$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 · Cincinnati, OH
Talent Acquisition Specialist jobs in Cincinnati, OH
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.
34
Open roles today
$22–$54/hr
Typical pay range
$74k
Median, full-time
5
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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…
locations, this will be Monday through Thursday, with Friday remaining optional in the office. The Senior Global Talent Management Specialist - Americas is responsible for providing subject-matter expertise and deliverin…
$15 - $17.5 per hour
members on photo department operations and services to ensure adequate coverage and operational continuity during times when the Photo Specialist is not scheduled. • Follows company policies, asset protection standards,…
Innovation, and Green teams. Job Description We are seeking a dedicated and compassionate RESEA Employment Services Specialist to join our team. The Employment Services Specialist will be responsible for providing compre…
At Thermo Fisher Scientific, our mission is to enable our customers to make the world healthier, cleaner, and safer. As an EHS Specialist II, you will play an important role in protecting the health and well-being of our…
Involvement. You'll work closely with business leaders to develop and implement HR strategies that attract, develop, engage and retain talent while driving organizational effectiveness. REQUIREMENTS: • Advanced Degree pl…
JOB DESCRIPTION Work Schedule Standard Office Hours (40/wk) Environmental Conditions Office Job Description As part of the Thermo Fisher Scientific team, you’ll discover meaningful work that makes a positive impact on a…
$23.73 per hour
Lighthouse Youth Services HR Specialist - Recruiter Cincinnati, OH $23.73/hr Are You a Talent Detective, Relationship Builder, and People Champion? Do you love connecting great people with meaningful careers? Are you the…
$60.8k
understand the financial position, culture, competition, and midrange plans of assigned business units. Attract, Develop & Retain Great Talent Manage full-cycle recruitment for assigned business areas, including new-hire…
Uncommon Promise”. If we don’t uphold our end of the bargain, we’ll do our best to make it right. ROLE SUMMARY: DROP-OFF RECEIVING SPECIALIST We are looking for a high-energy, reliable professional to serve as a critical…
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What talent acquisition specialists earn in Cincinnati
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $22–$30 | $46k–$63k |
| Mid level | $30–$41 | $63k–$86k |
| Senior | $39–$54 | $82k–$112k |
Adjusted for the Cincinnati 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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