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…
Human Resources · Columbus, OH
Talent Acquisition Specialist jobs in Columbus, 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.
67
Open roles today
$23–$55/hr
Typical pay range
$76k
Median, full-time
5
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Open talent acquisition specialist roles
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and operational capabilities within North America. For more information, please visit us at Position CharterThe Senior HR and Talent Acquisition Manager is responsible for leading the organization's talent acquisition, o…
$97k - $180k
Are you passionate about being part of a team at a Fortune 100 company with nearly $70 billion in annual sales that delivers extraordinary care to help individuals and businesses prepare for and protect their future? If…
verifying PO and ASL flow in Oracle, tracking completed projects, and submitting related FIT projects. General Services Administration Acquisition Regulation (GSAR) updates: Complete approximately 2-5 GSARs per month, ty…
$40 - $43.5 per hour
Job Title: Clearance Coordinator (Contract to Hire) Location: Columbus, OH Work Model: Fully Onsite Rate: $40–$43.50/hour Contract Duration: October 12, 2026 – December 31, 2026 Contract to Hire: Yes Employment Type: W-2…
Audi Brand Specialist Audi Columbus | Columbus, Ohio We are seeking an exceptional individual to join our team as an Audi Brand Specialist. This is more than a traditional automotive sales position. We are looking for so…
interviewing candidates Coordinating interviews and hiring processes with department leaders Working with local colleges to find top talent in their financial planning programs Maintaining candidate pipelines and recruit…
Business Services Recruiter is a professional workforce development position responsible for developing and implementing strategic talent acquisition and employer engagement solutions that support regional workforce and…
to transform how companies attract top talent by offering innovative solutions tailored... ...disruptors on a mission to elevate talent acquisition. With our dynamic leadership team each... ...of hiring. As a Seasonal Re…
$36k - $150k
Overview: Gpac has grown from a small, family-owned company into a top recruiting firm in the nation over our 30+ years in business. With a reputation for excellence, we are dedicated to providing the best service to our…
Gpac offers an excellent work-life balance in a fast-paced work environment. There is tremendous earning potential with no cap. As a part of our team, you will be surrounded by passionate teammates pushing each other to…
$30k - $36k
Work from home opportunity! gpac, a family-owned executive search firm, is looking for highly motivated individuals to partner with as fully remote Search Consultants. Our company was founded over 35 years ago and has be…
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What talent acquisition specialists earn in Columbus
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $23–$31 | $48k–$65k |
| Mid level | $31–$42 | $65k–$87k |
| Senior | $40–$55 | $84k–$114k |
Adjusted for the Columbus 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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