Manager, Talent Acquisition (Remote First)

Job description

**About Us:** Zensurance is redefining commercial insurance for Canadian businesses. As a leading InsurTech, we make getting the right coverage simple, fast, and accessible through a digital-first experience. Our platform combines advanced technology with deep industry expertise to deliver tailored insurance solutions that help businesses thrive. Zensurance has been recognized for its rapid growth and industry impact: **✅ [Deloitte’s Technology Fast 50 (2023, 2024, 2025)](https://www.newswire.ca/news-releases/deloitte-canada-unveils-2025-technology-fast-50-tm-program-winners-as-tech-resilience-powers-cross-country-innovation-886643713.html)** ✅ **[Deloitte’s Technology Fast 500 (2024, 2025)](http://chrome-extension//efaidnbmnnnibpcajpcglclefindmkaj/https://www.deloitte.com/content/dam/assets-zone3/us/en/docs/services/deloitte-private/2025/us-2025-technology-fast-500-rankings.pdf)** ✅ **[Top Insurance Employers (2022)](https://www.insurancebusinessmag.com/ca/best-insurance/top-insurance-employers-2022-427797.aspx#winnersListSection)** At Zensurance, we value ownership, collaboration, and innovation. Our team thrives on solving complex challenges, challenging the status quo, and making a real impact in an industry ready for change. If you're looking to build something meaningful in a fast-growing, customer-focused company, we’d love to hear from you! We’re hiring a **Manager,** **Talent Acquisition** to lead our recruiting function and develop it into a consistent, measurable, and scalable function. This is a people leadership role. You’ll manage a team of three recruiters and, rather than carrying your own requisition load, you’ll own the systems, standards, and data that let the whole team hire consistently well. You'll report to the Senior Manager, People Operations, and own the day-to-day execution of Zensurance’s Talent Acquisition strategy. ### What you will do: ## Lead and develop the recruiting team - Manage, coach, and develop three recruiters, setting clear expectations and a growth path for each. - Build a team culture centered on consistency, candidate experience, and accountability for outcomes. - Own team capacity planning and workload distribution as hiring needs shift across the business. ## Set the hiring standard - Design and implement standardized intake, screening, and interview processes across all roles and levels. - Define what a "strong hire" looks like for key roles, in partnership with hiring managers and People leadership, and build structured scorecards and interview kits around those definitions. - Build screening that assesses how candidates work in a distributed environment, including written communication, self-direction and how they collaborate without being in the room. - Train and coach hiring managers on structured interviewing, unbiased evaluation, and how to be effective partners in the hiring process. ## Strengthen the top of the funnel - Own how we build pipeline, including sourcing, referrals, talent pools and the channels we invest in, so we're not dependent on inbound applications for hard-to-fill roles. - Set sourcing expectations and coach the team on proactive outreach, with pipeline volume and conversion tracked by role and by channel. - Build pipeline ahead of demand for the roles we hire repeatedly, using the workforce plan rather than waiting for the req to open. - Work with Marketing and People on employer brand so the roles we post reach the right candidates in the first place. ## Build recruiting data leadership can act on - Establish a reliable data foundation in our ATS so reporting can be trusted for decision making. - Define and stand up core recruiting metrics (e.g., time-to-fill, quality of hire, pipeline conversion, interviewer consistency) and build dashboards leadership can rely on. - Establish ongoing data hygiene practices so metrics stay accurate as the team scales. ## Partner across the business - Work with senior leaders across the business on hiring forecasts, role prioritization and realistic timelines, so recruiting capacity matches the plan and surprises get named early. - Partner with People Operations and HR Analytics to connect recruiting execution to workforce planning and onboarding. - Own talent acquisition operationally, translating the talent strategy you shape with HR leadership into how the team works week to week. - Work with the onboarding team on the handoff from offer to first day, so hiring quality carries through to new-hire success. ## Own the fundamentals of a modern TA function - Maintain compliance with applicable employment and human rights legislation across all stages of the hiring process. - Champion inclusive, bias-aware hiring practices across the team and hiring managers. - Manage our ATS and recruiting tech stack, and evaluate new tools as needed. - Assess and utilize automation, AI and tool integration where necessary to streamline internal processes and hiring process, without compromising human oversight. - Contribute to employer branding and candidate experience, ensuring every candidate has a consistent, professional experience regardless of outcome. - Manage recruiting vendor relationships (agencies, job boards, assessment tools) and associated budget. ### What success looks like in your first year: - Every role runs through a consistent intake, interview and scorecard process, and hiring managers use it because it works. - Recruiting metrics are accurate enough that senior leaders plan from them without asking whether the numbers are right. - Hiring managers across the business have been trained on structured interviewing, and interviewer consistency has measurably improved. - Pipeline for our repeat-hire roles is built ahead of demand, with sourced candidates making up a meaningful share of hires rather than a rounding error. ### What you bring: - 5+ years of ***talent acquisition leadership*** experience including developing a recruiting team. - A proven track record of building or rebuilding a TA function, rather than inheriting a mature one, including standing up interview frameworks, hiring standards, and recruiting metrics from scratch. - Demonstrated success building top-of-funnel pipeline through sourcing, referrals and talent pooling, and coaching a team to do the same. - Strong command of recruiting data and ATS administration, with the ability to turn messy or unreliable data into clean, trustworthy reporting. - Experience training and influencing hiring managers, including those outside of People/HR, on structured and inclusive interviewing practices. - Comfort operating as an execution and data owner within a broader talent strategy set by others, rather than setting that strategy independently. - Excellent stakeholder management skills and the judgment to prioritize a build-phase roadmap under real hiring pressure. - Experience in a scaling mid-size organization (roughly 200-1000 employees) is an asset.