Company Description Headquartered in Indianapolis, Indiana, Wabash Valley Power is a not-for-profit electric cooperative and wholesale provider of reliable, affordable electricity to our 21 electric distribution member c…
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.
71
Open roles today
$22–$54/hr
Typical pay range
$74k
Median, full-time
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Open talent acquisition specialist roles
11 shown of 71 · sorted by freshness
Overview Intermediate Talent Acquisition Consultant - Nurse Recruitment Our leaders shape strategic initiatives, develop passionate teams, and work to improve health outcomes. They advance our mission and exemplify excel…
$18 per hour
Seasonal Recruiting & Onboarding Coordinator In this role, you'll help connect job seekers with employment opportunities by recruiting, interviewing, and onboarding candidates while providing an exceptional experience fr…
$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…
responsibility for employee relations, engagement, reporting, talent processes, and policy support. Job Responsibilities Handling... ...or celebration activities. Assisting with talent acquisition and leadership pipeline…
? This role blends sales, relationship management, and talent consulting and is ideal for someone with a customer-first... ...email_hidden*** or call (***) ***-**** Recruiter, Recruiting Specialist, Talent Acquisition, S…
Summary: The Talent & Hiring Specialist is a full-time, professional-level role responsible for leading recruitment and contributing to broader... ...key HR processes. Primary Responsibilities Talent Acquisition & Hiring…
teamwork and purpose in all that they do . Indiana University Health is seeking individuals who embody these values to join our talent acquisition team in the role of Campus Recruitment Consultant- Intermediate. This is…
$50k - $60k
responsible for managing the full recruitment cycle, identifying top talent, and supporting our hiring managers to build a strong... ...contribute to a dynamic company while advancing your career in talent acquisition. R…
$54k - $58k
MHG Hotels is seeking a skilled and collaborative Corporate Human Resources Manager to support HR operations across our hotel portfolio. This role is responsible for driving HR strategy, ensuring compliance with employme…
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
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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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