subject matter expert in business controls and operational risk. Provides mentorship and thought leadership to peers and junior specialists. Represents the function in enterprise forums and regulatory discussions as need…
Human Resources · Charlotte, NC
Talent Acquisition Specialist jobs in Charlotte, NC
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.
55
Open roles today
$24–$57/hr
Typical pay range
$78k
Median, full-time
7
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Open talent acquisition specialist roles
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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…
Recruiter, playing a key role in attracting and securing top talent across the organization. In this role, you will own the full recruiting... ...processes, and provide subject matter expertise in talent acquisition ~ De…
Join a high-impact Talent Process Center of Excellence (COE) team focused on delivering scalable, digital-first talent solutions across Honeywell Technologies. As a Senior Talent Specialist, you will play a pivotal role…
capable HRIS system)Strong working knowledge of benefits, workers’ compensation, and employee relationsAbility to operate independently in a small organizationExperience with acquisitions and Ohio payroll is a plusUnion…
Job SummaryWe are seeking a highly skilled GenAI Engineer who combines deep expertise in Generative AI with strong handson experience across the Software Development Lifecycle SDLC having strong understanding of DevOps p…
you could help make great things possible not only in your community, but around the world. In the role of Wayfinding Studio BIM Specialist, we'll count on you to:•Work for the Wayfinding discipline, under the direct sup…
We are seeking an experienced ATM DevOps Specialist to support software installation, configuration, patching, and automation across Windows-based virtual and physical ATM environments. The ideal candidate will have expe…
We help job seekers and career changers prepare for and advance in careers with a focus on sustainable, high-growth, high-demand industries. Our committed and well-trained workforce professionals deliver comprehensive wo…
$19.23 per hour
About the Position Market My Market is seeking a skilled PPC Specialist to join our digital marketing team on a contract basis. Reporting to the PPC Director, the PPC Specialist will be responsible for the daily manageme…
$36.83 - $45 per hour
Senior Talent Acquisition Recruiter Charlotte, NC Type: 6-month contract. Direct hire possible Compensation: $36.83 - $45/hr Work Schedule: Flexible, 4/9s and a 4 or 5/8s Hours: 40.0 System One is seeking a Senior...
$65k - $95k
The Brand Licensing Specialist is responsible for the day-to-day management of an assigned portfolio of licensees and supports the development, marketing, and distribution of licensed products that align with Scouting Am…
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What talent acquisition specialists earn in Charlotte
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $24–$32 | $49k–$67k |
| Mid level | $32–$43 | $67k–$90k |
| Senior | $41–$57 | $86k–$118k |
Adjusted for the Charlotte 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
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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