Recruitment Manager (Remote)

Location: Remote

Employment type: Full-time, permanent

Compensation: 6.5 Lacs to 8 Lacs

Languages: Proficient in English

About VMC

VMC is a licensed Canadian immigration and recruitment firm. We help Canadian employers find, hire, and retain the people they need — and we help workers build real careers in Canada.

Our clients span healthcare and long-term care, food processing and food service, agriculture, hospitality, transportation, manufacturing, and the skilled trades. Our work covers domestic placements as well as employer-sponsored hiring through Canada's immigration programs.

About the Role

We're hiring a Recruitment Manager to own recruitment end-to-end — for VMC's own hiring and, more importantly, for the employers we serve.

This is a single-point-of-accountability role. From the moment a client says "we need twelve workers by March" through sourcing, screening, offer, onboarding, and retention — that's yours. You will build the pipeline, run the process, manage the client relationship, keep the file audit-ready, and report on what's working.

You do not need an immigration background to apply. If you have run high-volume, compliance-heavy, full-cycle recruitment in any industry - staffing, healthcare, logistics, hospitality, manufacturing, RPO - you already have the core of this job. We will teach you the programs. What we can't teach quickly is the judgment, the follow-through, and the ability to keep twenty moving files straight without dropping one.

What You'll Own

Client intake and employer partnership

- Run discovery with employer clients to define role requirements, wage levels, headcount, locations, shift realities, and timelines.
- Translate vague hiring needs into explicit, compliant job orders and honest delivery plans.
- Act as the primary point of contact for client hiring managers — expectations, escalations, status, renewals.
- Advise clients on what the market will actually deliver: wage benchmarks, candidate availability, realistic time-to-fill, retention risk.

Full-cycle recruitment delivery

- Build and execute sourcing strategies per role — domestic and international: job boards, Job Bank, settlement and community organizations, diaspora and alumni networks, referral programs, overseas partners, social channels.
- Write postings that attract the right people and actually convert.
- Screen, assess, and shortlist; run structured interviews and reference checks.
- Coordinate client interviews, present candidates, manage offers, negotiate, close.
- Own the candidate experience from first contact through first day — and check in after,



because a placement that quits in week three isn't a placement.

Program-specific hiring (training provided)

- Manage employer-sponsored hiring streams, including LMIA-supported roles under the Temporary Foreign Worker Program and LMIA-exempt pathways under the International Mobility Program.
- Lead Francophone recruitment: sourcing French-speaking candidates in Canada and abroad, and supporting placement through Francophone-focused pathways.
- Support employers in meeting prevailing advertising and recruitment requirements, and in maintaining complete, audit-ready documentation.
- Sequence hiring around processing realities so client expectations and immigration timelines stay in sync.

Important: You will not be providing immigration advice or representation — that stays with our licensed practitioners. You will work alongside them closely enough to understand the process and plan around it.

Compliance and integrity

- Keep every file audit-ready, every time.
- Work within provincial recruiter and agency licensing requirements and applicable employment standards in the jurisdictions we operate in.
- Uphold our absolute rule: candidates are never charged recruitment fees.
- Handle candidate personal information in line with privacy obligations.

Systems, data, and reporting

- Own the ATS/CRM — pipeline hygiene, stage discipline, data quality.
- Report on the numbers that matter: time-to-fill, submit-to-interview, interview-to-offer, offer acceptance, placements per period, 30/90-day retention, cost-per-hire.
- Identify bottlenecks and fix them rather than reporting them.

Building the function

- Document repeatable playbooks by sector and by program, so delivery doesn't live only in your head.
- Manage and develop recruiters and coordinators as the team scales.
- Manage relationships with overseas recruitment partners, job boards, and vendors.

Who We're Looking For

You'll need

- 5+ years of full-cycle recruitment, including at least 2 years in agency, RPO, or high-volume in-house hiring, with clear ownership of requisitions from intake to placement.
- Proven ability to run multiple concurrent mandates and stakeholders without losing the thread.
- Real comfort with frontline, hourly,



and volume hiring — not exclusively professional or corporate roles.
- Strong client-facing communication: clear, calm, professional, honest about bad news.
- ATS/CRM fluency and genuine comfort working from data.
- The self-direction to thrive fully remote — organized, responsive, and accountable without supervision.
- Legal entitlement to work in Canada.

Strong assets
- Experience with immigration or foreign worker recruitment — LMIA, TFWP, IMP, Provincial Nominee streams, Express Entry.
- French–English bilingualism (significant advantage for our Francophone mandates).
- Sector experience in healthcare, food processing or food service, agriculture, construction, trades, hospitality, or transportation.
- People management or team-building experience.
- Established relationships with overseas recruitment partners or Canadian employer networks.
- RCIC licensing — welcome, but not required for this role.

On background

We are deliberately not screening for industry pedigree. Someone who has run high-volume, compliance-heavy hiring in logistics, staffing, or healthcare can be excellent here. Immigration-sector experience shortens the ramp, but strong recruiters transfer. Tell us what you've owned, not what industry you owned it in.

What Success Looks Like

Timeframe | Milestone

First 30 days

:You know our client book, sectors, and service standards. You've taken over live mandates and made your first placements. |

First 90 days:

You own the pipeline end-to-end. Baseline metrics are established and reported. Clients come to you directly. |

6 months:

Measurable improvement in time-to-fill and offer acceptance. Documented playbooks for our top three sectors. A live Francophone candidate pipeline. |

12 months: Recruitment runs as a predictable, measurable function rather than a series of scrambles - and you're leading a small team or partner network.

What We Offer

- Fully remote
- Competitive base salary plus performance-based incentive tied to placements and client outcomes.
- Direct access to leadership and genuine ownership of the function — this role builds something, it doesn't just maintain it.
- Work that materially changes people's lives on both sides of the placement.

How to Apply Send your resume and a short note to [email protected] with the subject line "Recruitment Manager — [Your Name]".

In your note, tell us about one hard-to-fill role or mandate you owned end to end - what made it hard, what you tried, and how it ended. We would rather read three honest paragraphs than a polished cover letter.

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