Talent Acquisition Manager

Remote from: Canada
Salary, yearly, CAD: 104,500 - 132,000
Department: HR & Recruiting
Employment type: Full Time,
Job posted: 26 May 2026
Apply before: 26 Jun 2026
Experience level: Midweight
Views / Applies: 20 / 5

Protecting Canadians with simple and affordable insurance.

Insurance
2018

AI Summary

PolicyMe is seeking a Talent Acquisition Manager to lead recruitment, focusing on software engineering and product hiring. The role involves owning the recruitment function, partnering with hiring managers, improving processes, and using data to drive decisions. Ideal candidates have 1-2+ years in a TA leadership role, experience in fast-paced startups, and strong collaboration skills. The position offers a competitive compensation package and is remote-first with a Toronto office option.

Role DNA

Job Complexity

Easy Hard

Pace & Pressure

Relaxed Fast-paced

Autonomy Level

Guided Full Ownership

Communication Load

Independent Highly Collaborative

AI Insight This role requires a high level of expertise in recruitment strategy, stakeholder management, and process improvement, with a strong focus on technical hiring, making it challenging but not the hardest.

Salary Analysis

AI Insight The offered salary range of $104,500-$132,000 CAD is competitive for a Talent Acquisition Manager role in Canada, aligning with market rates. The median of $118,250 CAD is reasonable for the responsibilities and startup environment.

Key Skills

Talent Acquisition Recruitment Strategy Engineering Hiring Stakeholder Management Process Improvement Data-Driven Recruiting Startup Hiring Candidate Experience Interview Training Sourcing

Cover Letter Sample

I am excited to apply for the Talent Acquisition Manager role at PolicyMe. With over 5 years of experience in recruitment, including leading teams in high-growth startups, I am confident in my ability to own and scale your hiring function. I have a proven track record in sourcing and closing top engineering and product talent, as well as implementing structured hiring processes that improve quality and efficiency.

At my previous company, I reduced time-to-fill by 30% while maintaining high candidate satisfaction scores. I thrive in fast-paced, collaborative environments and am skilled at partnering with hiring managers to define needs and execute searches. I am particularly drawn to PolicyMe's mission of disrupting the insurance industry and would love to contribute to your growth.

Thank you for considering my application. I look forward to the possibility of discussing how I can help build an exceptional team at PolicyMe.

Possible Interview Questions

How would you approach building a sourcing strategy for hard-to-fill engineering roles?

I would start by understanding the specific technical requirements and team culture. Then, I'd leverage outbound sourcing on LinkedIn and GitHub, attend tech meetups, and build talent pipelines through referrals. I'd also use boolean searches and tools like Hiretual to find passive candidates.

Describe a time you improved a hiring process. What was the impact?

At my last company, I noticed a bottleneck in the interview feedback stage. I implemented a structured feedback form and set a 24-hour deadline for interviewers. This reduced time-to-hire by 20% and improved candidate experience.

How do you partner with hiring managers to ensure alignment on candidate profiles?

I schedule a kickoff meeting to discuss the role requirements, team dynamics, and must-have skills. I then create a detailed candidate scorecard and review it with the manager. Throughout the process, I provide regular updates and seek feedback to adjust the profile as needed.

How do you use data to improve recruitment performance?

I track metrics like time-to-fill, source effectiveness, and conversion rates. I analyze funnel data to identify drop-off points and implement targeted improvements. For example, if candidates drop off after the phone screen, I might revise the screening questions or provide better prep materials.

How would you handle a situation where a hiring manager wants to move forward with a candidate you feel is not a good fit?

I would have a candid discussion with the manager, presenting specific data or observations about the candidate's skills or cultural fit. I'd suggest alternative candidates or additional assessments to validate concerns. Ultimately, I respect the manager's decision but aim to ensure they have all the information.

Overview of the role:

We’re looking for a thoughtful, hands-on leader to help scale PolicyMe through our next phase of growth. As our Talent Acquisition Manager, you’ll own our recruitment function, and be responsible for hiring for key roles across a variety of functions, with a strong focus on software engineer hiring. This role is ideal for someone who enjoys balancing hands-on execution with process improvement, stakeholder management, and hiring strategy. You’ll play a key role in shaping how we attract, assess, and hire top talent while helping build a scalable and high-performing recruitment function.

What you’ll be doing:

Own and lead the Talent Acquisition function at PolicyMe, helping shape how we hire and scale the company, while also owning key roles yourself across technical and business functions, with a strong focus on Product and Engineering hiring.

Partner closely with hiring managers to define hiring needs, align on candidate profiles, and move searches forward effectively.

Lead sourcing efforts across outbound channels, referrals, networking, pipeline-building initiatives, and early talent hiring programs to attract high-quality talent.

Support scalable, high-quality hiring across the company by identifying bottlenecks, improving recruiting workflows, and strengthening interview processes and manager calibration practices.

Use recruiting data, market insights, and funnel trends to help inform hiring decisions and improve overall recruiting performance.

Own recruiting reporting and dashboards, using hiring metrics, funnel data, and market insights to help improve recruiting performance and support hiring decisions.

Work closely with leadership and the broader People team through a highly collaborative, fast-moving environment that requires constant communication and quick alignment.

What we are looking for:

1–2+ years of experience in a Talent Acquisition Manager, Recruitment Lead, or team lead capacity, with ownership over a function or a significant portion of the hiring process.
Experience operating in fast-paced startup or high-growth environments where priorities and hiring needs evolve quickly.
Strong collaboration and communication skills, with the ability to work through constant alignment, quick feedback loops, and cross-functional partnership.
Proven experience solving difficult hiring challenges, particularly across Product and Engineering hiring.
Strong talent judgment with the ability to assess both technical capability and long-term team fit.
Comfort working within a lean People team where everyone operates hands-on and contributes across execution, process improvement, and problem-solving.
Experience improving interview quality through interviewer training, hiring manager calibration, and structured hiring practices.
Ability to balance urgency with thoughtfulness while maintaining a strong candidate experience and high hiring standards.
Resourceful and solutions-oriented mindset, with a proactive approach to identifying and solving hiring challenges.
Strong relationship-building skills and the ability to become a trusted partner to hiring managers, leadership, and candidates.

Why join us:

Generous PTO – 20 vacation days

A comprehensive benefits plan with premiums paid in full by PolicyMe

Investment in your professional development, including an L&D budget, AI tooling budget, performance reviews twice a year and ongoing feedback to ensure you reach your highest potential

An extremely high performing, low-ego, remote-first team that is truly disrupting an old industry

Option to work from home or our Toronto-based office (bonus: we cover the costs to bring all our employees in-person twice a year for experiential socials!)

Access to stock options based on performance

Compensation: The total target cash compensation for this role is $104,500 – $132,000 CAD, based on experience. We’ll walk through the details together during the interview.

About PolicyMe:

At PolicyMe, we are Canada’s leading digital insurance solution, offering straightforward and affordable financial protection for families from coast to coast. Our product suite includes Life Insurance, Critical Illness Insurance, and Health & Dental Insurance, all tailored to Canadians’ evolving needs. We also offer B2B2C solutions, partnering with organizations to provide seamless digital insurance options. Founded by a team of insurance experts and technology entrepreneurs, PolicyMe is committed to making insurance simpler and more accessible. Since our launch in 2018, we have grown exponentially, selling over $10 billion in insurance coverage to Canadians.

We are proud of the team we’ve built and are excited for those that are yet to join us. We operate with a remote-first culture, attracting top talent from across Canada. If you’re looking for a fast-paced, collaborative environment, working alongside incredibly ambitious yet humble humans, we may be the right place for you! To learn more, visit www.policyme.com.

Additional Notes:

Job Vacancy: This role reflects growth in our team and expanded operational scope. We’re hiring to support increasing demand and continue delivering an exceptional customer experience.
Commitment to Equal Opportunity: PolicyMe is an equal opportunity employer. We welcome applicants of all backgrounds and provide fair consideration regardless of race, colour, religion, sex, sexual orientation, gender identity, national origin, or disability.
Accessibility Statement: We are committed to providing an accessible hiring experience. If you require accommodations during the application process, please indicate this in the “Additional Information” section of your application.

We thank all applicants for their interest, however, only those selected for an interview will be contacted.

Apply now >