Talent Acquisition & HR Coordinator

Location: Toronto, ON

Work model: Hybrid, 4 days per week in office at Queens Quay West

Type: Full-time, permanent

Department: People & Culture

Reports to: Senior Manager, People & Culture

Compensation: CAD $55,000 to $67,000, plus performance bonus eligibility

About Big Viking Games

Big Viking Games is a Canadian gaming company focused on building, operating, and growing long-standing online game communities. Our flagship titles, YoWorld and FishWorld, have served millions of players over their lifetime. These are enduring live-service virtual worlds with rich in-game economies, virtual goods, social interaction, and long-term player engagement at their core.

We are entering a new phase of modernization and growth, with a focus on stronger operating discipline, better systems, practical AI adoption, clearer accountability, and scalable processes. The People and Talent function is central to that work.

About the Role

Big Viking Games is hiring a Talent Acquisition & HR Coordinator to be the day-to-day engine of our recruiting and to support people operations. This is a hands-on, execution-focused role for someone who is organized, responsive, technically comfortable, and excited to work close to leadership.

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. Many of the processes, templates, systems, and workflows this role will help run are being created or significantly improved right now.

What You'll Do

Talent Acquisition

• •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 covering 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 resume, 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.

HR Coordination and People Operations

• •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 HR documentation 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.
• •Support time-off tracking and employee recordkeeping.
• •Provide scheduling and follow-up support to leadership on people-related matters.
• •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.

Recruiting Systems, AI, and Workflow Discipline

• •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 resumes 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 ensuring 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 with stages, notes, and next steps 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.

What You Bring

• •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 resumes, 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.

Nice to Have

• •Experience with Workable or another ATS.
• •Experience with LinkedIn Recruiter or similar sourcing tools.
• •Experience with Google Workspace, Slack, Humi, Confluence, Jira, or similar workplace tools.
• •Hands-on use of AI tools such as ChatGPT, Claude, Copilot, or AI-enabled sourcing and screening tools.
• •Exposure to games, technology, SaaS, startups, or fast-moving operating environments.
• •Exposure to hiring engineering, data, product, player services, or creative roles.
• •Progress toward CHRP or a similar HR designation.
• •Experience supporting in-office, hybrid, or executive-heavy interview processes.

Compensation and Benefits

• •Base salary CAD $55,000 to $67,000 depending on experience and fit.
• •Performance bonus eligibility.
• •Comprehensive benefits package including health, dental, and vision coverage.
• •HSA/WSA spending account from day one.
• •RRSP participation and matching.
• •Employee Stock Option Plan participation.
• •15 vacation days.
• •10 wellness days.
• •Regular in-person collaboration at our downtown Toronto office.
• •Growth path toward Talent Acquisition Specialist, HR Generalist, or People Operations as the function grows.

Hiring Process and AI Disclosure

Big Viking Games may use AI-assisted tools at some steps of the recruiting process, including application review support, candidate research, interview preparation, scheduling support, and workflow administration. AI does not make final hiring decisions. Every interviewed candidate will be informed of their status within 45 days of their final interview.

Application Note

When you apply, tell us about a recruiting or HR process you helped keep organized. We are especially interested in how many moving parts you were managing, what tools you used, how you kept information current, and how you made sure people were not left waiting.