Leading the Function
Own the talent acquisition strategy, processes and standards across Guardteck in BC, AB and ON
Serve as player-coach: carry a personal requisition load while setting the pace, priorities and quality bar for the broader recruiting effort
Coach, mentor and develop recruiters— build their craft, review their work, and raise the floor on screening quality, candidate communication and data discipline
Allocate requisitions and workload across the team based on urgency, complexity and client impact, and act as the escalation point when a role or a mobilization is at risk
Build and maintain the playbooks: intake templates, structured interview guides, screening criteria, offer processes and onboarding handoffs — so hiring is consistent at every site, in every region
Own vendor, job board and sourcing tool relationships, evaluate ROI, and recommend where the recruitment budget is best spent
Full-Cycle and High-Volume Recruiting
Manage concurrent requisitions across salaried professional and high-volume hourly roles, maintaining quality and pace without compromise
Source, screen, interview, extend offers and close candidates across multiple talent segments simultaneously
Lead large-scale mobilizations — new site contracts, seasonal surges and sudden client wins — using batch screening, group interviewing, hiring events and pre-built pipelines
Apply skills-based hiring practices to evaluate candidates not just on experience, but on potential, adaptability, reliability and alignment with Guardteck's values
Own the full candidate experience from first touchpoint to first day, ensuring every interaction reflects who we are
Proactive Sourcing and Pipeline Strategy
Build and maintain a diverse, multi-channel talent pipeline — past applicants, referrals, alumni, silver medallists and direct sourcing — so Guardteck is never starting from zero
Maintain a warm bench of pre-screened, licence-ready candidates for recurring and hard-to-fill posts
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 labour data to inform sourcing strategy, anticipate future talent needs, and advise hiring managers proactively — not reactively
Explore unconventional and niche channels: professional networks, community organizations, industry groups and social media, to reach candidates who are not actively searching
Hiring Events, Campus and Community Partnerships
Plan, coordinate and lead hiring fairs and recruitment events — community job fairs, virtual hiring events and Guardteck-hosted open houses — 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 pipelines for 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
Engage community employment programs, newcomer support organizations, military and first-responder transition programs, and other partners to diversify our talent pool and extend our reach into underrepresented segments
Build the annual events and partnership calendar, set targets for each, and measure what each one actually delivers
Stakeholder Partnership and Workforce Planning
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 and executives on market conditions, realistic candidate profiles and competitive compensation — serving as the go-to talent expert in the room, not an order-taker
Participate in workforce planning with operations and finance, bringing forward data and market insight…