$21 - $23 per hour
Job Overview The HR Talent Sourcer will support the hospital’s talent acquisition team by identifying, engaging, and building pipelines of qualified candidates for clinical, non-clinical, administrative, and support role…
Human Resources · Louisville, KY
Talent Acquisition Specialist jobs in Louisville, KY
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.
37
Open roles today
$22–$52/hr
Typical pay range
$73k
Median, full-time
5
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01
Open talent acquisition specialist roles
11 shown of 37 · sorted by freshness
$23 - $25 per hour
is highly organized, detail-oriented, and passionate about helping healthcare organizations attract and retain exceptional clinical talent. Key Responsibilities Recruitment Coordination Coordinate interviews between cand…
$24 - $25 per hour
and cultural fit. Maintain an active pipeline of healthcare talent for current and future staffing needs. Build relationships... ...related field preferred. ~2 years of recruiting or talent acquisition experience. ~ Expe…
employees and management; administer company policies, address inquiries, and resolve work-related issues effectively. Talent Acquisition & Onboarding: Manage end-to-end recruitment, interviewing, and selection process.…
$21.99 per hour
electronic data interchange? We are seeking a skilled Electronic Data Interchange (EDI) and Electronic Remittance Advice (ERA) Enrollment Specialist to join our dynamic team in Louisville, KY! In this high-impact hybrid…
Job Description Job Description The Recruitment and Selection Manager must consistently provide remarkable experiences for the benefit of the team and the guests. This position focuses on recruiting and selecting team me…
Coordinator I About the Role Join our dynamic team as a Recruiting Coordinator I and play a pivotal role in driving our talent acquisition efforts within a Fortune 500 environment. This is a hybrid position based in Loui…
$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…
planning for the assigned areas by identifying ways to retain top talent and develop our unique culture as the business grows.... ...and bandwidth gaps, and facilitate internal moves and talent acquisition conversations.…
responsible for executing enterprise HR programs, tools, systems, and standards developed by Centers of Excellence (COEs) including Talent & Culture, Senior HR Business Systems, and EHSS. The Plant HRBP ensures local ado…
$65.4k - $95.2k
fundamental to working at Dorman. Job Summary We are looking for a motivated and driven individual to join our growing Talent Acquisition team. As part of the Talent Acquisition team, you are responsible for working alon…
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What talent acquisition specialists earn in Louisville
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $22–$30 | $46k–$62k |
| Mid level | $30–$40 | $62k–$84k |
| Senior | $38–$52 | $80k–$109k |
Adjusted for the Louisville 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
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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
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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