Talent Acquisition & HR Coordinator, Big Viking Games

• This is a hands-on, in-house, execution-focused role for someone who is organized, responsive, technically comfortable, and excited to work close to leadership while learning how hiring and People operations actually run inside a business
• 1 to 3 years of experience in recruiting coordination, talent acquisition, HR coordination, agency recruiting, RPO, people operations, or a related role
• Co-op, internship, or early-career experience will be considered if it shows strong ownership and follow-through
• Post-secondary diploma or degree in Human Resources, Business, or a related field, or equivalent practical experience
• Comfort reviewing résumés, running screening conversations, and explaining clearly why a candidate should or should not advance
• Strong organization and follow-through across many moving parts
• Clear, professional written and verbal communication
• Comfort working directly with senior leaders and hiring managers
• Discretion with confidential information, including compensation, contracts, employee data, and candidate information
• Working knowledge of Ontario employment basics, or the ability to learn quickly
• Technical comfort with recruiting systems, HR systems, spreadsheets, collaboration tools, and modern workplace software
• Ability to work from our Toronto office four days per week
• Eligibility to work in Canada
• The ideal candidate is organized, sharp, responsive, and practical
• They like recruiting because they enjoy finding people, understanding roles, moving quickly, and keeping a process clean
• They understand that a good candidate experience is built through speed, clarity, professionalism, and follow-through
• They are comfortable with systems. They keep the ATS current, notice when data is messy, and understand that clean information helps leadership make better decisions
• They are early in their career, but they are not passive. They ask good questions, anticipate next steps, and take ownership of the details
• They are also discreet. This role sits close to leadership and touches compensation, contracts, candidates, employee information, and sensitive people matters. Judgment matters
• This role is best suited for someone who wants to grow into a Talent Acquisition Specialist, HR Generalist, or People Operations role while helping build the recruiting and HR foundation of a live-service gaming company

Desirable

• Reports to: Senior Manager, People & Culture
• Big Viking Games is hiring a Talent Acquisition & HR Coordinator, reporting the Chief Operating Officer to be the day-to-day engine of our recruiting and support the COO and HR Manager and other recruiter across people operations
• You will help run candidate pipelines, support sourcing and screening, coordinate interviews, prepare candidate briefing packages, maintain our ATS and HRIS, support onboarding and offboarding, and help keep People processes moving cleanly
• This is an early-career role with unusual visibility. You will work closely with the Senior Manager, HR People & Culture, and Recruiter, as well as the CEO, COO, hiring managers, and leadership team
• You will see how hiring and people decisions are made, and you will be expected to bring structure, urgency, discretion, and follow-through to everything you touch
• We are rebuilding our recruiting and HR foundations, and many of the processes, templates, systems, and workflows this role will help run are being created or significantly improved right now
• Source candidates for active roles using LinkedIn Recruiter, job boards, referrals, outbound outreach, and internal talent pipelines
• Help build and maintain pipelines for recurring role types, including engineering, data, product, player services, operations, and art or content roles
• Review applications and run first-round qualification screens, including experience, availability, compensation alignment, location, eligibility to work in Canada, and basic role fit
• Make clear recommendations on which candidates should advance and why
• Own interview scheduling and logistics across hiring managers, leadership, the CEO, and the COO, including in-person interviews at the Toronto office
• Reschedule quickly and professionally when calendars shift
• Prepare interview briefing packages, including résumé, screen notes, compensation expectations, location, availability, prior feedback, and suggested areas to probe
• Coordinate structured interviewer feedback so decisions can be made quickly and consistently
• Keep Workable accurate and current, including stages, notes, tags, disqualification reasons, automations, and next steps
• Ensure no candidate sits stalled without ownership or follow-up
• Assist with offer preparation, approvals, reference checks where applicable, and handoff into onboarding
• Track and report recruiting metrics weekly, including pipeline health, time to schedule, time to fill, offer acceptance, and candidate status
• Ensure every candidate we interview receives an outcome update within required timelines
• Represent Big Viking Games professionally with candidates, schools, job fairs, community partners, and talent networks
• Run onboarding logistics, including paperwork, equipment and access requests, day-one schedules, onboarding checklists, manager reminders, and 30/60/90-day check-in tracking
• Support offboarding logistics, including documentation, access removal coordination, equipment return, exit checklists, and HRIS updates
• Draft and maintain offer letters, employment agreements, contractor agreements, HR templates, and People documents
• Keep our HR documentation space organized, current, and easy to navigate
• Maintain HRIS data in Humi, including new hires, role changes, leaves, contractor renewals, departures, reporting fields, and org chart updates
• Reconcile headcount data with Finance on a regular basis
• Support benefits administration, including enrollments, changes, employee questions, and follow-up with providers where needed
• Support time-off tracking and employee recordkeeping
• Provide scheduling and follow-up support to leadership on people-related matters, including interview loops, candidate follow-ups, contract sign-offs, and action-item tracking
• Support company rhythms and culture, including all-hands logistics, social committee coordination, recognition, events, and the in-office employee experience
• Help document and improve People processes, SOPs, checklists, and recurring workflows
• Handle confidential information with judgment, discretion, and professionalism
• Keep Workable clean, accurate, and useful as the source of truth for recruiting activity
• Use LinkedIn Recruiter and sourcing tools to support proactive candidate discovery
• Use Humi and related HR tools to keep employee records and org data accurate
• Use AI tools thoughtfully to draft outreach, summarize screens, prepare candidate briefs, improve job descriptions, rank résumés against role criteria, and reduce manual administrative work
• Act as the human in the loop for AI-assisted recruiting workflows, reviewing outputs, correcting errors, and making sure judgment stays with people
• Help improve recruiting and HR workflows so the team can move faster without lowering quality or candidate experience
• Support clean handoffs between recruiting, HR, hiring managers, Finance, IT, and leadership
• What Success Looks Like
• First 30 Days
• Workable is current for every open role
• Candidate stages, notes, disqualification reasons, and next steps are up to date
• A consistent screening cadence is in place
• An onboarding checklist is being used for every new hire
• Hiring managers and leadership have clear visibility into active roles and candidate status
• By 60 Days
• Interviews are scheduled promptly after hiring-manager approval
• Every leadership interview has a candidate briefing package prepared in advance
• Offer, contract, onboarding, and job-description templates are standardized
• Candidate follow-up is timely and professional
• HRIS and recruiting data are becoming cleaner and more reliable
• By 90 Days
• You have made a measurable contribution to hires closed
• HRIS, org chart, and Finance headcount data reconcile cleanly
• Interviewed candidates are consistently updated within required timelines
• Hiring managers spend noticeably less time on recruiting administration
• The People function has better structure, stronger documentation, and more reliable follow-through