Where education meets innovation. At Circuit Stream, we offer skill-based, online programs for adults ready to upskill or reskill and an innovative summer camp experience for youth in fields like technology, design, and business. We partner with the best universities in North America to deliver hands-on, applied learning that opens doors to future opportunities. Whether you're building your career or helping others build theirs, you’ll thrive in a fast-paced environment that values innovation, results, personal growth, and a collaborative team culture.
Great programs do not run without great people. This role sits at the centre of the hiring engine that finds the teammates, instructors, teaching assistants, and youth experience coordinators who bring Circuit Stream’s programs to life.
We are not looking for someone who posts a job and waits for the internet to do the rest. You will build pipelines before roles become emergencies, move strong candidates through the process quickly, keep hiring managers aligned, and make sure no great candidate disappears into a black hole.
You will recruit across three very different hiring motions: year-round Head Office roles, specialist Adult Bootcamp instructors, and high-volume seasonal Pre-University teams across multiple markets. The pace changes throughout the year, but the standard does not: the right people, in the right roles, ready on time.
This is a hands-on individual contributor role. You will have clear goals, real ownership, and a visible impact on the quality and growth of our programs.
Build Talent Pipelines Before We Need Them
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Proactively source candidates through LinkedIn, university relationships, job boards, industry communities, referrals, events, and targeted outreach.
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Build and maintain reusable talent pools for recurring roles instead of starting from zero every hiring cycle.
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Create market-by-market sourcing plans for seasonal Pre-University hiring and maintain backup candidates for critical roles.
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Write outreach that feels personal, credible, and worth responding to—not like it was sent to 400 people before breakfast.
Run High-Volume Recruitment Campaigns
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Act as an informed, energetic first point of contact for candidates and clearly communicate what Circuit Stream, the role, and the hiring process are really like.
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Set expectations, follow up quickly, and keep candidates informed throughout the process.
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Write clear interview summaries and recommendations that help hiring managers make faster, better decisions.
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Protect the candidate experience even when the answer is no. Fast, respectful, and direct beats vague every time.
Create a Candidate Experience Worth Remembering
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Own execution of new market launches, course launches, and promotions
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Ensure campaigns launch cleanly across marketing, admissions, and partners
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Work with designers and developers to execute landing pages
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QA full funnel experience (forms, flows, CRM, checkout)
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Continuously improve conversion performance
Close, Onboard, and Launch New Hires
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Collect candidate information and coordinate job offers, contracts, background checks, forms, and other pre-employment requirements.
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Support system access, training, and orientation logistics for new instructors and seasonal support staff.
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Complete applicable Work Integrated Learning grant applications for eligible teaching assistants and youth experience coordinators.
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Work closely with Talent, Education, Student Experience, and hiring managers to ensure new hires are ready before day one.
Improve the Recruiting Machine
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Keep Humi or the applicable applicant tracking system accurate, current, and useful—no mystery stages, missing notes, or detective work required.
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Track hiring progress and recruiting metrics such as pipeline coverage, time to fill, stage conversion, offer acceptance, and staffing gaps.
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Identify bottlenecks, recommend process improvements, and help build repeatable hiring playbooks for recurring roles and markets.
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Continuously improve job descriptions, sourcing channels, interview questions, scorecards, and handoffs based on what the data and experience tell us.
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Critical roles are filled by the dates the business needs them—not after the fire alarm is already ringing.
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Strong candidate pipelines exist before peak hiring periods begin.
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Hiring managers always know the status, risks, and next actions for their open roles.
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Candidates move through a fast, organized, and professional process.
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The applicant tracking system is reliable enough to function as the source of truth.
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Each hiring cycle becomes more predictable, efficient, and scalable than the one before it.
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2–4+ years of hands-on talent acquisition or recruiting experience.
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Experience recruiting for technical, business, education, or instructor roles is strongly preferred.
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Experience in a recruitment agency or another environment where you built pipelines from scratch is a major asset.
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Experience supporting high-volume or seasonal hiring campaigns, ideally across multiple roles or locations.
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Strong sourcing skills and confidence approaching passive candidates through LinkedIn and other channels.
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Experience with structured screening, interview coordination, references, offers, and pre-onboarding workflows.
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Comfort working in an applicant tracking system such as Humi and using Google Sheets to manage and report on hiring activity.
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Clear written and verbal communication, sound judgment, and an exceptionally high standard for organization and follow-through.
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Post-secondary education in human resources, psychology, business, or a related field is welcome, but equivalent practical experience matters more.
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Ability to work full-time and fully on-site at our Calgary office.
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You genuinely enjoy the hunt. Hard-to-fill roles make you curious, not discouraged.
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You are proactive enough to build the bench before someone asks where the bench is.
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You like goals, deadlines, and knowing whether the hiring plan is on track.
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You can handle high volume without lowering the bar or losing the human touch.
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You notice process problems, speak up, and help fix them.
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You are resourceful, persistent, coachable, and comfortable changing course when the evidence says you should.
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You bring positive energy to serious work. High standards and a sense of humour can coexist.
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You prefer to post roles and wait for qualified candidates to appear.
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You see recruiting as scheduling and administration rather than owning a hiring outcome.
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Slow follow-up, messy notes, or an out-of-date applicant tracking system do not bother you.
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You need perfect instructions before taking the next step.
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You avoid direct conversations, clear recommendations, or honest feedback.
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You are uncomfortable with seasonal peaks, shifting priorities, or a fast-moving environment.
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Competitive compensation aligned with experience and performance.
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A high-impact role where your work directly influences program quality, business growth, and learner outcomes.
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Clear goals, visible results, and real ownership over how recruiting gets done.
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The opportunity to build repeatable hiring systems for a growing, multi-market education company.
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Competitive health and dental benefits, including coverage for services such as massage, physiotherapy, and vision.
- Catered team lunches every Friday and access to a private gym at the office.
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Team-building activities and a training and development fund for approved courses or workshops after probation.
Skip the generic five-paragraph cover letter. Submit your resume and a short note answering these three questions:
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What is the hardest role you have successfully filled, and how did you find the person?
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What is the highest-volume hiring campaign you have supported, and what did you personally own?
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What recruiting metric or signal do you watch most closely, and why?
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