Impellam Group is a connected family of global workforce and STEM talent solutions brands, helping organizations future-proof their business through access to deep technical talent communities and industry‑leading workfo…
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.
95
Open roles today
$24–$57/hr
Typical pay range
$78k
Median, full-time
3
Fresh in this list
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01
Open talent acquisition specialist roles
12 shown of 95 · sorted by freshness
$20 per hour
We are hiring immediately for full time ONBOARDING SPECIALIST positions. Location : Atrium Health - Charlotte, NC 28026. Multiple locations included. Note: online applications accepted only . Schedule : Full time schedul…
$51.3k - $68.4k
value your contribution, we work with integrity, and we always put people first – so your impact really will change lives. Our Talent Advisor is accountable for: Manage and execute strategies to drive employee engagement…
$43k
’s where you come in. We’re looking for a sharp, proactive, and candidate-obsessed Recruiter to help us find, engage, and hire top talent across our Charlotte market. If you love hunting for talent, crafting compelling o…
$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…
Ready to apply your shipping experience in a new role? Do you enjoy working with a sense of urgency? Are you an ace at resolving issues? If any of those apply, you should apply for the roles we have available today. Alon…
Physician Sourcing & Recruitment Coordinator Job Summary: The Physician Sourcing & Recruitment Coordinator (“Coordinator”) supports the identification, recruitment, and pre-boarding of physicians across the organization.…
$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…
The Recruiter is responsible for attracting, engaging, and hiring exceptional talent that aligns with our culture and business goals. As our internal recruiting expert, you will own the full recruitment lifecycle—from wo…
Job Title: Professional Recruiter Location: Charlotte, NC Type: Full Time Compensation: Base Salary plus uncapped commission Work Model: Hybrid – onsite and remote Overview Leave placeholder text here for recruiter to in…
$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 Talent…
$67k - $136k
stored in a strategic [Chainlink Reserve]( Learn more at [chain.link]( About The Role Chainlink Labs is looking for an experienced Talent Sourcer to help identify, engage, and attract exceptional talent across our Busine…
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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
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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
01
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
01
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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