Talent Acquisition Partner

Overview of the role: We’re on a mission to modernize insurance, making it simpler, more accessible, and customer-first. The insurance industry is a $1T market that has remained largely untouched by the digital revolution, and PolicyMe is here changing that. As a remote-first, Toronto-based startup with big ambitions, we’re looking for a Talent Acquisition Partner to help us build the future of insurance in Canada and beyond. Joining a small, collaborative People & Culture team, you’ll combine hands-on recruiting with creativity, problem-solving, and continuous improvement while partnering with leaders across the organization. You’ll hire exceptional people to PolicyMe through innovative sourcing strategies, meaningful candidate relationships, while strengthening our recruiting processes, systems, and employer brand. What you'll be doing Own recruitment processes from beginning to end, including everything from intake and job-posting through sourcing, candidate communication, interviews, feedback, rejections, and close. Partner with hiring managers to clarify role requirements, design effective interview processes, calibrate on candidates, and keep searches moving. Develop sourcing strategies and build qualified pipelines for a variety of roles, with a strong focus on technical hiring (think, software engineers, some QA, product managers, etc.) Use LinkedIn Recruiter, Juicebox, professional communities, referrals, events, and other creative channels to source and engage candidates. Use data to drive how you recruit, including maintaining updated dashboards and organized processes within our ATS (currently Lever), tracking recruiting metrics and using funnel insights to improve how we recruit. Identify recruitment bottlenecks and implement practical improvements that reduce friction for candidates and hiring teams. Support employer-brand initiatives, including regular content for the PolicyMe LinkedIn page and careers content. Contribute to a thoughtful, inclusive, and consistent candidate experience at every stage of the process. What we are looking for 2–5 years of recruiting experience in a fast-paced, high-growth technology, startup, scale-up, agency, or similar environment. Bachelor’s degree in business, human resources, or a related field, or equivalent experience. End-to-end recruiting experience, from intake through offer and close, with strong partnerships across hiring managers and recruiting teams. Hands-on technical recruiting experience across software engineering, product, QA, and design roles. Highly organized and detail-oriented, with the ability to manage multiple searches, projects, timelines, and stakeholders. Proactive, clear communicator who builds trust with candidates and cross-functional partners while effectively surfacing progress, priorities, and risks. Analytical and action-oriented problem solver who diagnoses issues, recommends solutions, and follows through. Experience with LinkedIn Recruiter, Juicebox or similar