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 clear, 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 robust 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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