Technical Recruiter
Job description
About the role
Technical Recruiter sets the early talent strategy for engineering and product. This role establishes foundational recruiting standards and represents Bree's brand throughout the candidate journey. The position partners with hiring managers from initial discussion through offer closure.
People teams handle hiring, development, and employee experience. Recruiters find and screen candidates. HR partners advise managers on policy and performance. People operations run payroll, benefits, and compliance. The work requires discretion, fairness, and clear communication. People teams support employees through every stage, from hiring to exit. Most companies run structured processes for reviews, compensation, and policy changes.
Key facts
What you'll do
End-to-end ownership of hiring for technical roles connects kick-off sessions with offer finalization. Talented passive candidates for difficult engineering and product roles are sourced using LinkedIn Recruiter and targeted outreach. Standardized, scalable hiring workflows are created and adopted to keep pace with company growth, with AI proficiency as a core requirement. Consistent communication is maintained with candidates, and follow-through plus long-term relationship building are handled by this role.
Requirements
3+ years of full-cycle technical recruiting experience is required in fast-paced startup or high-growth environments. A proven ability to find and engage passive candidates who are not actively seeking new roles is mandatory. Navigating ambiguity and establishing processes from scratch is expected without constant direction. Screening for both skill and culture fit for engineering and product teams must be performed effectively. Confident pitching of the Bree vision to candidates and Board members is required. Hands-on experience with ATS platforms and sourcing tools like LinkedIn Recruiter is necessary.
Practical notes
This contract role begins part time with a path to full-time employment. The work location is in Toronto. Typical interview steps
People team interviews usually include a case scenario, a policy question, and behavioral rounds. Candidates may be asked to design an interview process or handle a sensitive employee situation. Confidentiality and judgment are tested throughout. Structured answers with empathy land best. Interviewers often test how you handle sensitive information and disagreement. Framing answers around policy, fairness, and company values works well.
Good to know
Technical recruiting in fast-growing finance teams emphasizes speed and ownership. Modern sourcing tools and AI support help identify specialized talent. Clear communication bridges technical teams and business stakeholders. Employer branding affects long-term talent quality and retention. Data-driven decisions improve hiring outcomes over time.
Questions to ask
Good questions to ask the employer in the interview: what does success look like in the first six months, how is the team structured, what is the current biggest challenge, and how are decisions made. Asking about growth paths and the review process is also well received. Employers expect questions, and good ones show preparation.
Career growth
People careers grow from coordinator to generalist, manager, and director levels. Recruiters can move into talent leadership. HR partners can move into people operations leadership. Business acumen becomes more important at each level. People careers reward breadth across recruitment, development, and operations. Experience with tools such as HRIS and ATS systems helps at every level.
About the company
About the location
Canada's largest city has a strong tech and startup scene. Monthly costs around $2,600. King West and Liberty Village have coworking density. Winters are cold (-10°C). Summers are warm and the city comes alive. Multicultural food scene.
About the company
Bree is a consumer finance platform that brings better, faster, and cheaper financial services to over half the Canadian population who live paycheck to paycheck. We were part of Y Combinator in 2021 and raised a $2M seed round shortly after. We are growing at a double-digit monthly rate and are profitable.