with the opportunity to work within an innovative and collaborative environment Join our Revenue Management Team as an eBilling Specialist We are seeking a highly skilled professional who thrives in a fast-paced, deadlin…
Human Resources · Houston, TX
Talent Acquisition Specialist jobs in Houston, 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.
156
Open roles today
$24–$57/hr
Typical pay range
$78k
Median, full-time
10
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Open talent acquisition specialist roles
12 shown of 156 · sorted by freshness
Senior, and Entry-Level recruiters.Partnership with the operational and business group leadership within the region to drive talent acquisition strategies and align recruitment resources to business needs.Routine in pers…
Job Description Hill International is seeking a Talent Acquisition Specialist in Houston, or Dallas Texas Hill International is seeking a proactive and relationship-driven Talent Acquisition Specialist to support recruit…
$95k - $140k
OverviewDo you consider yourself a relationship-driven recruiter with the ability to identify, engage, and attract top construction talent? Next 150 Construction is seeking a Senior Recruiter to lead the recruitment of h…
but not limited to Core HCM, Compensation, Benefits, Absence, Talent and Performance.Key Responsibilities HR Operations, HRIS and Administration... ...payroll, benefits administration, employee relations, talent acquisit…
sustainable aviation fuel. Together we can help our customers to reduce their greenhouse gas emissions.We are looking for you, Senior Specialist, Sourcing Development,to our Feedstock Sourcing & Trading, North America or…
our customers. We are always looking for the best and brightest talent and we are committed to making your job a challenging and... ...Required experience is commensurate with the selected job level:The Specialist/ Analy…
Our client in East Houston is seeking a Safety Specialist to join their team. This opportunity is ideal for a safety professional with strong compliance knowledge, OSHA experience, and a proactive approach to process imp…
all. We are a network of 278 schools with nearly 16,500 educators and 190,000 students and alumni. Job Description The Talent Strategy Project Coordinator provides project and team support across the Talent Strategy team…
$26.79 per hour
candidates (online, job fairs, community events/partners), and build talent pipelines; Serve as primary recruiter for all required Agency... ...records retention. Make recommendations to improve talent acquisition. Coord…
Pro-Vac is looking for a Talent Partner in Onboarding to join our team in our Houston, TX office! The Onboarding, Talent Partner... ...their talent cycle. This role partners closely with HR, Talent Acquisition, Hiring Ma…
to manage multiple clients at once, and likes working in a fast-paced, entrepreneurial atmosphere. Responsibilities: Supports Talent Manager(s) in executing successful collaborations for our clients Coordinates influence…
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What talent acquisition specialists earn in Houston
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $24–$32 | $49k–$67k |
| Mid level | $32–$43 | $67k–$90k |
| Senior | $41–$57 | $86k–$118k |
Adjusted for the Houston 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.
02
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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