Talent Acquisition Coordinator

Talent Acquisition Coordinator

Status:
Permanent, Full-time

Location:

Dorval, QC
Salary:
Competitive + Bonus

Role Overview
This is a newly created, high-impact role designed to build and scale a recruiting machine for the firm. The Recruiter will work directly with the CEO, acting as the central point of contact for recruiting, proactive headhunting, early-talent pipelines, and coordination with the social media marketing team.
The goal of this role is not just to fill positions, but to build visibility, credibility, and dominance in talent acquisition, so that the firm — and the CEO personally — become the go-to destination for financial careers.
This role starts execution-heavy and evolves into a strategic leadership position as trust builds and systems mature.

Key Responsibilities
1. Job Advertising & Candidate Sourcing

• Create, publish, and manage job postings on:
o Indeed, Linked In, Other relevant job boards and sourcing platforms

• Ensure job openings are posted wherever it makes strategic sense

• Monitor and optimize:
o Job ad copy, Platform selection, Paid vs. organic strategy, Ad spend and ROI

• Actively adjust and improve postings if results are below expectations

2. Candidate Screening & Interview Process

• Review and filter incoming CVs

• Conduct initial screening interviews

• Assess candidates on:
o Background and experience, Motivation and communication
o Cultural and long-term fit

• Shortlist strong candidates and book interviews directly with the CEO

• Maintain clear candidate tracking and follow-ups throughout the process

3. Proactive Headhunting (Linked In Recruiter)

• Use Linked In Recruiter as a core daily tool

• Proactively message and build relationships with target audience:

• Move candidates through the pipeline:
o Outreach screening CEO interview hire

• Maintain realistic targets and consistent outreach volume

4. University, Student & Referral Pipelines

• Build relationships with:
o Universities, Colleges, Finance programs

• Develop early-talent channels for:
o Interns / stagiaires (final year)
o Junior hires

• Coordinate:
o Student job fairs
o Campus kiosks
o School partnerships

• Develop and expand referral-based recruiting, with a strong focus on:
o Peer networks, Friend-of-friend pipelines, Group dynamics (network effects)

5. Social Media & Marketing Liaison (Recruiting-Focused)
Social media is a core recruiting and credibility tool for the firm.
The Recruiter will:

• Act as the liaison between the CEO and the social media management team

• Ensure execution aligns with the CEO’s vision, including:
o Recruiting messaging, Targeting of ads, Brand positioning

• Monitor performance and value:
o Ad spend vs. results, Lead and applicant quality, Visibility vs. actual recruiting outcomes

• Provide feedback to the CEO on:
o Whether the Instagram and social presence are consistent with the desired image
o Whether content and ads make sense for the money being spent

• This role is not expected to be a social media branding specialist, but must have a logical and creative eye to evaluate effectiveness and coherence

6. Onboarding & Internal Coordination
Once a candidate is hired:

• Coordinate onboarding logistics:
o Employment paperwork, Office seating / cubicle assignment, Email setup
o CRM and system access

• Coordinate with admin, operations, and IT as needed

• Ensure new hires are set up efficiently and professionally

7. Strategy & Continuous Optimization

• Spend significant upfront time learning:
o The business model, Company culture, Ideal candidate profiles
o How to pitch and sell the opportunity effectively

• Once systems are in place, proactively:
o Propose new recruiting strategies, Identify bottlenecks and inefficiencies
o Explore new sourcing and headhunting methods

• Work closely with the CEO to continuously refine and scale the recruiting engine

Ideal Profile

• Strong communicator and relationship builder

• Comfortable with outreach, follow-ups, and persuasion

• Organized, analytical, and results-oriented

• Logical thinker with a creative eye

• Comfortable operating in a fast-moving, entrepreneurial environment

• Motivated by growth, responsibility, and long-term opportunity

Role Vision
The long-term goal is to build a dominant recruiting machine that:

• Continuously attracts top junior talent

• Makes the CEO a recognizable and trusted figure for career opportunities

• Creates a sustainable, referral-driven hiring pipeline

• Becomes a competitive advantage for the firm

This role is for someone who wants to grow with the company, take ownership, and help build something meaningful from the ground up.

Thank you for your application; however, only successful candidates will be contacted.
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