$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…
Human Resources · Baltimore, MD
Talent Acquisition Specialist jobs in Baltimore, MD
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.
33
Open roles today
$25–$61/hr
Typical pay range
$84k
Median, full-time
4
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Open talent acquisition specialist roles
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Lead and Inspire: Mentor and supervise volunteers and Child Life practicum students, fostering the next generation of child life specialists. Advocate for Development: Serve as a trusted resource on child development iss…
innovative thinking, and personal accountability are qualities we honor and reward. We understand the potential of leveraging the talents of a diverse workforce. We embrace an environment where employees enjoy a balance…
engineers, architects, construction management staff, environmental, strategic communications, economists, management consultants and specialists across disciplines to solve complex mobility challenges with innovation, t…
$44.81 - $71.7 per hour
Strategic Partnering Responsibilities Provides strategic HR and talent support to nursing leaders and employees.Engages leaders to... ...programs, performance management/appraisal, and talent acquisition program tools. P…
inherently courteous, polite, and treat all clients with the highest level of respect and professionalism. SUMMARY The Employee Talent Coordinator owns the full employee life cycle for the agency's caregiver workforce —…
$140k - $180k
unit in which the HRBP is embedded to include; talent strategy, succession planning & performance management, talent acquisition, organizational design and effectiveness,... ...act as a liaison for the leadership team, H…
Talent Acquisition Specialist Location: Hybrid – Baltimore, MD or Columbia, MD Schedule: Hybrid (Onsite 2–3 times per month) Work Authorization: W2 Contract About the Opportunity We are seeking an experienced Senior Recr…
with the implementation of strategies for recruiting diverse talent - 10% Work closely with hiring managers, building trust and credibility... ...are compliant with employment laws. - 5% Assist Talent Acquisition Leaders…
$75k - $110k
missions, and they’re responsible for supporting their development, nurturing their skills and talent, and retaining the world-class people already on our team. TALENT ACQUISITION PARTNER II / SENIOR - CONTRACT Based ons…
NOTE: This position is contingent on contract award. NOVACES is seeking a SME Project Management Specialist to serve as Project Manager and Key Personnel for a U.S. Coast Guard Surface Forces Logistics Center Business Op…
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What talent acquisition specialists earn in Baltimore
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 Baltimore 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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