$52k - $68k
local marketing. The opportunity We are creating a Talent Coordinator seat to keep hiring moving. You would be the person... ...candidate ● Wants to build a career in human resources, talent acquisition or people operati…
Human Resources · Denver, CO
Talent Acquisition Specialist jobs in Denver, CO
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.
114
Open roles today
$26–$63/hr
Typical pay range
$88k
Median, full-time
9
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Open talent acquisition specialist roles
12 shown of 114 · sorted by freshness
$123k - $150k
vary by role and will be assessed during the interview process.About the RoleWe're hiring a Senior GTM Recruiter who brings strong talent advisory skills to the table. We are not looking for someone to just run a process…
learn how you could help make great things possible not only in your community, but around the world. In the role of Specification Specialist II, we'll count on you to: Prepare design development and contract documents s…
Recruiter, you will partner with HDR leadership to steer the talent identification and recruitment process for roles in the North... ...advisory services. You will be part of the dedicated global talent acquisition team…
timeWork type: PermanentRelocation: FalsePosition ID: FEMA-KR-13070084-MPDocument ID: 885619500Grade: GS 13Job category: Emergency Management Specialist (0089)Hiring path: fed-competitive, fed-transition, land, vet, mspo…
innovative thinking, and personal accountability are qualities we honor and reward. We understand the potential of leveraging the talents of a diverse workforce. We embrace an environment where employees enjoy a balance…
defined by 8 U.S.C. 1324b(a)(3).Please review the job details below.Role OverviewThe Recruiter will join Vantor’s corporate Talent Acquisition team with a primary focus on recruiting for Engineering and Product Managemen…
$78k - $85k
dedicated professionals in the industry and open the door to unlimited career opportunities. Job Description Talent Acquisition Specialist —Operations Support Recruiting Denver, CO / Denver Tech Center | Onsite 5 days pe…
DescriptionAt HDR, our employee-owners are fully engaged in creating a welcoming environment where each of us is valued and respected, a place where everyone is empowered to bring their authentic selves and novel ideas t…
$63.15k - $90k
ranging from satellite to streaming services and global to personal networking solutions Department Summary The EchoStar Talent Acquisition team collaborates with innovative leaders across the organization, seeking indiv…
$57.2k - $60.57k
and Denver is home to a broad base of employees who rely on responsive, well-organized People support. We're looking for a People & Talent Coordinator to be the on-the-ground point of contact for our Denver and US-based…
$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…
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What talent acquisition specialists earn in Denver
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $26–$36 | $55k–$75k |
| Mid level | $36–$49 | $75k–$101k |
| Senior | $47–$63 | $97k–$132k |
Adjusted for the Denver 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
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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
01
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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