$30 - $40 per hour
opportunity is ideal for a recruiter who thrives in a deadline-driven environment and enjoys helping teams attract and onboard frontline talent. In this role, the Contract Healthcare Recruiter will manage full-cycle recr…
Human Resources · Chicago, IL
Talent Acquisition Specialist jobs in Chicago, IL
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.
163
Open roles today
$26–$62/hr
Typical pay range
$86k
Median, full-time
6
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01
Open talent acquisition specialist roles
11 shown of 163 · sorted by freshness
$80k - $90k
Recruiter and conduct resume reviews Support experienced-hire recruiting efforts across multiple functions Quickly assess technical talent fit and partner with the recruiting team in a collaborative environment Work inde…
$55k - $75k
economy, managing all different environmental liabilities in a sustainable way. What will you do? Make an impact! The Talent Acquisition Specialist serves as a strategic partner to the business, driving full cycle hiring…
$70k - $80k
program should be something employees love and look forward to every day. Who We Are Looking For: As the dedicated Talent Acquisition Specialist for Fooda’s SM2 (Amazon) program, you will own the full-cycle recruitment p…
$52 per hour
proactive sourcing using LinkedIn Recruiter, Boolean search, referrals, networking, and internal databases. Build and maintain talent pipelines for both high-volume and difficult-to-fill positions. Conduct candidate scre…
$70k - $85k
development and fulfillment. The Role AArete is looking for a motivated and detail-oriented recruiter to join our growing Talent Acquisition team. As a Recruiter at AArete, you will play a key role in supporting the firm…
Recruiter.com is part of a family of incredible brands alongside Flawless Recruit and Employer.com. Together, we provide talent acquisition services to fit the unique hiring challenges of our clients. Whether they need h…
$75k - $90k
Office of the Illinois Secretary of State Alexi Giannoulias Job Title: Talent Acquisition Specialist (Managerial Asst III) Division: Personnel – Talent Acquisition Union: N/A Location: 115 S LaSalle St, Chicago, IL – Coo…
growth partner for the world’s leading brands. With exceptional talent, trusted data and intelligence, and world-class partnerships –... ...visit wppmedia.com . Job Title: Senior Associate, Talent Acquisition – Emerging…
$60 - $70 per hour
Chamberlain Advisors is seeking an experienced Technical Recruiter to join our client’s Digital Technology / Cybersecurity Talent Acquisition team on a contract basis, supporting the Hiring Manager and HM Partner. This i…
$23 per hour
HR Recruiter Chicago, IL Job Details: Salary: $21/hr (starting) Level: Entry Job Type: Full Time Schedule Mon-Fri:9 am-6:00pm • rotating Sat: 8am-2pm Position Summary: We are looking for a determined, industrious, and re…
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What talent acquisition specialists earn in Chicago
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $26–$35 | $54k–$73k |
| Mid level | $35–$48 | $73k–$99k |
| Senior | $46–$62 | $95k–$130k |
Adjusted for the Chicago 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
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.
05
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
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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