Senior Talent Acquisition Specialist

Take Your Career to the Next Level at Mevotech!

Mevotech is a North American leader in aftermarket auto parts, specializing in the design, engineering, and distribution of driveline, steering, and suspension components—both branded and private label. Built on a foundation of innovation, our products are engineered for maximum durability and performance.

With a growing team of over 600 employees across Canada and the U.S., our success is powered by passionate, dedicated professionals who thrive in a collaborative and forward-thinking environment.

🏆 Proudly recognized as one of Canada’s Best Managed Companies in both 2023 and 2024 for our industry leadership, global practices, and sustained growth.

Explore what makes Mevotech a great place to grow your career—visit our Careers Page to learn more about our values, workplace culture, and commitment to employee wellness.

Senior Talent Acquisition Specialist

The Senior Talent Acquisition Specialist plays a key role in shaping the company’s hiring success through proactive talent acquisition strategies and effective collaboration with business leaders. As a strategic advisor and hands-on recruiter, this role is responsible for leading the full recruitment life cycle—from talent sourcing through to onboarding—while enhancing the employer brand and ensuring an exceptional candidate experience.

Key Responsibilities

Talent Strategy & Advisory

• Collaborate with hiring managers and senior leaders to understand current and future workforce needs and develop tailored recruitment strategies.

• Review, update, and advise on job descriptions to ensure alignment with evolving role requirements and market trends.

• Provide insights on market conditions, talent availability, and industry benchmarks to support strategic hiring decisions.

Sourcing & Candidate Engagement

• Execute sourcing strategies using job boards, social media, professional networks, employee referrals, and direct outreach.

• Build and maintain pipelines for high-priority and hard-to-fill roles, proactively engaging passive candidates.

• Act as a brand ambassador to communicate the organization’s culture and values and deliver a compelling candidate experience.

Screening, Interviewing & Selection

• Conduct resume reviews, pre-screens, and structured interviews to evaluate candidate qualifications and potential.

• Facilitate interview coordination and use assessment tools such as The Predictive Index to support data-driven hiring decisions.

• Coach hiring managers on interviewing best practices and ensure consistent and inclusive selection processes.

Offer Management & Onboarding Support

• Partner with HR and hiring managers to prepare and present competitive offers aligned with internal compensation and market data.

• Lead salary, benefits, and offer negotiations while ensuring transparency and equity.

• Support the onboarding process to ensure a smooth and positive transition for new hires.

Data & Process Optimization

• Monitor and report on key recruitment metrics (e.g., time-to-fill, quality of hire, source effectiveness) to measure success and identify opportunities for improvement.

• Recommend process enhancements and adopt tools that streamline hiring workflows and improve candidate outcomes.

• Leverage applicant tracking systems (ATS) and other digital tools to maintain organized and efficient recruitment operations.

Qualifications & Requirements

• Experience: Minimum 10 years of talent acquisition experience with a proven record of delivering results; agency and/or engineering recruitment experience is an asset.

• Strategic Acumen: Ability to consult with business leaders, offer talent market insights, and influence hiring decisions.

• Assessment Skills: Proficient in using tools such as The Predictive Index or other structured assessment platforms.

• Communication: Excellent interpersonal and advisory skills; able to present confidently to stakeholders at all levels.

• Adaptability: Skilled at managing multiple priorities in a dynamic, fast-paced environment.

• Technical Proficiency: Strong knowledge of LinkedIn Recruiter, social media sourcing, MS Office, ATS, and HRIS systems.

• Education: Post-secondary education in Human Resources, Business, or a related field is an asset.

Working Conditions

• Hybrid Work: Onsite 3 days per week; remote work 2 days per week.

• Travel: Occasional travel required to company sites and events as needed.