Talent Acquisition Partner

CapIntel is a software platform built for wealth management enterprises to help financial advisors explain complex investment strategies to their clients. Advisors at some of the biggest banks across North America are winning trust by using CapIntel to easily compare investments and create compelling, educational presentations. Ultimately, we’re focused on investors getting better service, understanding their investments, and feeling at ease knowing their future is secure.

Since launching in 2019, CapIntel has seen rapid adoption and industry recognition, earning top placements in Deloitte’s Technology Fast 50 Canada and Fast 500 North America in 2025, ranking us among the fastest-growing technology companies. To support this momentum, we’re growing our team—rapidly—investing in people who drive innovation at scale to expand our impact across the North American wealth management industry.

About the role

CapIntel is hiring a Talent Acquisition Partner to own hiring end to end.

First impressions matter! As the first human connection a candidate has with CapIntel, you set the tone for everything that follows. You will own the full-cycle recruitment process for your requisitions, acting as a trusted partner to hiring managers while championing a candidate experience that’s thoughtful, transparent, and genuinely memorable. If you believe hiring should feel less like a transaction and more like a relationship, this role is for you! You’ll have the opportunity to make a real impact to the business and our growth—working alongside our People & Talent Partner, carrying real ownership from day one, with a partner beside you who knows the business and the process. Every search is yours: you help write the job description, build the pipeline, run the process, and close the offer. The role goes past filling roles. You’ll help hiring managers build their teams, sharpen how we interview, and shape how candidates experience CapIntel from first message to first day.

What you’ll do

Own full-cycle recruitment

• Run searches end to end across technical and non-technical roles, from kick-off through to signed offer
• Keep candidates and hiring managers informed at every stage. Clear communication, no black holes
• Hold several active searches at once without letting the quality of any one of them slip

Source strategically and build pipeline

• Build sourcing strategies that reach well beyond inbound applicants
• Develop and nurture talent pools for the roles we know are coming
• Track time to hire, pipeline conversion and candidate experience, then use data to change how we work

Partner with hiring managers

• Run intake meetings that get to the real requirements
• Bring market and compensation data into hiring conversations so decisions are grounded
• Coach managers on structured interviewing, scorecards and fair assessment

Raise the bar on how we hire

• Build and improve our interview kits, scorecards and interviewer training so hiring is consistent and evidence-based
• Strengthen our employer brand and careers presence: what we say about working here, and where candidates find it

Work across the People team

• Align hiring plans with company and team goals alongside the People team
• Help make the handoff from offer to onboarding feel seamless
• Take on People and Talent projects as they come up

What you’ll bring

• Full-cycle recruiting experience across both technical and non-technical roles, ideally at a growth-stage company
• Advisory instincts. A track record of partnering and advising hiring managers, including the confidence to push back. This is not a coordinator position
• Real sourcing skill. You can build a pipeline from scratch for a role with no obvious candidate pool
• Organization under load. You can hold several searches at once and still hit what you committed to
• Comfort with modern recruiting tools and ATS platforms. We use Greenhouse
• Judgment on building diverse teams and on designing a process that reduces bias

Nice to have

• SaaS, fintech or wealthtech experience
• Experience improving a recruiting process or building interviewer training from the ground up
• Exposure to employer brand or careers-site work