$65k - $70k
Build a winning team behind the team. As the Human Resources Manager, you will help create an engaging workplace by supporting talent acquisition, employee relations, compliance, performance management, and team member d…
Human Resources · Kansas City, MO
Talent Acquisition Specialist jobs in Kansas City, MO
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.
81
Open roles today
$23–$54/hr
Typical pay range
$75k
Median, full-time
2
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Open talent acquisition specialist roles
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About Sika With more than 100 years of experience, Sika is a worldwide innovation and sustainability leader in the development and production of systems and products for commercial and residential construction, as well a…
$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…
Harvesters' people strategy while fostering employee engagement, talent development, compliance, and a strong workplace culture. This... ...the Senior Human Resources Manager to guide and align talent acquisition, onboar…
Requisition ID: 932706 Store # : E00886 Selling - Brand Specialist FIELD Position: Full-Time Total Rewards: Benefits/Incentive Information If you’ve worn a pair of glasses, we’ve already met. We are a global leader in th…
Job description: We are seeking an energetic and detail-oriented Talent Acquisition Specialist to join our dynamic Human Resources team. In this pivotal role, you will drive talent acquisition strategies across various d…
Work from home opportunity! gpac, a family-owned executive search firm, is looking for highly motivated individuals to partner with as fully remote Search Consultants. Our company was founded over 35 years ago and has be…
$36k - $150k
Overview: Gpac has grown from a small, family-owned company into a top recruiting firm in the nation over our 30+ years in business. With a reputation for excellence, we are dedicated to providing the best service to our…
$35k - $300k
tied to your effort and results Why gpac? gpac is an award-winning, nationally recognized search firm specializing in placing top talent across multiple industries since 1990. We're competitive, client-focused, and commi…
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What talent acquisition specialists earn in Kansas City
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $23–$31 | $47k–$64k |
| Mid level | $31–$41 | $64k–$86k |
| Senior | $40–$54 | $83k–$113k |
Adjusted for the Kansas City 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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