$150k - $305k
actionable people strategies.This HRBP will serve as a thought partner to business leaders, helping them reimagine workforce models, align talent to future capabilities and drive organizational effectiveness through inno…
Human Resources · Austin, TX
Talent Acquisition Specialist jobs in Austin, TX
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.
102
Open roles today
$25–$61/hr
Typical pay range
$84k
Median, full-time
12
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Open talent acquisition specialist roles
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We're always on the lookout for creative, passionate, and talented individuals to join our team! While this is a pipeline position, applying now means you'll be added to our talent pool—so when the right opportunity open…
efforts and large-scale campaigns designed to broadly attract talent. This position is for those who dare to innovate; thrive in a dynamic... ...years’ experience in recruiting, technical sourcing or talent acquisition,…
patterns) Workforce conversion (Temp Regular) Career Mobility (promotion velocity by level, rate of internal opportunity, etc.)Internal Talent Insights (performance, bench strength) Development trends including education…
DescriptionAt HDR, our employee-owners are fully engaged in creating a welcoming environment where each of us is valued and respected, a place where everyone is empowered to bring their authentic selves and novel ideas t…
with the opportunity to work within an innovative and collaborative environment Join our Revenue Management Team as an eBilling Specialist We are seeking a highly skilled professional who thrives in a fast-paced, deadlin…
We are:Accenture’s Talent Reinvention Partner and we’re helping clients reinvent how people and organizations work—delivering leadership... ...methodologies, and data analytics to improve talent acquisition, performance…
Senior, and Entry-Level recruiters.Partnership with the operational and business group leadership within the region to drive talent acquisition strategies and align recruitment resources to business needs.Routine in pers…
understands technology recruiting and how to influence managers to move things forward. Responsible for recruiting and building talent acquisitions strategies, processes and capabilities supporting clients business verti…
all. We are a network of 278 schools with nearly 16,500 educators and 190,000 students and alumni. Job Description The Talent Strategy Project Coordinator provides project and team support across the Talent Strategy team…
DescriptionAt HDR, our employee-owners are fully engaged in creating a welcoming environment where each of us is valued and respected, a place where everyone is empowered to bring their authentic selves and novel ideas t…
cross-label collaboration. The ChallengeWe are seeking a Senior Talent Partner to join us as a foundational hire, spearheading the... ...entertainment company.What You’ll Take OnLead the full talent acquisition lifecycle…
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What talent acquisition specialists earn in Austin
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $25–$34 | $52k–$71k |
| Mid level | $34–$47 | $71k–$97k |
| Senior | $44–$61 | $92k–$126k |
Adjusted for the Austin 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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