$27.02 - $34 per hour
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…
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.
126
Open roles today
$26–$63/hr
Typical pay range
$88k
Median, full-time
1
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Open talent acquisition specialist roles
11 shown of 126 · sorted by freshness
$80k - $84k
-class service in the rental residential real estate business. To learn more, visit . JOB DESCRIPTION SUMMARY The Talent Acquisition Advisor collaborates with business leaders to develop and execute effective talent acqu…
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…
$125k - $150k
are not only investing in what’s next in construction, we are investing in what’s next for your career. As a Lead Talent Acquisition Specialist for PCL Construction Enterprises, Inc. in Denver, Colorado, you’ll have the…
$57k - $65k
Are you ready to create connections that become lasting relationships? Listen, Learn and Make a match with Addison Group! Addison Group is one of the fastest growing private staffing firms in America that specializes in…
$72.35k - $110k
Today, our brands include Boost Mobile, DISH TV, Gen Mobile, Hughes and Sling TV. Department Summary The EchoStar Talent Acquisition team collaborates with innovative leaders across the organization, seeking individuals…
$27.02 - $33 per hour
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 indi…
perspectives to create a culture of belonging, ensuring inclusion, and fairness for all. We foster a culture of inclusion through: Talent, Education & Communication, Employee Groups and Celebration. Position Overview Par…
$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…
$11.54 per hour
Position: Recruiter- Remote 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 team…
apply. Girl Scouts of Colorado offers amazing opportunities for talented, forward-thinking, innovative individuals who share our vision... ...will impact and change future generations! The Recruitment Specialist is respo…
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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
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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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