community organizations, industry-specific groups, and social media, to reach candidates who may not be actively searching

Hiring Events & Community Outreach

• Plan, coordinate, and participate in hiring fairs and recruitment events — including community job fairs, virtual hiring events, and Guardteck-hosted open house sessions — representing our brand with energy, professionalism, and authenticity
• Identify, establish, and manage partnerships with post-secondary institutions (colleges, universities, and vocational programs) to build early-career talent pipelines for both security professional and administrative roles
• Cultivate relationships with academic career centres, co‑op and internship coordinators, and student associations, creating consistent touchpoints long before graduation — mirroring best‑in‑class campus hiring models that build relationships across hundreds of events per year
• Engage with community employment programs, newcomer support organizations, military transition programs, and other community partners to diversify Guardteck's talent pool and extend our reach into under‑represented candidate segments
• Represent Guardteck at external events as a brand ambassador, sharing authentic stories about our culture, career paths, and commitment to safety and service

Stakeholder Partnership

• Build trusted, consultative relationships with hiring managers across operations, security divisions, and corporate functions — partnering on role design, candidate criteria, and hiring timelines
• Advise hiring leaders on market conditions, realistic candidate profiles, and competitive compensation — serving as the go‑to talent expert in the room, not just an order‑taker
• Participate in workforce planning conversations, bringing forward data and candidate market insights that help operational leaders think ahead about their talent needs

Onboarding Support

• Serve as a key point of contact throughout the pre‑boarding and onboarding journey, coordinating background screenings, documentation, orientation scheduling, and new hire check‑ins
• Partner with HR and operations to ensure every new Guardteck team member — hourly and salaried alike — experiences a warm, organized, and culture‑connected start
• Capture new hire feedback on the onboarding experience and share insights with the team to continuously improve how we welcome people into the Guardteck family
• Ensure new hires feel a genuine sense of belonging and connection to our core values from day one, not just their first week

Employer Brand Ambassadorship

• Bring consistency, warmth, and authenticity to every candidate touchpoint — whether at a job fair, on a campus, in a screening call, or across digital platforms
• Help tell the Guardteck story in compelling, human ways — using real experiences, real culture, and real values to attract people who truly belong here

Process & Data Ownership

• Maintain accurate and up‑to‑date candidate records in our ATS, tracking every step of the process with care and precision
• Track and analyze recruitment metrics — including time‑to‑fill, source effectiveness, offer acceptance rates, and quality of hire — and use that data to continuously sharpen your approach

Ensure all recruitment activities comply with employment law, data privacy requirements, and Guardteck's commitment to fair, equitable, and inclusive hiring practices

What We're Looking For

Experience & Knowledge

• 2+ years of recruiting experience, ideally in a high-volume, fast‑paced environment (security, logistics, facilities, hospitality, or related industries are a strong asset)
• Experience recruiting across multiple employment types — both hourly and salaried populations
• Demonstrated ability to manage multiple requisitions simultaneously without dropping the ball on quality or candidate experience
• Experience planning or attending hiring events, career fairs, or campus recruitment activities
• Exposure to onboarding processes and coordination activities is a strong plus

Skills & Capabilities

• Recruiting is evolving, and so must our recruiter. We are looking for someone who embodies the shift from transactional processor to strategic orchestrator.
• Relationship builder: You know how to earn trust quickly with candidates, hiring managers, colleagues, and community partners alike
• Adaptable & resilient: Change doesn't rattle you — it energizes you
• Organized & detail‑oriented: You can manage complexity without losing accuracy
• Data‑informed: You are comfortable using ATS data, sourcing analytics, and market insights to inform decisions
• Human‑first mindset: You understand that behind every resume is a real person making an important career decision, and you treat every interaction accordingly
• Community‑minded: You see the value in showing up beyond the job boards — in classrooms, community centres, industry and campus events — to find the right people where they are
• Curious & growth‑oriented: You stay on top of best practices in talent acquisition and are eager to develop your craft

The typical hiring range for this position is from $60,000 to $70,000 annually; the base pay offered is based on market location and may vary depending on job‑related knowledge, skills, experience, and internal equity.