with a fast-growing construction organization headquartered in Atlanta that is looking to add an experienced Recruiter to its talent acquisition team. This individual will lead full-cycle recruiting across a diverse port…
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.
131
Open roles today
$25–$59/hr
Typical pay range
$82k
Median, full-time
5
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01
Open talent acquisition specialist roles
12 shown of 131 · sorted by freshness
$50k - $60k
The Media Buyer, Integrated Investment, is responsible for the strategic evaluation and execution of diverse media channels, including print, out-of-home (OOH), sponsorships, and traditional broadcast (TV, Radio, and Cab…
$30 - $40 per hour
Front Desk Coordinators, Patient Service Representatives, Billing Specialists, and Office Managers Post job advertisements across job... ..., however, that Vaco/Highspring is regularly asked to provide talent to other or…
Job Title: Sr Talent Acquisition Specialist Job Location: Irving-USA-75039 Work Location Type: On-Site About us Since 1942, SkyChefs has taken culinary excellence to new heights. As a trusted partner to the nation’s lead…
$90k
social media, and other relevant channels. Build and maintain talent pipelines for anticipated, recurring, and difficult-to-fill... ...recruitment-marketing initiatives. Human Resources or talent acquisition certificatio…
operations in Atlanta, Georgia and San Juan, Puerto Rico. We serve clients across the U.S., Puerto Rico, and Latin America, delivering talent and workforce solutions that help our partners grow. We are building a team of…
Looking for a flexible opportunity where your income is based on your results? We're seeking motivated independent recruiters to help place CDL drivers with trucking companies nationwide. This is a remote, independent co…
part of a distinguished family of workplace solution companies, we work alongside Employer.com & Job Mobz, which specializes in talent acquisition services; BountyJobs, the leading marketplace for recruitment agencies; B…
The Brand Sales Associate will work alongside our thoroughly trained and well-established Business Development team. Each new Brand Sales Associate will be assigned an individual trainer as well as one business client to…
Employer.com , part of the Recruiter.com family of brands, has partnered with Salesforce to place contract recruiting talent supporting their North American Sales and Distribution organization. Salesforce is one of the w…
Employer.com , part of the Recruiter.com family of brands, has partnered with Salesforce to place contract recruiting talent supporting their North American Engineering and Product organization. Salesforce is one of the…
$58 per hour
Employer.com , part of the Recruiter.com family of brands, has partnered with Salesforce to place contract recruiting talent supporting their North American Sales and Go-To-Market organization. Salesforce is one of the w…
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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.
03
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.
02
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.
04
Name your stack — ATS, CRM, sourcing tools like LinkedIn Recruiter or Gem — since TA work is tool-heavy.
05
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
03
Senior Talent Acquisition Specialist
04
Talent Acquisition Manager
05
Head of Talent
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