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.

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.

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 elevate 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.

• 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