HVAC, plumbing, and electrical services across multiple markets. As we continue to grow, we're looking for a motivated Talent Acquisition Specialist to help us build strong candidate pipelines and deliver an outstanding…
Human Resources · Cleveland, OH
Talent Acquisition Specialist jobs in Cleveland, 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.
48
Open roles today
$22–$53/hr
Typical pay range
$74k
Median, full-time
5
Fresh in this list
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01
Open talent acquisition specialist roles
11 shown of 48 · sorted by freshness
Are you meticulous with documentation and ready to manage outbound shipments? Become a shipping clerk and secure immediate weekly pay with a highly flexible schedule. We offer short-term mandates in distribution centers,…
$45.46 - $61.37 per hour
Relations as well as assist with Mergers & Acquisitions. This is an onsite position that will... ...integration, policy alignment, talent retention, total rewards, and onboarding... ...between operational leadership, HR…
$18 per hour
Department: Human Resources Reports To: Human Resources Manager or Executive Leadership Employment Type: Full-Time Compensation: $18.00 per hour Work Location: Hybrid with local travel as needed Take Another Chance is se…
$90k - $110k
Salary: $90,000-110,000 Other Forms of Compensation: Pay Grade: 13 Different perspectives make us better. We’re committed to creating an equal opportunity and fair treatment environment, where learning and growing togeth…
and the world around you. How You’ll Make an Impact As a Talent Administration Coordinator , you'll drive efficient, high-... ...activities. ~ Administer vendor invoicing activities across talent acquisition systems and…
Work closely with management and associates to improve relationships, culture and morale, increasing productivity and retention of talent Facilitate discussion with management and associates on employment matters and leg…
$17.5 - $20 per hour
Remote Recruiter (Full-Time / Part-Time – 100% Remote) Pay: Training: $15/hr for 1-2 weeks | Regular: $17.50–$20/hr + Weekly Bonuses ($1,000–$3,000+/week) Type: Hourly + Performance Bonuses | Weekly Pay | Flexible Schedu…
$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…
$80k - $90k
Aramark Healthcare+is seeking candidates for a Human Resources Manager position at Cleveland Clinic located in Cleveland, OH . As the Human Resources Manager, you will provide HR generalist support for your assigned acco…
Impellam Group Senior Talent Consultant Position Profile The contents of this role profile outline the role and responsibilities of the Senior Talent Consultant and should be reviewed in conjunction with the Delegation o…
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What talent acquisition specialists earn in Cleveland
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $22–$30 | $46k–$63k |
| Mid level | $30–$41 | $63k–$85k |
| Senior | $39–$53 | $81k–$110k |
Adjusted for the Cleveland 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.
04
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
02
Talent Acquisition Specialist
03
Senior Talent Acquisition Specialist
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Talent Acquisition Manager
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Head of Talent
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