Warm Line jobs

Type: Full-time

Location: Toronto HQ - Liberty Village

Salary: $90,000 - $115,000 CAD base

Reports To: Head of Talent Acquisition

COMPANY OVERVIEW

50,000 athletes. 30 + locations. Millions of views.

Brodie League is more than a basketball league, it’s a community. As one of North America’s fastest-growing sports brands, Brodie League is redefining adult recreational basketball by delivering an elevated, professional-quality experience rooted in culture, competition, and community. Our mission is to make every league night the best night of the week for our athletes.

ROLE OVERVIEW

Brodie is scaling: new markets, new seasons, and a hiring plan that spans everyone who makes league night happen, from Scorekeepers and Athlete Experience Specialists on the floor to the Engineering and Corporate teams at Toronto HQ. The Talent Acquisition Specialist runs full-cycle recruiting across that entire range and helps build the repeatable processes and Ashby workflows that let one recruiter deliver the output of several.

You will use AI as a force multiplier for sourcing, screening prep, scheduling, interviewing, and documentation, while keeping every hiring decision firmly in human hands. This role is for a builder who is happy in the trenches and disciplined about protecting their own capacity so the pace stays sustainable.

CORE RESPONSIBILITIES

• Own full-cycle recruiting across Brodie's Operational roles (Scorekeepers, Athlete Experience Specialists, League Managers, City Launchers) and our Corporate and Engineering roles, pivoting between high-volume hourly hiring and specialized searches from week to week.

• Build warm, active talent pipelines through proactive sourcing (AI-Driven Boolean and X-ray searches, LinkedIn, Instagram, community and referral channels, events, and league nights), contributing directly to Brodie's target of 5,000 warm Operations candidates across current and future markets.

• Design, build, and continuously optimize workflows in Ashby, our Applicant Tracking System: interview plans, scorecards, automations, candidate communications, and reporting dashboards, so every stage is repeatable, measurable, and ready for hiring managers to adopt.

• Build strong relationships with all hiring leaders, and stakeholders to ensure we create the best Hiring Leader experience while holding constructive tension to drive the best results in a structured hiring environment.

• Use AI tools across our stack (Ashby's AI features, Claude, and others) as a force multiplier on sourcing queries, outreach drafts, screening prep, scheduling, interview summaries, and funnel reporting, while applying human judgment to every output and never delegating a selection decision to a model.

• Run structured screens, align hiring managers on a shared role brief, and move candidates through the funnel with clear, timely communication that protects our candidate experience and candidate NPS.

• Document processes, playbooks, and contribute to candidate personas (role cards) informed by real hiring outcomes, so what works in one market or role type can be franchised to the next.

• Practice strong data hygiene; track and report on funnel health, including time-to-fill, source effectiveness, stage pass-through rates, and offer acceptance, and use the data to tell hiring leaders what to change.

• Partner with the People team on hiring approvals, offer logistics, and onboarding handoffs, rolling up your sleeves on whatever the hiring plan needs that week.

• Consistently meet or exceed key outcome-based, activity metrics, ensuring a healthy pipeline of candidates across different interview stages.

Critical Skill Insights and decision support to hiring partners:

• Continuously evaluate and analyze recruitment processes for your assigned line of business, identifying areas for improvement and implementing best practices that lead to improved candidate quality.

• Leverage data to question feedback, understand different perspectives, and propose solutions that align with project goals.

• Stay up to date on industry trends, recruitment best practices and market conditions to optimize the talent acquisition process and share knowledge with the team.

• Build, influence, foster, and maintain relationships both internally and externally.

• Provide insights, feedback, and reports to Talent Acquisition leadership with regard to your own activity.

Pre-onboarding and onboarding:

• Collect and document necessary data at every stage of the process to ensure a smooth pre-onboarding and onboarding experience.

• Manage the new hire’s file from offer to first day of onboarding.

• Contribute to the improvement and execution of onboarding procedures.

• Welcome new talent, positioning them for success by aligning our recruitment and onboarding experience.

• Other duties as assigned.

REQUIREMENTS

• 3+ years of full-cycle recruiting, including hands-on experience with both high-volume operational or hourly hiring and corporate or technical (engineering) searches, and comfort switching between the two. Experience in sports, events, hospitality, or another multi-location consumer business is a plus.

• Demonstrated sourcing strength: you build pipelines rather than wait for applicants, and can show how you have used Boolean and X-ray search, outreach sequencing, and community channels to fill hard-to-fill roles.

• Builder-level fluency with a modern Applicant Tracking System (Ashby, Greenhouse, Lever, or similar): you have configured workflows, automations, scorecards, and reports, not just worked inside them.

• Practical, everyday use of AI in recruiting (drafting, sourcing, summarizing, analysis) paired with a clear point of view on where human judgment must stay in the loop, and an understanding of AI disclosure and compliance requirements in hiring.

• A builder's growth mindset: no ego about the work, comfortable in the trenches, and equally comfortable setting and holding boundaries around your time, workload, and wellbeing so that your pace is sustainable.

• 5 days in office at our Toronto HQ - Brodie has thrived due to a culture of collaboration and teamwork in office

COMPENSATION DISCLOSURE

The expected annual compensation range for this role is between $90,000 and $115,000 CAD. Compensation is based on skills, experience, qualifications, internal equity, and business needs. The compensation range may be adjusted in the future.

WHY JOIN BRODIE LEAGUE

• Comprehensive health and wellness plan

• Access to a yearly Brodie takeover of the Toronto Raptors court

• Significant growth and mentorship opportunities

• Professional development budget

• Details regarding our full benefits package will be provided during the interview process

ARTIFICIAL INTELLIGENCE DISCLOSURE

Artificial intelligence may be used in the recruitment and selection process, including to screen, assess, or evaluate applicants.

POSITION STATUS

This job posting is for:

• an existing vacancy at Brodie League

a new position at Brodie League

APPLICATION PROCESS

Interested candidates should apply by submitting their resume through the designated application platform.

COMMITMENT TO INCLUSION

We know through experience that different ideas, perspectives, and backgrounds foster stronger and more creative teams. We strive to create organizations that reflect the communities we serve and where everyone feels empowered to bring their full, authentic selves to Brodie Rec Leagues.

Compensation Range: CA$90K - CA$115K