Engagement Details

• Fractional: likely 15–25 hours/week initially, depending on hiring volume and pace

• Location: Remote within Canada, with some overlap to Eastern Time

• Start: ASAP (hiring is already ramping)

Overview
We’re partnering with a fast-growing aerospace startup in Toronto that plans to hire 15 to 20 people over the next few months, the majority being senior engineers with 10 to 15 plus years of experience.

They’re looking for a fractional Senior Talent Acquisition Partner to design and operate a high-caliber, end-to-end recruiting engine. The goal is to create a candidate experience that feels structured, professional, and efficient while helping the company compete for top-tier technical talent in a highly competitive market.

This is an opportunity to build the recruiting foundation at a pivotal stage of growth within a deeply technical, ambitious environment.

Key Outcomes (next 3–6 months)

• Clear hiring plan and role profiles for ~15–20 roles

• Consistent, candidate‑friendly recruiting process up and running

• Senior engineering and other key roles actively sourced and progressing through pipeline

• Hiring managers enabled with structured interview practices

Core Responsibilities

1. Hiring Plan & Role Definition

   • Partner with the founder and engineering leads to clarify role scopes and prioritization

   • Turn business needs into tight, compelling job descriptions

   • Set up a simple, trackable hiring funnel (ATS or lightweight equivalent)

2. End‑to‑End Recruiting

   • Source and screen senior engineers and key hires (both local and international)

   • Run structured intake, screening, and debriefs with hiring managers

   • Coordinate interviews, assignments, and reference checks

   • Guide offer strategy and support offer negotiation

3. Process & Candidate Experience

   • Design an interview process that tests for both technical depth and startup fit

   • Train interviewers on asking the right questions and running structured interviews

   • Track basic metrics (time‑to‑hire, funnel conversion, candidate feedback)

4. Collaboration with People/HR

   • Work closely with the fractional People Lead on compensation bands and offers

   • Hand off smoothly to onboarding once offers are accepted

Profile

• 7–10+ years in talent acquisition, with significant experience owning recruiting for early‑stage or scaling startups

• Strong track record filling senior technical roles (Aerospace and deep tech a requirement for the TA)

• Comfortable working directly with founders and building process in a “greenfield” environment

• Able to handle both hands‑on sourcing and process design/enablement

Please include your hourly rate in the additional information field below