Navigator - Powered By LifeRaft
Navigator - Powered By LifeRaft
51 – 200 Employees
SecurityTelecommunications
Navigator - Powered By LifeRaft develops threat detection and intelligence solutions for organizations managing digital, physical, and people-related security risks. Its platform gathers and analyzes open-source intelligence from social media, fringe networks, and other digital sources, supporting threat monitoring, real-time alerting, deep and dark web research, and global situational awareness. LifeRaft also combines geospatial intelligence and identity resolution to help security teams investigate emerging threats, assess exposure, protect assets and intellectual property, and make informed decisions. The company’s solutions are used by large organizations, including Fortune 100 companies, to turn rapidly changing online signals into actionable security intelligence.

Talent Acquisition Partner – Halifax Hybrid

Lead end-to-end hiring and people lifecycle programs for Navigator, a Halifax-based OSINT SaaS company. Develop AI-supported recruitment, onboarding, learning, retention, and employer branding initiatives.

Description

  • Lead full-cycle hiring across the organization, from intake and role definition through sourcing, evaluation, offers, and closing
  • Establish selection criteria, structured interviews, and scorecards with hiring managers while upholding consistent hiring standards
  • Develop proactive talent pipelines and use competitor hiring, talent availability, and compensation insights to guide workforce planning and hiring decisions
  • Manage Workable, recruitment reporting, templates, and candidate records while monitoring hiring metrics and plan delivery
  • Oversee recruitment agencies, job boards, and search firms, including background checks and offer documentation
  • Support career frameworks and job-description leveling using Pave, Mercer, and Securitas job architecture
  • Design and operate AI workflows for sourcing, screening, interviewing, market research, and pipeline analysis
  • Use AI across employee lifecycle processes, feedback analysis, and reporting, tracking time and cost efficiencies
  • Manage onboarding through 30-, 60-, and 90-day plans, including preparation for people managers
  • Create and maintain onboarding programs and knowledge resources on the platform, customers, industry, and competitors
  • Deliver quarterly learning initiatives and coordinate sessions led by subject-matter experts
  • Lead exit interviews and offboarding, identify patterns in departures, and help address contributing factors
  • Manage recognition initiatives, employee referrals, employer brand activities, and careers content
  • Help managers assess retention risks and support follow-up actions from eNPS and pulse surveys
  • Report to the Director of People & Culture and collaborate with the People Operations Specialist

Requirements

  • At least five years of full-cycle recruitment experience, including three or more years in B2B SaaS, preferably in a scaling organization
  • Track record as the sole or lead recruiter without coordinator or sourcer support, making at least 20 quality hires annually across functions
  • Technical recruiting experience spanning engineering, data, AI/ML, product, and design
  • Enterprise go-to-market recruiting experience for account executives, sales engineers, and customer success roles
  • Practical ATS administration experience; Workable experience is an asset
  • Demonstrated use of AI to improve recruitment or people operations outcomes
  • Experience managing onboarding, offboarding, or other employee lifecycle programs in addition to recruitment
  • Understanding of hiring, offers, candidate data, and recordkeeping obligations in Nova Scotia, Ontario, and Quebec
  • Recruiting experience in specialized markets with limited candidate pools
  • Self-directed, highly organized, and capable of managing multiple searches and lifecycle priorities
  • Strong written communication and group facilitation abilities
  • CPHR designation or recruitment certification is an asset

Benefits

  • Remote-first work model with optional access to the Halifax office
  • Significant autonomy in the role
  • Flexible paid time off
  • Health and dental coverage funded 80% by the employer
  • $3,000 per year for mental health coverage
  • Monthly mobile phone reimbursement
  • Annual lifestyle allowance
  • Accommodations available throughout the inclusive hiring process

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