Talent Attractor

Relay is a digital banking platform that gives self-made business owners the tools and know-how to be great with money - bringing clarity, confidence, and control to every dollar earned, so they can turn hard work into lasting success. We do this by replacing financial guesswork with real visibility, transforming cash flow from a constant source of stress into a clear signal owners can use to run stronger, more resilient businesses.

Relay is scaling fast, and winning top talent is the fuel that keeps us moving. As our first-ever Talent Attractor, you will build and own the top of the recruiting funnel the same way elite go-to-market teams build pipeline: by creating demand, telling a compelling story, and systematically converting interest into action.

This role sits at the intersection of recruiting, demand generation, and outbound GTM. You will treat talent as a market, roles as products, and sourcing as a growth engine. Your job is not to wait for applicants. It is to proactively generate awareness, interest, and intent among high-caliber talent, long before they enter an interview process.

You will research markets, design outbound campaigns, test channels, and optimize conversion at every stage; from first touch to recruiter handoff. This is not an administrative sourcing role. It is a high-ownership, metrics-driven function built for someone who thrives on experimentation, urgency, and visible impact.

If you are energized by building pipelines from scratch, thinking like a marketer, and seeing your work directly translate into hires, this role is foundational to Relay's growth.

What You'll Be Doing

• Talent Demand Generation: Own talent as a demand funnel: identify target personas, priority markets, and talent segments aligned to Relay's hiring roadmap. Build repeatable, scalable talent pipelines the way GTM teams build account lists, through research, segmentation, and prioritization.

• Campaigns: Proactively generate high-value talent pools using LinkedIn, niche platforms, referrals, events, and non-traditional channels. Treat sourcing like outbound sales: thoughtful targeting, strong hooks, and disciplined follow-up.

• AI-Driven Scale: Leverage AI and automation tools to scale sourcing, outreach, and research without sacrificing personalization

• Funnel Metrics & Optimization: Own top-of-funnel performance metrics end-to-end; Analyze conversion data to identify drop-offs, test improvements, and increase pipeline efficiency

• Experimentation: Run structured experiments on channels, messaging, targeting, and cadence; introduce at least one new experiment per month.

• Collaboration: Partner closely with Talent Acquisition Partners, delivering calibrated candidates who are ready to interview and move quickly through the funnel

Who You Are

• You have 3+ years of experience in talent sourcing, recruiting, outbound sales, demand generation, growth marketing, or a similarly metrics-driven prospecting role

• You think in funnels, conversion rates, and pipeline health. And you use data to tell the story

• You understand that great sourcing is closer to marketing and sales than administration

• You are a creative prospector who looks beyond LinkedIn and job boards to find and engage exceptional talent

• You are a strong storyteller who can capture attention quickly and articulate why Relay is worth joining

• You thrive in fast-moving environments with high accountability and high ownership

• You collaborate well with Talent Acquisition Partners while owning your lane end-to-end

What Success Looks Like

• 75-100 quality outbound reachouts per week with ≥33% response rate

• ≥35-40% recruiter pass-through rate from screens

• ≤5 days to calibrate per new role

• ≥33% of total hires come from sourced pipelines

• At least 1 new sourcing/channel experiment per month

THE INTERVIEW PROCESS

• Stage 1: A 45-minute interview with a member of our Talent team

• Stage 2: A 60-minute interview with a Senior Manager, Talent Acquisition

• Stage 3: A 45-minute in-person values interview with a member of our leadership team

• Stage 4: A 60-minute case study presentation with members of our People team

Our Compensation Approach

We believe Relayers should feel rewarded for the impact they have on our mission and growth. Compensation follows impact. As impact increases, compensation grows, and we do not limit compensation changes to a once-a-year review cycle.

The annual salary range for this role is $85,500 CAD to $104,500 CAD.

For candidates who demonstrate full readiness for the defined scope of the role, the typical starting salary is $95,000 CAD per year. Offers below this point reflect candidates we believe can grow into the full scope of the role with support and development. Offers above this point reflect impact that meaningfully exceeds the role's defined expectations or an expanded scope from day one.

We encourage you to have a conversation with your recruiter and ask