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Human Resources · Las Vegas, NV
Talent Acquisition Specialist jobs in Las Vegas, NV
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.
39
Open roles today
$24–$58/hr
Typical pay range
$80k
Median, full-time
5
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01
Open talent acquisition specialist roles
12 shown of 39 · sorted by freshness
$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…
Caesars Digital, America’s leading sports book operator, is hiring a Licensing Specialist to the join the Compliance team. As a Licensing Specialist, you will be responsible for the preparation, completion, submission, m…
The Boring Company was founded to solve the problem of soul-destroying traffic by creating an underground network of tunnels. Today, we are creating the technology to increase tunneling speed and decrease costs by a fact…
Job Description The Workforce Management Specialist is responsible for supporting the planning, forecasting, scheduling, and optimization of labor resources across designated departments at Wynn Las Vegas. This role ensu…
Responsibilities Serves as subject matter expert for assigned products and strategy, ensuring support of and alignment with the Company’s overall business strategy and objectives, with a focus on financial gain and Compa…
Responsibilities We are seeking an experienced Senior Talent Acquisition Partner to deliver high-impact recruiting for our game development studios. This senior individual contributor will serve as a trusted talent advis…
JOB DESCRIPTION Work Schedule Standard (Mon-Fri) Environmental Conditions Office Job Description Join us as a Phone Recruiter - And play a crucial role in identifying and engaging potential participants for clinical tria…
$17 - $18.5 per hour
Picerne Real Estate Group is recruiting high-energy, success-driven individuals to join our marketing/leasing team. The Leasing Specialist plays a crucial role in our organization by connecting apartment home renters wit…
company objectives. The HR Manager job duties include employee and labor relations, leading and supporting complex investigations talent and performance management, and HR administration. This position reports to the HR…
**Location:** Remote (Worldwide) **Position Type:** Contract / Hybrid (Guaranteed Base vs. Milestone Commission) We are seeking motivated B2B Recruiters, HR Consultants, and Outbound Sales Professionals to introduce a ze…
Career oriented with a desire for advancement Enthusiastic about being part of a recruiting organization that recognizes your talent What We Offer: Medical, Dental and Vision insurance Generous 401(k) match PTO — we beli…
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What talent acquisition specialists earn in Las Vegas
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $24–$33 | $50k–$68k |
| Mid level | $33–$44 | $68k–$92k |
| Senior | $42–$58 | $88k–$120k |
National ranges — pay in Las Vegas typically tracks these.
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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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