This role is onsite in our Atlanta Support Center in Sandy Springs.Category Management Specialists' primary responsibility is to support the Category Management team. This role will report to the Manager, Category Manage…
Human Resources · Atlanta, GA
Talent Acquisition Specialist jobs in Atlanta, GA
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.
103
Open roles today
$25–$59/hr
Typical pay range
$82k
Median, full-time
8
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Open talent acquisition specialist roles
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our Deloitte US Delivery Center model, which is dedicated to driving impactful business services. It leverages Deloitte’s scale and talent, as well as a center delivery model to provide high-quality, cost-effective servi…
Job Description Summary: The Senior Microbiologist Specialist combines hands-on laboratory testing with cross-site strategic microbiology leadership across both CPSNA sites. Approximately 50% of the role is dedicated to…
$95k - $140k
OverviewDo you consider yourself a relationship-driven recruiter with the ability to identify, engage, and attract top construction talent? Next 150 Construction is seeking a Senior Recruiter to lead the recruitment of h…
Designs and drives policy and program implementation including leadership effectiveness/development, culture, performance management, talent development/ succession planning, compensation, and benefits, etc.Partner with…
$130.01k - $173.35k
build a culture that encourages high performance and retention of talentGuide and consult business Managers on HR matters drawing on specialists or Team members as needed with a balanced focus on strategic and operationa…
$157.64k - $210.91k
right candidate.What Role Are We Hiring For?The Salesforce Solutions team is organized into account-focused/industry SEs and product specialist SEs. This role is for an Analytics Specialist Solution Engineer (Tableau) su…
Must be pre-approved by Sr TAM/TAD Interview: Teams Video The Opportunity We are seeking a progressive, high-energy Senior Talent Acquisition Specialist to lead recruitment efforts across multiple business segments for N…
over 30 years. Our team members are energetic, creative people with a passion for customer service. We are looking for a Talent Acquisition Specialist who will work with all our departments finding qualified candidates t…
$46k - $83.6k
skills and equip you with world-class experiences. We’ll empower you in a flexible environment, and fuel you and your extraordinary talents in a diverse and inclusive culture of globally connected teams. Learn more . We…
of interested persons to projects. (15%) 4. Ensure systems, processes, and tools are used effectively to inventory the passions, talents, and skills of our participants and leverage these in support of our mission and pa…
brand ambassador for the client, focusing on delivering exceptional talent while providing proactive and timely communication on the status of the search. As a subject matter expert in talent acquisition, you will provid…
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What talent acquisition specialists earn in Atlanta
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $25–$33 | $51k–$69k |
| Mid level | $33–$45 | $69k–$94k |
| Senior | $43–$59 | $90k–$122k |
Adjusted for the Atlanta 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
04
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
01
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
01
Recruiting Coordinator
02
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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