$99k - $121k
Talent Acquisition Senior Specialist - Los Angeles, United States of America Who We Are Boston Consulting Group partners with leaders in business and society to tackle their most important challenges and capture their gr…
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.
202
Open roles today
$29–$70/hr
Typical pay range
$98k
Median, full-time
4
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Open talent acquisition specialist roles
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redefining how audiences experience sports, news, and entertainment in one premium streaming destination. As our Brand Marketing Specialist, you'll play a central role in bringing the FOX One brand to life across every c…
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…
value your contribution, we work with integrity, and we always put people first – so your impact really will change lives. Our Talent Advisor is accountable for: Manage and execute strategies to drive employee engagement…
$85k - $100k
This is a high-energy, hands-on role for someone who thrives in a fast-paced environment and enjoys both proactively sourcing top talent and managing candidates through the full recruiting lifecycle. Approximately half o…
$19 - $22 per hour
about? As part of our Beverly Center team, you’ll be joining our Concession in Beverly Hills, on a part-time basis as our Brand Specialist, who is responsible for supporting the day-to-day running of the Store and motiva…
About Kitsch Kitsch is a certified female and minority-owned global beauty brand. Our products are in 32,000+ retailers across 92 countries. We make essentials that make you feel exceptional. The Role We're looking for a…
$50 - $60 per hour
About The Role We're looking for a contract paid social media buyer to manage the day-to-day execution, optimization, and reporting of our paid social marketing channels, primarily Meta (this is a temporary maternity lea…
$71.7k - $87.5k
Job Summary: About the Role The Associate Talent & Growth Consultant is an early-career learning operations and client support professional who helps deliver high-quality employee experiences across Disney Entertainment…
JOIN OUR TEAM! We're hiring! Staffing Specialist for our Compton office!! Schedule: Monday-Friday 8AM-5PM Pay rate: $20h/r Must have at least 1 year of experience Excellent computer skills Excellent communication and int…
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…
We’re looking for a Senior Legal Media Buyer who has a proven track record of scaling performance-driven campaigns in the legal space using Google Search and YouTube . This role is ideal for someone who understands how t…
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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.
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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
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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