Recruiter Guardteck

Position: Recruiter - Full Time (Guardteck)
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 under‑represented 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

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