: The Marketing Brand Specialist, Social Media is responsible for driving brand visibility, engagement, positive sentiment, and reputation through social media channels. The role requires a blend of creativity, communica…
Human Resources · Dallas, TX
Talent Acquisition Specialist jobs in Dallas, TX
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.
202
Open roles today
$24–$58/hr
Typical pay range
$80k
Median, full-time
3
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Open talent acquisition specialist roles
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strategies utilizing external websites. Identifying and attracting talented employees. Interviewing and pre-qualifying job candidates for... .... Qualifications ~5-8 years recruiting/talent acquisition experience, prefer…
Senior Talent Acquisition Specialist & Human Resources Location: Dallas, TX (Onsite) Job Type: Full-Time / Direct Hire Key Responsibilities Talent Acquisition & Recruitment Manage the complete recruitment lifecycle from…
$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…
$50k - $60k
and pre-employment drug screens on candidates. ~Meet with HR Manager and recruiting team regularly to discuss current and future talent requirements, hiring status, strategies and issues. ~Ensure that all required paperw…
Purpose of the Role As a HR Specialist - Talent Acquisition (Temp 6 months) , you will manage the end-to-end recruitment process across US & Canada Regions. You’ll work closely with HR Managers & HR Business Partners, hi…
Coordinator, Assignment Level: Area ~ Human Resources Job Title: Talent Acquisition Coordinator School: Trinity Basin Preparatory Campus Description: Starting at $52,000 + commensurate with experience...
$20 - $25 per hour
Job Title: Recruiting Coordinator (Contract) Location: Dallas, TX Schedule: Monday-Friday, 8:00 AM - 5:00 PM Work Environment: 100% onsite Employment Type: Contract (1-2 months, with potential to extend) Compensation: ..…
individual to have a voice on policy, process and collaboration for a more equitable future. Job Summary: The Brand Experience Specialist will be focused on maximizing the sales of Alice and Olivia, FRAME, and rag & bone…
$2,100 - $3,100 per month
HR Recruiter The HR Recruiter will assist with the administration of the day-to-day operations of the Human Resources Department. The HR Recruiter will assist with implementation of services, policies, and programs throu…
We are company that cares about our employees and we work to ensure your continued growth and success. We are a family owned and operated dealership in Dallas for over 30 years with an outstanding culture and growing tea…
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What talent acquisition specialists earn in Dallas
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $24–$33 | $50k–$68k |
| Mid level | $33–$44 | $68k–$92k |
| Senior | $42–$58 | $88k–$120k |
National ranges — pay in Dallas typically tracks these.
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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.
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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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