Recruiter - Full Time (Guardteck)

Job summary

Manage full-cycle recruitment for both salaried and high-volume hourly roles while building diverse talent pipelines. Partner with hiring managers to design roles, conduct community outreach, and ensure a seamless onboarding experience for new hires.

Job details

Who We Are Guardteck Security is a trusted Canadian-owned and operated provider of security services, proudly operating under Kandor Management Corp., a facility services provider alongside Everclean Facility Services and Kendrix Technologies. We support clients across a diverse range of industries. We believe that exceptional service begins with the right people. That’s why we invest heavily in our team through thorough training, ongoing support, and genuine opportunities for growth. When our people are empowered and set up for success, it reflects in every interaction and at every site we support. Security is more than a service, it’s a responsibility. Our teams are committed to creating safe, reliable environments while building strong relationships with the clients and communities we support. Every site is approached with professionalism, consistency, and a commitment to doing things the right way. Our strength lies in our people. Every role contributes to the outstanding level of service we are known for, and each individual brings unique value to our team. We are proud to be an equal opportunity employer, dedicated to creating a workplace where individuals can develop meaningful, long-term careers. This is an exciting opportunity to join Guardteck’s security team and be part of the impactful work we do. Full-Cycle Recruiting — Salaried & Hourly Roles Manage concurrent requisitions across both salaried professional and high-volume hourly roles, maintaining quality and pace without compromise Source, screen, conduct interviews, extend offers, and close candidates across multiple talent segments simultaneously Apply skills-based hiring practices to evaluate candidates not just on experience, but on potential, adaptability, and cultural alignment with Guardteck's values Manage the full candidate experience from first touchpoint to first day, ensuring every interaction reflects who we are Proactive Sourcing & Talent Pipeline Building Build and maintain a diverse, multi-channel talent pipeline — including past applicants, referrals, alumni, and direct sourcing — so Guardteck is never starting from zero 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 labor data to inform sourcing strategies, anticipate future talent needs, and advise hiring managers proactively — not just reactively Explore unconventional and niche sourcing channels, including professional networks, community organizations, industry-specific groups, and social media, to reach candidates who may not be actively searching Hiring Events & Community Outreach Plan, coordinate, and participate in hiring fairs and recruitment events — including community job fairs, virtual hiring events, and Guardteck-hosted open house sessions — 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 talent pipelines for both 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 — mirroring best-in-class campus hiring models that build relationships across hundreds of events per year Engage with community employment programs, newcomer support organizations, military transition programs, and other community partners to diversify Guardteck's talent pool and extend our reach into underrepresented candidate segments Represent Guardteck at external events as a brand ambassador, sharing authentic stories about our culture, career paths, and commitment to safety and service Stakeholder Partnership 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 on market conditions, realistic candidate profiles, and competitive compensation — serving as the go-to talent expert in the room, not just an order-taker Participate in workforce planning conversations, bringing forward data and candidate market insights that help operational leaders think ahead about their talent needs Onboarding Support Serve as a key point of contact throughout the pre-boarding and onboarding journey, coordinating background screenings, documentation, orientation scheduling, and new hire check-ins Partner with HR and operations to ensure every new Guardteck team member — hourly and salaried alike — experiences a warm, organized, and culture-connected start Capture new hire feedback on the onboarding experience and share insights with the team to continuously improve how we welcome people into the Guardteck family Ensure new hires feel a genuine sense of belonging and connection to our core values from day one, not just their first week Employer Brand Ambassadorship Bring consistency, warmth, and authenticity to every candidate touchpoint — whether at a job fair, on a campus, in a screening call, or across digital platforms Help tell the Guardteck story in compelling, human ways — using real experiences, real culture, and real values to attract people who truly belong here Process & Data Ownership Maintain accurate and up-to-date candidate records in our ATS, tracking every step of the process with care and precision Track and analyze recruitment metrics — including time-to-fill, source effectiveness, offer acceptance rates, and quality of hire — and use that data to continuously sharpen your approach Ensure all recruitment activities comply with employment law, data privacy requirements, and Guardteck's commitment to fair, equitable, and inclusive hiring practices What We're Looking For Experience & Knowledge 2+ years of recruiting experience, ideally in a high-volume, fast-paced environment (security, logistics, facilities, hospitality, or related industries are a strong asset) Experience recruiting across multiple employment types — both hourly and salaried populations Demonstrated ability to manage multiple requisitions simultaneously without dropping the ball on quality or candidate experience Experience planning or attending hiring events, career fairs, or campus recruitment activities Exposure to onboarding processes and coordination activities is a strong plus Skills & Capabilities Recruiting is evolving, and so must our recruiter. We are looking for someone who embodies the shift from transactional processor to strategic orchestrator. Relationship builder: You know how to earn trust quickly with candidates, hiring managers, colleagues, and community partners alike Adaptable & resilient: Change doesn't rattle you — it energizes you Organized & detail-oriented: You can manage complexity without losing accuracy Data-informed: You are comfortable using ATS data, sourcing analytics, and market insights to inform decisions Human-first mindset: You understand that behind every resume is a real person making an important career decision, and you treat every interaction accordingly Community-minded: You see the value in showing up beyond the job boards — in classrooms, community centres, industry and campus events — to find the right people where they are Curious & growth-oriented: You stay on top of best practices in talent acquisition and are eager to develop your craft The typical hiring range for this position is from $60,000 to $70,000 annually; the base pay offered is based on market location and may vary depending on job-related knowledge, skills, experience, and internal equity. Why Join Guardteck Growth Potential We’re expanding quickly and promote from within. Those who step up and deliver have real opportunities to advance. Learn & Develop Gain hands on exposure across operations, including client relations, leadership, recruitment, compliance, and service delivery. Build practical skills that support long term growth. Strong Team Environment Be part of a team that communicates clearly, supports one another, and shows up ready to perform. Purpose Driven Work Our people keep communities safe and facilities running smoothly. In this role, you directly support the teams delivering essential services every day. Recognition & Appreciation We recognize initiative, reliability, and results. Hard work doesn’t go unnoticed, and wins are celebrated across the team. If this opportunity excites you and you think you’d be a great fit, we’d love to hear from you. Ready to be awesome? Apply today and help us build something special. Guardteck is an equal opportunity employer. We value diversity and are committed to an inclusive workplace for all.

What you’ll do

Manage full-cycle recruitment for both salaried and high-volume hourly roles while building diverse talent pipelines. Partner with hiring managers to design roles, conduct community outreach, and ensure a seamless onboarding experience for new hires.

Requirements

Requires at least 2 years of recruiting experience, preferably in high-volume environments like security or hospitality. Candidates must demonstrate strong organizational skills, data-informed decision-making, and the ability to build relationships with diverse stakeholders.

Benefits

• Professional development
• Career growth opportunities
• Training and support

Listed skills

• Interviewing · Preferred
• Data analysis · Preferred
• Communication · Preferred
• Relationship Building · Preferred
• Stakeholder Management · Preferred
• Onboarding · Preferred

Other relevant skills

Identified from the job description. Confirm important requirements above.

• Full-cycle recruiting
• High-volume hiring
• Sourcing
• Interviewing
• Candidate experience
• Talent pipeline management
• Stakeholder management
• Onboarding
• Data analysis
• ATS management
• Relationship building
• Market intelligence
• Employer branding
• Workforce planning
• Communication
• Community Outreach
• Talent Pipelining
• Full-Cycle Recruitment
• Recruitment Metrics
• Workplace Inclusivity
• Building Trust
• Professionalism
• Data Sovereignty
• Curiosity
• Employer Branding
• Professional Networking
• Data Privacy
• Resilience
• Planning
• Adaptability
• Management
• Labor Law
• Equities
• Leadership
• Market Intelligence
• Operations Security
• Operations
• Workforce Planning
• Scheduling
• Coordinating
• Reliability
• Detail Oriented

Job areas

• Human Resources
• Security & Safety
• Administrative
• Recruiter
• Recruiter (General)
• Personnel and Careers Professionals
• Human Resources Specialists

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