$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 · Indianapolis, IN
Talent Acquisition Specialist jobs in Indianapolis, IN
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
$22–$54/hr
Typical pay range
$74k
Median, full-time
2
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Open talent acquisition specialist roles
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and Customer Experience. This position provides leadership in talent management, employee relations, performance management, training... ...Objectives & Primary Responsibilities Guide talent acquisition, onboarding, empl…
Klipsch Senior Care, LLC d/b/a Home Instead Recruitment and Engagement Coordinator West Indianapolis, IN Are you the person who makes someone feel welcome the second they walk in the door? Who remembers their name, their…
$65k - $75k
Job description: Are you a people person who thrives on teamwork and making a positive impact on others' lives? If so, you might be a great fit for our Interim HealthCare Staffing Recruitment team! We're not just a compa…
Overview Join our dynamic team as an Office Assistant/Recruiter, where you will be the heartbeat of our administrative and talent acquisition efforts. This energetic role combines essential office management with proacti…
classes and job readiness training in order to foster positive growth. Project WILL is looking to hire a GROWTH Facilitation Specialist (GFS) to lead the charge at our West Side location. The GFS will provide interactive…
providing sponsorship for employment visa status (e.g., H-1B or TN status) for this position. JOB SUMMARY The Patient Transport Specialist coordinates complex, high-acuity medical and logistical cases across the company’…
$68.5k - $88.02k
What Health Physics contributes to Cardinal Health Quality develops and implements quality policies, procedures, and processes to ensure products and services comply with regulatory standards and specifications. Health P…
Role Summary: This role focuses on data collection, entry, education, surveillance support and coordination with local health departments and other healthcare agencies. The role completes many of the day-to-day tasks req…
The Pet Resource Center Coordinator supports IndyHumane’s animal intake and resource services by coordinating intake appointments, facilitating owner surrenders and animal transfers, maintaining accurate animal records,…
Summary: We are seeking a full-time individual to join our Transfer Team. This role requires a highly organized and detail-oriented person with strong compassion to support families during times of loss by transporting l…
Responsible for performing a variety of para-professional tasks related to the care of individuals served by Safe Response. Essential job duties and responsibilities are in accordance with Safe Response’s Strategic Plan…
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What talent acquisition specialists earn in Indianapolis
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 Indianapolis 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
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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