Technical Talent Acquisition Manager | Gestionnaire en acquisition de talents techniques

Are you ready to dive into the world of cutting-edge video game development? Headquartered in Montreal, Behaviour Interactive is at the forefront of the gaming industry, crafting unforgettable experiences across PC, console, and mobile platforms. We’re a dynamic, independent studio of over 1200 passionate employees, with studios in Toronto (Behaviour Toronto), Rotterdam (Behaviour Rotterdam) and in the UK (Behaviour UK–North & South). Our day to day revolves around two core business focuses: Services and Original Games. Our Services team collaborates with gaming and entertainment giants like Disney, Sony, Activision, and Nintendo, delivering exceptional work-for-hire development and pioneering immersive location-based entertainment (LBE). Meanwhile, our Original Games unit pushes our creative limits, with our signature IPs, including the iconic Dead by Daylight. Join us and be a part of the future of interactive entertainment!

At Behaviour Interactive, we believe in giving everyone a fair shot. We embrace a diverse and creative environment where everyone is celebrated. We value folks of all ages, sex, ethnicity, colour, ethnic or national origin, religion, sexual orientation, gender identity, civil status, disability, or any other protected characteristics as per applicable law.

We’re seeking an enthusiastic and tech-savvy Technical Talent Acquisition Manager to join our team. In this role, you will manage the day-to-day of the technical recruitment team and drive our technical talent acquisition efforts.

The Technical Talent Acquisition Manager will be responsible for driving the recruitment process for technical disciplines, including programming, tech art, and data. You will act as a business partner to key teams, leveraging your expertise to identify recruitment needs and provide insights into the talent market. Additionally, you will be a key player in building and maintaining a strong network of both active and passive candidates, utilizing modern sourcing strategies and recruitment practices.

Alongside your individual contributions, you will manage and support a technical recruitment team of 2 technical recruiters and a technical sourcer, ensuring their success through coaching, task management, and fostering continuous improvement.

• Individual Contribution (70%):
• Full-Cycle Recruiting: Own the complete recruitment process for the most business-critical technical roles. This includes disciplines such as software development, technical art, and data engineering. This will involve sourcing, screening, interviewing, and guiding candidates through the offer process.
• Technical Sourcing Expertise: Utilize advanced sourcing strategies across platforms like GitHub, Stack Overflow, LinkedIn, and other specialized networks to proactively identify and engage both active and passive candidates. You will be expected to build and maintain a robust pipeline of technical talent.
• Business Partnership: Collaborate closely with hiring managers and technical leaders to deeply understand the specific needs of each role. Use your technical knowledge to translate these requirements into effective recruiting strategies and to advise on the latest trends and demands in the tech talent market.
• Market Insight & Strategy: Leverage your understanding of the current technology landscape and competitive hiring market to provide insights and recommendations to the business. Stay informed on industry trends, emerging technologies, and new recruiting tactics to remain competitive.
• Candidate Engagement & Experience: Serve as a brand ambassador for the company, building and nurturing relationships with both active and passive candidates. Ensure candidates have a seamless, positive experience from the first touchpoint through to onboarding.
• Tech-Focused Networking: Actively engage in the tech community, attending relevant recruitment events, meetups, and conferences to expand your network and stay up-to-date on the latest recruitment best practices and technical advancement.

• Management (30%):
• Lead and Mentor the Team: Manage, mentor, and support a small team of technical recruiters and a sourcer. Provide guidance, feedback, and coaching to help them succeed and develop in their roles.
• Define Development Objectives: Work with each team member to set individual development goals, and actively contribute to performance reviews. Provide regular feedback to encourage growth and skill development.
• Task Management & Coordination: Ensure the team is aligned with recruitment priorities, assigning tasks and overseeing the execution of key projects. Monitor progress to ensure the team meets its goals and deadlines.
• Foster Collaboration and Communication: Build strong working relationships between the recruitment team and hiring managers. Ensure there is clear, consistent communication and a collaborative approach to hiring decisions.
• Team Development & Best Practices: Identify opportunities to improve team processes, share knowledge, and implement new tools and practices that enhance the team’s efficiency and effectiveness. Ensure the team is always learning and improving.
• General TA strategy: Participate in the broader TA strategy and alignment with the other TA Managers.

• Lead and Mentor the Team: Manage, mentor, and support a small team of technical recruiters and a sourcer. Provide guidance, feedback, and coaching to help them succeed and develop in their roles.
• Define Development Objectives: Work with each team member to set individual development goals, and actively contribute to performance reviews. Provide regular feedback to encourage growth and skill development.
• Task Management & Coordination: Ensure the team is aligned with recruitment priorities, assigning tasks and overseeing the execution of key projects. Monitor progress to ensure the team meets its goals and deadlines.
• Foster Collaboration and Communication: Build strong working relationships between the recruitment team and hiring managers. Ensure there is clear, consistent communication and a collaborative approach to hiring decisions.
• Team Development & Best Practices: Identify opportunities to improve team processes, share knowledge, and implement new tools and practices that enhance the team’s efficiency and effectiveness. Ensure the team is always learning and improving.
• General TA strategy: Participate in the broader TA strategy and alignment with the other TA Managers.
• Adaptability & Resilience: The ability to navigate ambiguity, manage competing priorities, and maintain high performance in a fast-paced environment.