Talent Acquisition Partner, Technical

See what you can do with Prophix

Prophix helps finance teams work with greater flexibility and confidence through Prophix One™, our Financial Performance Platform. We bring planning, reporting, and automation together so people can focus on higher-value work instead of repetitive tasks. As we introduce more AI-enabled capabilities, you will be part of a human-centered innovation journey where intelligent tools support better outcomes while people lead the decisions that matter.

We're headquartered in the Greater Toronto Area, with teams and offices across North America, Europe, and Australia.

We are looking for a technically fluent, globally experienced recruiter to join our Talent Acquisition team in Toronto (hybrid) as a Talent Acquisition Partner, Technical. Reporting to the Manager of Talent Acquisition and collaborating closely with a Talent Acquisition Specialist and the Manager of People & Culture (EMEA), you will own full-cycle recruitment for Prophix's Engineering, Product Management, and Cloud Operations organizations — hiring roles such as Software Engineers, Dev Engineers, AI Engineers, .NET Engineers, and UI Engineers across North America, Europe, and Australia. You will be a strategic partner to technical hiring managers as Prophix undergoes an AI-first transformation, and you will bring an active, informed perspective on how AI tools can be used responsibly to improve sourcing, screening, and candidate experience.

### Requirements

What You Will Do

• Own end-to-end recruitment for all open technical roles at any given time across Dev, Product Management, and Cloud Ops globally (Canada, US, and Europe)
• Partner closely with Engineering Directors, VPs, and Product leaders to develop role-specific hiring strategies, define job requirements, and calibrate on candidate profiles for roles including Software Engineers, AI Engineers, .NET Engineers, UI Engineers, Dev Engineers, and Product Managers
• Build and maintain proactive talent pipelines for high-volume and hard-to-fill technical disciplines, with a particular focus on AI/ML, full-stack development, and cloud infrastructure — including pipelining passive candidates before roles go live
• Leverage AI-powered sourcing and screening tools (LinkedIn Recruiter, Workable AI Sourcing, Deeply Talented, or similar) to identify, engage, and advance qualified candidates efficiently and responsibly, applying critical judgment to AI-generated recommendations
• Develop and execute multi-channel sourcing strategies including Boolean search, talent mapping, GitHub/Stack Overflow/portfolio sourcing, outreach campaigns, and employee referral programs — tracking response and conversion rates to continuously improve
• Build and nurture talent communities for engineering and product disciplines through engagement with technical forums, Discord and Slack communities, developer events, and university networks
• Design and launch a new graduate recruiting program for the Dev, Product, and Cloud Ops organizations — including university and college partnerships, co-op/internship pipelines, campus event strategy, and an early-career hiring framework
• Drive employer branding initiatives in partnership with Marketing and People & Culture — including technical job description optimization, LinkedIn and Glassdoor content, candidate-facing collateral, and participation in developer community events and job fairs that reflect Prophix's AI-first culture
• Use Workable ATS to manage requisitions, track candidate pipelines, generate reports, and ensure data integrity across all active searches
• Conduct structured technical screens to evaluate candidates on relevant stack experience, problem-solving approach, and cultural alignment before passing to hiring teams
• Coordinate and facilitate interview loops across multiple time zones, managing scheduling, feedback collection, and debrief facilitation
• Deliver a consistent, high-quality candidate experience from first contact through offer acceptance, including transparent communication on timelines and process
• Track and report on key recruiting metrics (time-to-fill, pipeline conversion rates, offer acceptance rates, source-of-hire) and use data to continuously improve outcomes
• Support global compliance requirements across Canada, the US, UK, and other hiring locations (employment law, pay transparency, right-to-work verification)
• Train and coach hiring managers and senior technical leaders on structured interviewing, candidate evaluation scorecards, and inclusive hiring best practices — building hiring capability across the organization, not just filling seats
• Partner with the broader P&C and Talent Acquisition team — including the TA Specialist and Manager of People & Culture (EMEA) — as a collaborative, reliable team member, shari