Senior Talent Acquisition Specialist, Go-To-Market in Canada Creek, Nova Scotia at Jobgether

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Senior Talent Acquisition Specialist, Go-To-Market based in Canada.

The Senior Talent Acquisition Specialist will own end-to-end recruitment for a broad, high-impact go-to-market organization.
You’ll partner closely with revenue leaders to translate growth plans, territories, and headcount needs into effective hiring strategies.
The role focuses on building proactive pipelines for competitive commercial talent markets across Canada and the US.
You’ll evaluate candidates against meaningful performance signals while designing structured, role-specific assessment processes.
As a trusted talent advisor, you’ll provide market intelligence on compensation, competitor talent, hiring timelines, and sourcing strategies.
You’ll operate in a collaborative, fast-moving environment where priorities can shift quickly and recruiting directly influences business growth.
This is an opportunity to shape scalable talent practices while bringing exceptional commercial professionals into a growing technology organization.

• Own full-cycle recruitment from intake through offer close across Sales, Sales Leadership, Marketing, Customer Success, Partnerships and Channel, Solutions and Sales Engineering, and Revenue Operations.
• Develop proactive sourcing strategies across competitive commercial talent markets in Canada and the US, with a strong focus on engaging high-performing passive candidates.
• Partner with revenue leaders to understand business objectives, territory and quota plans, headcount requirements, and hiring timelines, translating them into targeted recruiting strategies.
• Build and maintain evergreen talent pipelines and talent maps for recurring go-to-market positions, specialist roles, and leadership searches.
• Leverage LinkedIn Recruiter, modern ATS platforms, sourcing technologies, job boards, referrals, social channels, industry events, and market intelligence to identify high-quality candidates.
• Evaluate candidates against relevant go-to-market indicators, including quota attainment, consistency of performance, deal size, sales-cycle complexity, territory and segment experience, technical aptitude, and customer-facing communication.
• Conduct structured and behavioural interviews and implement role-specific assessments such as mock discovery calls, pitches, demos, written exercises, portfolio reviews, case studies, and situational evaluations.
• Serve as a talent-market expert and trusted advisor to hiring managers, providing guidance on compensation expectations, sales compensation structures, competitor talent movement, hiring timelines, and talent availability.
• Effectively communicate the organization's product, customers, culture, and long-term opportunity to candidates, particularly those considering multiple competing offers.
• Deliver a high-quality, human-centred candidate experience through proactive communication, timely updates, and thoughtful engagement throughout the recruitment process.
• Analyze recruiting metrics including pipeline conversion, source effectiveness, time-to-fill, offer acceptance, and quality of hire to identify trends and continuously improve hiring strategies.
• Support broader organizational recruitment initiatives as business priorities evolve.

• 8+ years of full-cycle talent acquisition experience, with substantial experience recruiting for go-to-market, revenue, or commercial functions, ideally within B2B software or technology.
• Bachelor’s degree in Human Resources, Business Administration, or a related discipline, or equivalent professional experience.
• Proven success recruiting quota-carrying Sales professionals and Sales Leadership, plus experience hiring across at least two additional areas such as Marketing, Customer Success, Partnerships, Channel, Solutions/Sales Engineering, or Revenue Operations.
• Strong track record of proactive outbound sourcing and engaging passive commercial talent in competitive markets.
• Experience recruiting across the US and internationally, with a strong understanding of regional talent markets and compensation expectations.
• Solid understanding of sales compensation structures, including base and variable compensation, OTE, commissions, and accelerators.
• Strong structured and behavioural interviewing skills, with the ability to distinguish demonstrated performance from effective self-presentation.
• Experience designing or implementing practical candidate assessments, including mock calls, pitches, demos, written work samples, situational judgment tests, and competency-based evaluations.
• Excellent communication and influencing skills, with the confidence to advise and challenge fast-moving revenue leaders when appropriate.
• Strong organizational and time-management abilities, with the capacity to manage multiple requisitions and competing priorities simultaneously.
• Comfortable operating with urgency and adapting recruitment strategies when business and headcount priorities change.
• Experience with modern, data-driven ATS platforms such as Ashby or equivalent systems.
• Proficiency with LinkedIn Recruiter and professional sourcing platforms or AI-enabled recruiting tools.
• Familiarity with recruiting analytics, funnel metrics, and data-driven talent decisions.
• Experience recruiting for technical products or technology solutions where commercial candidates must credibly engage technical buyers is a plus.
• Knowledge of employer branding and talent-market research, particularly for commercial audiences, is advantageous.
• Training or certification in structured interviewing or assessment methodologies is a bonus.
• Experience developing diversity-sourcing strategies and inclusive recruitment practices is desirable.

• Compensation: CA$94,000–CA$110,000 base salary, with eligibility for a bonus.
• Remote work: Remote-friendly position for candidates based in Canada, excluding Quebec.
• Flexible working hours: Freedom to structure your work in a way that supports productivity and personal needs.
• Paid time off: Three weeks of vacation plus six additional paid seasonal days off each year.
• Health & wellness: Extended health, dental, health or lifestyle spending, and counselling benefits from day one, with no waiting period.
• Parental support: Parental Leave Top-Up Program for new parents through childbirth or adoption.
• Learning & development: Annual learning budget and employer-funded training programs to support continuous professional growth.
• Profit sharing: Bi-annual profit-sharing opportunities.
• Retirement savings: RRSP/TFSA matching program.
• Volunteer time: Paid time off to participate in organized volunteer opportunities and support community initiatives.
• Meaningful work: Opportunity to directly influence organizational growth by bringing high-performing commercial talent into a dynamic technology environment.
• Collaborative culture: Work alongside a supportive HR and Talent Acquisition team with strong cross-functional relationships and autonomy to implement ideas.
• Remote-friendly environment: A culture designed to support sustainable work-life balance and prevent burnout.