$18 - $20 per hour
continue to grow our school community, we are seeking an energetic, personable, and results-oriented Student Recruitment & Outreach Specialist to help more Fort Worth families learn about FWSA and support prospective fam…
Human Resources · Fort Worth, TX
Talent Acquisition Specialist jobs in Fort Worth, 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.
46
Open roles today
$23–$56/hr
Typical pay range
$78k
Median, full-time
6
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Open talent acquisition specialist roles
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About this role:Wells Fargo is seeking a Senior Supervisory Control Specialist to join our Client Relationship Group within Wealth and Investment Management. This role is responsible for supervisory oversight of practice…
Lead the screening, scheduling, and active interviewing for operational and professional roles utilizing Comeet to maintain a strong talent pipeline. Onboarding & Offboarding Controls: Facilitate the entire hiring proces…
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…
Description: ENG- Supports the Engineering & Technology Talent Acquisition team during a hiring surge across the business. Responsibilities include sourcing candidates, managing referrals, supporting hiring managers, ass…
$96k - $192k
About Carrier Carrier Global Corporation, global leader in intelligent climate and energy solutions, is committed to creating innovations that bring comfort, safety and sustainability to life. Through cutting-edge advanc…
Position: Recruiter, Talent Acquisition 11506 Position Type: W2 Contract – No Benefits Position Location: Fort Worth, TX Description: In this highly visible role on the Operations Talent Acquisition team, you’ll be an in…
Position Summary Hays Electrical Services is seeking a driven, relationship-focused Corporate Recruiter to support the acquisition of top talent across our rapidly growing national operations. This role will be responsib…
$45 - $55 per hour
for managing full-cycle recruiting across both technical and corporate functions, with a strong emphasis on delivering high-quality talent and maintaining an efficient, positive candidate experience throughout the proces…
job openings and work-based learning opportunities. ESSENTIAL FUNCTIONS: Works with businesses seeking professional-level talent and develops close relationships with hiring managers to assess staffing needs and specific…
Total Rewards Manager Fort Worth, TX or Sanford, FL (Orlando area) | Hybrid Work Options Position Summary We are seeking a Total Rewards Manager to lead the design and administration of the company's benefits, healthcare…
$80k - $89k
services and meet our customers’ needs and help them achieve their goals. We know that the best way to achieve this is by bringing in new talent, fresh perspectives and ambitious individuals like you. At DSV, performance…
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What talent acquisition specialists earn in Fort Worth
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $23–$32 | $48k–$66k |
| Mid level | $32–$43 | $66k–$89k |
| Senior | $41–$56 | $85k–$116k |
Adjusted for the Fort Worth 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
02
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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