$50k - $55k
track record of developing top performers. You’ll be joining a specialist recruitment agency focused on building high-performing go-to-... ...From day one, you’ll be trained to recruit high-calibre talent across software…
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.
145
Open roles today
$25–$61/hr
Typical pay range
$84k
Median, full-time
2
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Open talent acquisition specialist roles
12 shown of 145 · sorted by freshness
JOB DESCRIPTION Work Schedule Standard (Mon-Fri) Environmental Conditions Able to lift 40 lbs. without assistance, Office, Some degree of PPE (Personal Protective Equipment) required (safety glasses, gowning, gloves, lab…
$32 - $35 per hour
positive candidate experience while helping the company attract top talent. Key Responsibilities Manage the full recruitment... ...Friday. Opportunity to work with a collaborative talent acquisition team supporting natio…
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…
$17.5 - $20 per hour
Remote Recruiter (Full-Time / Part-Time – 100% Remote) Pay: Training: $15/hr for 1-2 weeks | Regular: $17.50–$20/hr + Weekly Bonuses ($1,000–$3,000+/week) Type: Hourly + Performance Bonuses | Weekly Pay | Flexible Schedu…
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…
Holden Roofing is looking for a driven, high-energy recruiter who knows how to find talent, build relationships, and bring proven sales professionals onto a winning team. This position is for someone who thrives in a fas…
About Wander Wander is building the future of hospitality. WanderOS is the operating system powering thousands of vacation rentals, from direct-booking sites to guest experience to back-office. We move fast, we sweat the…
resources to find qualified applicants and candidates who meet specific needs and qualifications and identifies them for current or future talent needs. Seek ways to increase diversity in the assigned area of responsibil…
on the job training, and tailored development. We know we need talented people like you that hold similar values, which is why we do... ...partner to hiring managers and business leaders, aligning talent acquisition stra…
Alldus is taking a holistic approach to AI Workforce Solutions. We are a global leader in AI and Digital Transformation staffing & recruitment. However, we are much more than a staffing company, Alldus are building a com…
About Us: Arsenal Consulting, LLC is a premier consultancy specializing in human capital strategies and talent acquisition. We partner with organizations to design and implement strategic workforce solutions that drive l…
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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
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
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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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