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.
30
Open roles today
$22–$52/hr
Typical pay range
$73k
Median, full-time
6
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01
Open talent acquisition specialist roles
9 shown of 30 · sorted by freshness
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…
$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…
ResponsibilitiesThe Clinical App Systems Analyst Epic-Spec serves as a subject matter expert for the supported clinical application technology system and demonstrates understanding of the complex functional and technical…
Location: Louisville, Kentucky, United StatesCompany: Trilogy Health ServicesPosted: 2026-09-25Trilogy Health Services is seeking a Clinical Coder in Louisville, KY. You will extract clinical information from medical rec…
Role Join a dynamic Fortune 500 company as a Recruiting Coordinator I, where you will play a pivotal role in supporting our talent acquisition efforts. This hybrid position is ideal for candidates with administrative or…
$17.86 per hour
Job Title: Bottle Line Worker Job Description Join our dynamic team as a Bottle Line Worker, where you'll play a crucial role in ensuring efficient loading and unloading of boxes from the production line. You will handle…
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.…
We are looking for a highly motivated Sales professional to join our North America sales team! As a Professional Tool Specialist , you will sell, promote, and demonstrate the RIDGID & Greenlee lines of tools and equipmen…
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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
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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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