$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…
Human Resources · Detroit, MI
Talent Acquisition Specialist jobs in Detroit, MI
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.
49
Open roles today
$22–$54/hr
Typical pay range
$74k
Median, full-time
4
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Open talent acquisition specialist roles
12 shown of 49 · sorted by freshness
$16 - $19 per hour
Are you passionate about finding and hiring the best talent? Do you thrive in a dynamic, fast-paced environment where your contributions... ...? We’re looking for a dedicated Recruiter and Payroll Specialist to join our…
Henry Ford Health partners with millions of people on their health journey, across Michigan and around the world. We offer a full continuum of services from primary and preventative care to complex and specialty care, he…
Human Resources team. The Technical Recruiter will be responsible for full-cycle recruiting of specialized technical and professional talent supporting Waltonen's automotive, aerospace, defense, tooling, manufacturing, e…
$60k - $90k
candidates apply within 7 days of the posting date to ensure consideration. Job Description: What can you expect in a Talent Acquisition Specialist role with TaskUs: Are you passionate about connecting great talent with…
expertise for a designated property. He/she will be accountable for talent acquisition, succession/workforce planning, performance management and... ...Human Resources, as well as market-based Human Resources Specialist…
We are looking for a highly motivated Sales professional to join our North America sales team! As a Professional Tool Specialist , you will sell, promote, and demonstrate the RIDGID & Greenlee lines of tools and equipmen…
Job Overview We are seeking a knowledgeable and personable Budtender to join our team. The ideal candidate will provide exceptional customer service, educate customers about our products, and ensure a welcoming shopping…
Description: describes the general nature and level of work performed by employees assigned to this position. It should not be construed as an exhaustive list of all required duties, responsibilities, and skills. Lightho…
leadership team. You will be responsible for our workforce management strategy, HR department functional oversight, managing the talent on your team and supporting the TCC team and leadership in all things HR. Our New Te…
Description The Children’s Center has an opening for a Sourcing Specialist in the Human Resources department. This rewarding position... ...tactical sourcing strategies aimed at generating a strong talent pipeline to mee…
$73k - $110k
Rockwell Automation is a global technology leader focused on helping the world’s manufacturers be more productive, sustainable, and agile. With more than 28,000 employees who make the world better every day, we know we h…
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What talent acquisition specialists earn in Detroit
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $22–$30 | $46k–$63k |
| Mid level | $30–$41 | $63k–$86k |
| Senior | $39–$54 | $82k–$112k |
Adjusted for the Detroit 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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