is actively developing the technologies to make this possible, with the ultimate goal of enabling human life on Mars.SR. SOURCING SPECIALIST, CONSTRUCTION We are a progressive procurement organization pushing the boundar…
Human Resources · Los Angeles, CA
Talent Acquisition Specialist jobs in Los Angeles, CA
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.
135
Open roles today
$29–$70/hr
Typical pay range
$98k
Median, full-time
7
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Open talent acquisition specialist roles
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Pay Rate - $48.18/hr. on W2 Hybrid - Tue & Wed onsite Description: Day-to-Day Responsibilities/Workload: IVR/IVA Platform & Migration SpecialistRole Summary Leads discovery, configuration analysis, telephony/routing desi…
$87k - $131k
Job ID: 44012Reference: 300016243599488Location: Los Angeles, CA, United StatesDepartment: ArchitectureBusiness Unit: ANA United StatesWork Type: On-siteDate Posted: 2026-09-21Arcadis is the world's leading company deliv…
Join the Clean Energy RevolutionBecome a Sourcing Specialist at Southern California Edison (SCE) and build a better tomorrow. In this job, you’ll support the development and execution of strategic sourcing initiatives th…
: Position Purpose: The Business Development & Talent Acquisition Specialist supports Morley's business growth and talent acquisition initiatives. This entry-level role bridges business development efforts and liaises wi…
$100k - $120k
protected status.For individuals with disabilities or religious obligations who would like to request an accommodation, please contact talent@ authentic.comTo access Authentic' s Privacy Policy, which contains informatio…
Robert Half is searching for Human Resources Recruiters for local ongoing opportunities. If you are looking to advance your career in recruitment, please apply today. For immediate consideration email your resume and the…
The Company DREAMLABS is a performance marketing agency that builds and scales disruptive eCommerce brands. The team specializes in high-performance creative production, paid social strategy, and rapid iteration to drive…
$32 per hour
Talent Acquisition Coordinator - Los Angeles (Hybrid) Are you ready to accelerate your career in human resources? We are seeking a highly organized, solutions-oriented Talent Acquisition Coordinator to join our supportiv…
Position Overview Position: Talent Acquisition Coordinator Location: Los Angeles, CA Reports to: Director of Talent Acquisition and People Development Direct Reports: None Category: Classified Fair Labor Standards Act (F…
About the Role We're looking for a Senior Google Ads Media Buyer with deep expertise in direct response lead generation to manage and scale campaigns across Search, Performance Max, Display, and YouTube. You should have…
Associate, Talent Acquisition UTA is seeking a driven Associate, Talent Acquisition to join our dynamic Talent Acquisition team. This role is ideal for an effective self-starter with strong research instincts, natural cu…
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What talent acquisition specialists earn in Los Angeles
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $29–$40 | $61k–$83k |
| Mid level | $40–$54 | $83k–$112k |
| Senior | $51–$70 | $107k–$146k |
Adjusted for the Los Angeles 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.
05
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.
04
Name your stack — ATS, CRM, sourcing tools like LinkedIn Recruiter or Gem — since TA work is tool-heavy.
05
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
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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