HR Generalist

Langford Staffing is hiring six full-time remote HR Generalists to support high-volume recruitment, candidate review, second interviews, document verification, onboarding, and HR administration. This role suits an outgoing, emotionally intelligent HR professional who can work quickly, judge candidate fit from recorded interviews, communicate clearly in English, and keep candidate records accurate while working Ontario / Eastern Time business hours.

About Langford Staffing

Langford Staffing is based in Toronto, Ontario, Canada. The company staffs property services, leasing teams, maintenance trades, and operating company support roles across the United States and Canada, with a focus on roles that are hardest to fill quickly.

About The Role

Langford Staffing is expanding its HR Generalist team from 4 people to 10 people, and this role is being added so the team can keep up with candidate review, second interviews, onboarding, document follow-up, payroll support, and general HR administration. The work is high-volume, fast-moving, and heavily focused on recruitment judgement.

Day to day, you will review candidate profiles, watch submitted first interviews, rate applicants on a 1 to 5 scale, shortlist strong candidates, schedule second interviews, conduct those second interviews, verify documents, follow up on agreements, check the mailbox, and keep candidate records current in the system. You will be expected to move quickly while still making fair, consistent, well-documented decisions.

You will work with other HR Generalists, the HR Manager, the Head of HR and Recruitment, hiring managers, candidates, staff, and payroll. You will not have direct reports, but you must be confident enough to ask direct questions, say no when a candidate is not suitable, handle upset or rejected applicants, and escalate sensitive issues appropriately.

The first month is about learning Langford Staffing’s rating standards, document process, onboarding steps, mailbox workflow, and escalation routes while contributing immediately. By 60 to 90 days, success means consistently handling the expected daily volume, producing reliable shortlist recommendations, recognising patterns in candidate quality, keeping files complete, and supporting the HR team without needing constant instruction.

What you will do

• Review applicants for Langford Staffing roles by assessing candidate profiles, submitted first interviews, documents, and role fit, then rate, grade, shortlist, schedule second interviews, conduct second interviews, and send clear shortlist recommendations to HR leadership and hiring managers.
• Work through at least 100 candidate profiles per day, rate recorded first interviews on a 1 to 5 scale, identify suitable applicants, schedule follow-up interviews, verify candidate documents, check the HR mailbox, and keep candidate status and notes current in the system.
• Complete at least 6 second interviews per working day once trained, asking direct questions, probing unclear answers, assessing fit, and documenting recommendations for hiring-manager or HR leadership review.
• Maintain recruitment and onboarding flow by following up on unsigned agreements, missing or improper documents, candidate questions, mailbox items, and hiring-manager requests so files continue moving through review, shortlist, offer, and onboarding stages.
• Review candidate quality, document completion, offer follow-up, onboarding setup, and early retention patterns with the HR Manager or Head of HR and Recruitment so recurring screening, communication, or onboarding issues can be corrected.
• Meet the expected pace of at least 100 candidate reviews per day and at least 6 second interviews per day while maintaining accurate ratings, complete document checks, timely mailbox follow-up, updated system records, and shortlists that produce quality candidates with strong retention.
• Learn Langford Staffing’s candidate-review standards, interview rating expectations, document verification process, mailbox workflow, onboarding steps, and escalation routes while beginning to contribute to profile review, scheduling, second interviews, and candidate follow-up.
• Handle a full daily recruitment workload with limited prompting, including recorded interview assessment, candidate ratings, shortlist decisions, document follow-up, agreement tracking, second interviews, onboarding support, and coordination with payroll and hiring managers.
• Consistently deliver the required review and interview volume, provide reliable shortlist recommendations, recognise patterns in candidate quality and risk, keep files complete, and operate as a dependable HR Generalist within the wider HR and recruitment team.
• A successful person moves quickly without waiting for constant instruction, communicates clearly with candidates and managers, makes fair candidate judgements from limited evidence, keeps documents and system notes accurate, and helps the team bring forward candidates who are likely to succeed and stay.
• People struggle when they cannot handle high-volume screen work, become emotional during difficult candidate conversations, avoid direct questions, fail to recognise patterns in interviews and documents, or allow hiring managers and candidates to push them into poor decisions.
• This is a full-time remote independent-contractor role working Monday to Friday from 9:00 AM to 6:00 PM Ontario / Eastern Time business hours, with frequent video, email, mailbox, calendar, document, and recruitment-system work alongside HR Generalists, the HR Manager, the Head of HR and Recruitment, hiring managers, candidates, staff, and payroll.
• Handle upset or rejected candidates, candidates with missing or improper documents, unsigned agreements, onboarding blockers, payroll setup questions, hiring managers pushing unsuitable candidates, and sensitive HR situations that require clear communication, emotional intelligence, documentation, and timely escalation.
  
  

What we are looking for

• The candidate must have at least 3 years of progressive HR experience in an HR Generalist, HR Advisor, Recruitment Specialist, Talent Acquisition Specialist, or comparable role. The experience must include independent handling of candidate screening, interview coordination, onboarding administration, and HR documentation.
• The candidate must have hands-on experience reviewing candidate applications, assessing recorded first interviews, rating applicants against role requirements, shortlisting candidates, and scheduling follow-up interviews. They must be comfortable reviewing at least 100 candidate profiles per day and completing at least 6 second interviews per day once trained.
• The candidate must have experience verifying candidate documents, identifying missing or improper documents, and following up with candidates until files are complete. They must be able to maintain accurate candidate records and escalate document concerns where required.
• The candidate must have experience onboarding new hires, walking them through training materials, confirming agreement completion, and ensuring employee setup is complete in the system. They must be able to coordinate with payroll when new-hire or employee information is needed.
• The candidate must be able to judge candidate suitability from recorded video interviews by listening for communication quality, professionalism, consistency, role fit, and warning signs. They must be able to rate candidates on a 1 to 5 scale and explain the reason for the rating in writing.
• The candidate must be able to recognise patterns across candidate answers, documents, interview behaviour, offer follow-up, and early retention. They must be able to distinguish between a candidate who needs clarification and a candidate who is unlikely to succeed in the role.
• The candidate must be able to run second interviews with candidates in a structured and consistent way. They must be able to ask direct questions, probe unclear answers, assess fit, and recommend whether to shortlist the candidate for hiring-manager review.
• The candidate must have day-to-day experience using an applicant tracking system or recruitment CRM to move candidates through review, interview, shortlist, offer, and onboarding stages. The specific system is not prescribed, but the candidate must be able to keep candidate status, notes, ratings, and documents current.
• The candidate must be confident using email, shared mailboxes, calendar scheduling tools, video-interview platforms, and document storage systems in a high-volume recruitment workflow. They must be able to check a company mailbox, prioritise messages, and keep follow-up work visible to the HR team.
• English — fluent, spoken and written. The candidate must be able to conduct second interviews, write candidate notes, send professional emails, and communicate with HR managers, hiring managers, candidates, staff, and payroll in English.
• Direct people-management experience is not required because this role has no direct reports. The candidate must still be able to work confidently with HR managers, hiring managers, candidates, staff, payroll, and senior HR leadership without needing constant instruction.
• The candidate must be outgoing, confident, eloquent, and comfortable speaking with candidates, employees, managers, and senior HR leaders throughout the day. They must be able to stay clear and professional when candidates are upset, rejected, delayed, or argumentative.
• The candidate must be willing to complete any employment reference checks, identity checks, and background screening required by Langford Staffing for HR staff handling candidate and employee records. The role involves confidential recruitment, onboarding, payroll-related, and employee information.
• The candidate must be able to work full-time onsite Monday to Friday from 9:00 AM to 5:00 PM and spend most of the day reviewing candidate profiles, recorded interviews, documents, emails, and system records. The role requires sustained screen work, structured note-taking, and frequent video or phone conversations.
  
  

Nice to have

• The candidate must have experience in recruitment, staffing, professional services, or a high-volume HR environment where candidate throughput and hiring-manager responsiveness were measured. Experience supporting North American employers or clients is preferred because Langford Staffing supports roles across the United States and Canada.
• A bachelor's degree is required. The degree should have prepared the candidate for HR, recruitment, business administration, communication, psychology, or a related professional services environment.
• A diploma or postgraduate qualification in Human Resources Management, Industrial Psychology, Business Administration, Organizational Development, Labour Relations, or a closely related field is preferred where the candidate's bachelor's degree is in another discipline.
• No HR certification is required for this role. Certification such as CHRP, SHRM-CP, PHR, CIPD, or a local HR credential is an advantage where it is supported by practical recruitment and onboarding experience.
• Spanish — professional working proficiency is required for candidates working onsite in Colombia, Argentina, or Mexico.
• Hindi — professional working proficiency is required for candidates working onsite in India.
• The candidate must be able to show previous performance in a high-volume recruitment or HR workflow, such as daily candidate reviews, interview completion, document completion, offer follow-up, onboarding completion, or retention quality. Evidence of meeting volume targets while maintaining candidate quality is strongly preferred.
  
  

What we offer

CAD $21,600 to $24,000 per year.

Schedule

This is a full-time remote role working Monday to Friday from 9:00 AM to 6:00 PM Ontario / Eastern Time business hours. The expected start date is 16 November 2026.

What happens next

Our recruitment partner will be in touch with you about your application.

If you meet the requirements for the role, they will send you a link to an online video interview that you complete in your own time — there is no appointment to book and nothing to install.

Your completed interview is then shared with us to review alongside your application, and we will let you know what happens next.