Experienced Talent Acquisition Senior Manager

Line of Service

Internal Firm Services

Industry/Sector

Not Applicable

Specialism

IFS - Human Capital (HC)

Management Level

Senior Manager

Job Description & Summary

At PwC, our people in talent and development focus on finding, deploying, training and enabling talent through talent identification and enhancing employee skills and knowledge, fostering a culture of continuous learning and professional growth. These individuals collaborate with subject matter specialists and project teams to strategize effective ways to locate, assess, educate and train employees, in line with market developments and firm strategy.

In support of the Experienced Talent Acquisition (ETA) Director, the ETA Senior Manager leads the operational engine of PwC Canada's experienced, and specialized hiring across multiple Lines of Service (LoS). The Senior Manager is accountable for translating ETA strategy into consistent, high-quality execution — bringing subject matter expertise (SME) to projects and day-to-day delivery to ensure the team is solving the right problems, in the right way.

This Senior Manager will lead a team of TA professionals (onshore and offshore), partner with LoS and Human Capital leaders, and provide operational and technical leadership for the experienced hiring portfolio — balancing strategic thinking with hands-on, execution-focused leadership.

The Opportunity  

As an Experienced Talent Acquisition Senior Manager, unlock your potential and embrace the chance to drive meaningful outcomes that’ll elevate your career. Your role will include, but isn’t limited to:

Strategic Responsibilities  

• Maintain a strong understanding of relevant talent markets — including competitor activity, niche compensation trends, targeted talent movement, and emerging sourcing techniques; pivoting hiring activities to further competitive advantage  
• Help clients meet business needs by activating proactive sourcing strategies in a timely manner, nurturing talent pipelines and communities, and by ensuring the scale of recruiting efforts delivery against workforce planning goals 
• Contribute subject matter expertise on talent attraction, partnering with the ETA Director and the Employer Brand/Talent Marketing teams to bring strategy to life through targeted campaigns, content development, and talent market engagement 
• Embed the firm’s diversity, equity, and inclusion priorities across all attraction, sourcing, and selection activities, and monitor progress to ensure effectiveness 
• Contribute talent market intelligence, monitor funnel analytics, and uphold competitive delivery of hiring activities in alignment with ETA strategy  

Transformational Responsibilities  

• Serve as SME on recruitment transformation projects, ensuring initiatives are scoped against the most critical challenges facing the function while ensuring solutions are practical and scalable 
• Lead and project-manage workstreams within the ETA transformation roadmap, including technology adoption, optimization, and selection standardization with a digital- and automation-first mindset 
• Monitor, maintain, and regularly review process workflows, and communication templates, updating them to meet legislative and firm directed standards 
• Model the learning behaviours expected of the team, identify new learnings, and ensure skill development aligns with firm expectations to meet future-ready skill needs and sustain competitiveness in the marketplace 
• Review and refine selection methodologies — including behavioural interviewing, psychometric assessments, and structured interviewing — to ensure rigorous, fair, and best-in-market hiring decisions at the operational level

Go-to-Market Responsibilities  

• Collaborate with LoS Leadership teams and Functional Leads to monitor recruitment efforts, talent pipelines and market conditions to ensure hiring strategies meet workforce requirements  
• Build and maintain strong relationships with key LoS stakeholders across multiple Lines of Service, and Human Capital, Learning & Development, Marketing, and Resource Management Leaders 
• Coach hiring managers and Partners on candidate experience, structured interview techniques, and how to effectively position the PwC value proposition 
• Produce and present operational management reporting, including relevant KPIs, talent pipeline data, and diversity representation 
• In collaboration with Talent Acquisition Strategy & Operations, Recruitment Services, Resource Management, and Human Capital, monitor and support a seamless, high-quality onboarding process for new hires 
• Design and manage recruitment campaign delivery of Territory Investment Funds (TIF) resourcing needs

Operational Responsibilities  

• Lead the day-to-day operations of the ETA team, ensuring consistent, KPI drive high-quality service delivery across all Canadian markets  
• Lead, mentor, and develop a team of 15+ ETA Managers, Senior Associates, and offshore Specialists, embedding best practices grounded in lean methodology 
• Guide Hiring Managers through full-cycle recruitment for complex and senior-level requirements at the Senior Director and Managing Director level, including retained-search engagements 
• Provide sound judgment and discretion to resolve operational escalations in candidate experience, hiring manager concerns, agency performance, compliance flags, and escalating legal, reputational, or cross-functional strategic risks 
• Ensure recruiting activities and records comply with PwC quality and audit frameworks, addressing gaps in processes and implementing solutions 
• Collaborate with the ETA Director to develop customized and cost-efficient recruitment strategies targeting hard-to-fill, specialized, and niche positions 

What You'll Bring  
Your skills, knowledge, and experiences are what set you apart. Here's what we look for: 

• Progressive talent acquisition leadership experience, ideally within professional services, financial services, legal, or within a complex, matrixed environment 
• Proven expertise leading full-cycle recruitment for specialized, hard-to-fill, and senior-level hiring, with strong knowledge of sourcing, selection, interviewing, and assessment practices 
• Demonstrated people leadership experience, with a passion for coaching, developing, and leading high-performing recruitment teams 
• Strong stakeholder management and advisory skills, with the ability to build trusted relationships, collaborate with senior leaders, and translate business needs into effective hiring strategies 
• Strong commercial and analytical acumen, with experience using talent market insights, pipeline data, and recruitment metrics to inform decisions and improve outcomes 
• Demonstrated experience contributing to recruitment transformation, process improvement, standardization, and technology-enabled ways of working 
• Sound judgment and discretion in managing complex hiring matters, escalations, and risk-related issues 
• A demonstrated commitment to inclusion, valuing differences, and creating equitable hiring practices and team environments 
• When applying to a Quebec based opportunity, fluency in French is required. Outside of Quebec, fluency in French is an asset 

Education (if blank, degree and/or field of study not specified)

Degrees/Field of Study required:

Degrees/Field of Study preferred:

Certifications (if blank, certifications not specified)

Required Skills

Optional Skills

Accepting Feedback, Accepting Feedback, Active Listening, Analytical Thinking, Applicant Tracking System, Behavioral Interviewing, Campus Placement, Candidate Management, Candidate Selection, Candidate Sourcing, Coaching and Feedback, Communication, Contract Negotiation, Creativity, Direct Recruiting, Embracing Change, Emotional Regulation, Empathy, Employee Referral Programs, End-to-End Recruitment, Escalation Management, Faculty Relations, Hiring Management, Hiring Manager Liaison, Inclusion {+ 38 more}

Desired Languages (If blank, desired languages not specified)

Travel Requirements

Not Specified

Available for Work Visa Sponsorship?

No

Government Clearance Required?

No

Job Posting End Date

We’re committed to providing accommodation throughout the application, interview, and employment process. If you require accommodation to be at your best, please let us know during the application process.

The use of artificial intelligence (AI) in recruiting is just getting started, so we know you have questions about how and why we use it. At certain points during our recruiting process, we rely on AI to improve your experience. This could be during resume review or curating personalized job recommendations, asking you clarifying questions via a chatbot or during our interview scheduling to improve your experience. Our use of AI helps ensure we combat bias by evaluating candidates equally and fairly, without seeing identity information, such as your name, or gender for example). AI also helps us better predict successful hires by reviewing all applicants for a role and the relationship between your skills, experience and likely success at PwC Canada. While AI supports parts of our recruitment process, final hiring decisions always involve human review. For more information about our use and protection of your data, please refer to our Privacy Policy (https://www.pwc.com/ca/en/privacy-policy.html).

Nous tenons à répondre à vos besoins tout au long du processus de demande d’emploi, d’entrevue et d’embauche. Si vous avez besoin de mesures d’adaptation pour être parfaitement à l’aise, faites-le-nous savoir à l’étape de la demande d’emploi.

L’utilisation de l’intelligence artificielle (IA) dans le domaine du recrutement en est à ses balbutiements. Nous savons que vous pourriez vous demander comment et pourquoi nous y avons recours. À certains stades de notre processus de recrutement, nous comptons sur l’IA pour améliorer votre expérience. Par exemple, pendant l’examen du curriculum vitæ ou l’élaboration d’une liste de recommandations personnalisées, un agent conversationnel pourrait vous demander des précisions ou fixer avec vous un rendez-vous pour l’entrevue. L’IA nous aide à mieux lutter contre les préjugés, car l’évaluation des candidats se fait de façon juste et équitable, sans que les informations d’identification comme le nom ou le sexe soient connues. Elle nous permet également de mieux repérer les bons candidats pour un poste et d’évaluer le lien entre leurs compétences, leur expérience et leurs chances de réussir chez PwC Canada. Bien que l’IA facilite certaines étapes de notre processus de recrutement, les décisions finales d’embauche sont toujours prises par des personnes. Pour en savoir plus sur l’utilisation et la protection de vos données personnelles, consultez notre politique sur la protection des renseignements confidentiels (https://www.pwc.com/ca/fr/privacy-policy.html).