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Human Resources · Albuquerque, NM
Talent Acquisition Specialist jobs in Albuquerque, NM
Talent acquisition specialists focus on the hiring pipeline. They build sourcing strategies, manage employer branding, and improve how a company attracts and lands the candidates it needs.
13
Open roles today
$22–$54/hr
Typical pay range
$74k
Median, full-time
7
Fresh in this list
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01
Open talent acquisition specialist roles
12 shown of 13 · sorted by freshness
$800 - $2,000 per week
Work From Home Truck Driver Recruiter – Earn $800–$2,000+/Week – Leads & Ad Support Provided Location: 100% Remote – Work from anywhere Schedule: Flexible Inquire about our hire own bonus About the Role: Are you a motiva…
$16 - $18 per hour
members on photo department operations and services to ensure adequate coverage and operational continuity during times when the Photo Specialist is not scheduled. • Follows company policies, asset protection standards,…
$25 - $28 per hour
abilities include: ~ Excellent verbal and written communication skills ~ Experience identifying and reaching out to talent through cold calling and sourcing strategies ~ Ability to use sourcing tools and techniques to id…
If you're passionate about connecting with people, coaching talent, and creating a positive workplace culture, this is an opportunity... ...Success Recruiter - Taxi: Driver Recruitment & Talent Acquisition Source and att…
$30 per hour
job summary: Public Involvement Specialist needed for a leading engineering and construction firm in Albuquerque NM. In this role you will work with an exceptional team to perform a wide variety of communication and publ…
$78k - $118k
Salary: $78,000 - 118,000 per year Requirements: We require a bachelors degree in Information Science, Library Science, Records Management, Archival Studies, Business Administration, or a closely related discipline. We r…
$61 - $66.66 per hour
Job Title: Continuous Improvement Specialist Location: Albuquerque, NM Type: Contract Compensation: $61-$66.66 Work Model: Onsite – onsite Hours: 40.0 Overview Leading food manufacturing company looking for an experience…
connected Recruiter to help identify, attract, and retain exceptional talent for our growing organization. This is a critical role in... ...process. Qualifications: Proven experience in talent acquisition, recruiting, st…
$2,000 per month
applies to client-facing positions and will be awarded upon successful completion of the language test. JOB TITLE: Recovering Specialist LOCATION: Gateway Medical Sobering- Albuquerque, New Mexico Who are we? Horizon Ser…
Overview Join our team as a variable shift , PRN , Electrophysiology Lab-A Cardiovascular Specialist in Albuquerque, NM . Why Join Us? Thrive in a People-First Environment and Make Healthcare Better Thrive: We empower ou…
$22 - $28 per hour
In this role, the Parts Sales Associate position promotes and sells parts to all customers, both external and internal, with an emphasis on providing excellent customer service at all times. * Fills and puts together cus…
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What talent acquisition specialists earn in Albuquerque
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $22–$30 | $46k–$63k |
| Mid level | $30–$41 | $63k–$86k |
| Senior | $39–$54 | $82k–$112k |
Adjusted for the Albuquerque market from national ranges.
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What employers ask for
The skills these listings keep naming
Sourcing strategyEmployer brandingATS and CRM toolsTalent market researchStructured interviewingRecruiting analyticsCandidate experience designStakeholder partnership
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Interview questions worth rehearsing
With the thing the interviewer is actually listening for
How is talent acquisition different from recruiting?
Frame TA as the longer game — pipelines, branding, and workforce planning — while recruiting fills today's openings. Show you operate at both levels.
How would you build a pipeline for a role we hire repeatedly?
Describe an evergreen approach: talent communities, nurture campaigns, past-candidate re-engagement, and a source-of-hire analysis to invest where hires come from.
What have you done to improve employer brand?
Give concrete work — careers page content, review-site responses, hiring-manager interview training — and a signal that it moved, like more inbound applicants.
Which recruiting metrics do you use to improve the funnel?
Go beyond time to fill: pass-through rates by stage, source quality, and candidate NPS, with one example of a funnel fix the data prompted.
How do you approach diversity in your sourcing strategy?
Talk about widening where you look, structured criteria to keep evaluation fair, and measuring pipeline composition by stage rather than quotas at offer.
Tell me about a hard search you turned around.
Explain what was failing — the pitch, the channel, the requirements — what you changed, and the eventual hire. Show diagnosis, not just effort.
How do you partner with hiring managers who are new to interviewing?
Describe running real intake sessions, building scorecards together, and coaching on interview technique so the loop evaluates consistently.
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Resume tips that move the needle
For talent acquisition specialists specifically — generic advice costs you here
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Show funnel results, such as improved pass-through rates or source-of-hire shifts, not just requisitions closed.
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Include an employer branding artifact you shipped, like a careers page revamp or a candidate content series, with its effect.
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Quantify pipeline building: talent community size, response rates on outreach, or hires from nurtured pools.
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Name your stack — ATS, CRM, sourcing tools like LinkedIn Recruiter or Gem — since TA work is tool-heavy.
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Call out roles or markets where you developed real sourcing depth, such as engineering, healthcare, or hourly hiring.
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Where this role goes
Typical progression
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Recruiting Coordinator
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Talent Acquisition Specialist
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Senior Talent Acquisition Specialist
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Talent Acquisition Manager
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Head of Talent
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