About the Role Firstline Environmental Solutions is actively seeking HAZWOPER-certified and Specialist Trained Responders to join our Fresno, CA response crew. This is an on-call emergency response position supporting a…
Human Resources · Fresno, CA
Talent Acquisition Specialist jobs in Fresno, CA
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.
11
Open roles today
$23–$55/hr
Typical pay range
$76k
Median, full-time
5
Fresh in this list
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01
Open talent acquisition specialist roles
11 shown · sorted by freshness
$29 - $46 per hour
**Position: Field Safety Specialist* * Location: Fresno, CA Company: Clear Path Utility Solutions, LLC. Pay Range: $29-$46 DOE CPUS is seeking Safety Specialists with knowledge of OSHA Logging Regulations, ANSI Z133 Stan…
$66.82k - $82.18k
Program Specialist - Career Technical Salary: $66,818.00 - $82,179.00 Annually Location: SCCCD District Office - Fresno, CA Job Type: Permanent Division: DO District Office Job Number: 2026057 Closing: 10/8/2026 11:59 PM…
related tasks, including time and attendance issues, tracking vacancies, and coordinating employee activities. Collaborates with Talent Acquisition on candidate interviews and offers. Prepares correspondence, reports, an…
Start your career in finance with ultimate flexibility and consistent pay! We have immediate openings for entry-level accounting clerks to support financial teams on short-term mandates. If you are highly ethical, accura…
$133.2k - $172.37k
healthcare industry with at least 4 years in specialty sales or the appropriate therapeutic area. A minimum of 2 years as a Therapeutic Specialist is preferred. Preferred Qualifications: Has a proven track record of succ…
$22 - $26 per hour
Celebrating over 55 years as a Medium/Heavy Duty Commercial Truck Dealer with 5 locations throughout Central California. For the past 26 years, we have successfully earned the prestigious “Circle of Excellence Award” for…
team driven by our common purpose to deliver a better world. Join us. Job Description AECOM is seeking a Field Safety Specialist (FSS ) for one of our offices in Fresno, CA . This role is responsible for monitoring and e…
$133.2k - $172.37k
worldwide. As a Senior Field Activation Specialist within Gilead's HIV Prevention Team,... ...seamless customer experience through access, acquisition, administration and operational support... ...people management pract…
POSITION SUMMARY The Housing Specialist provides housing support to participants in the Landlord Engagement and Mitigation Program. The incumbent will be able to cope with conflict, stress, and crisis situations through…
$80k - $130k
Escrow Officer A well-established and growing company I'm partnered with is looking to add an experienced Escrow Officer to their team. This is a great opportunity for someone who takes pride in managing files from start…
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What talent acquisition specialists earn in Fresno
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $23–$31 | $48k–$65k |
| Mid level | $31–$42 | $65k–$87k |
| Senior | $40–$55 | $84k–$114k |
Adjusted for the Fresno 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
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
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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