Position Summary: The Certified Peer Specialist is a person who has lived the experience of mental health, substance use or co-occurring needs, is in recovery, has had formal training in the peer specialist model of supp…
Human Resources · Milwaukee, WI
Talent Acquisition Specialist jobs in Milwaukee, WI
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.
54
Open roles today
$23–$55/hr
Typical pay range
$76k
Median, full-time
2
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Open talent acquisition specialist roles
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Recruiter Recruit Top Talent. Build Relationships. Drive Growth. Join the Team at zTrip zTrip is seeking a motivated and... ...What You'll Do as a Recruiter: Recruitment & Talent Acquisition Source and attract qualified…
themselves, their families, and their communities. Position Summary: Join our team at Access Clinic South as a Certified Peer Specialist. If you are bilingual (English/Spanish) with personal experience in mental health o…
The Peers Empowering Peers program serves people with significant substance use and co-occurring mental health needs. The Peer Specialist works in collaboration with the individual’s assigned treatment provider to ensure…
We are a market leader in the brand marketing and sales industry, and are seeking a Marketing and Brand Specialist to join our Sales team. The Marketing and Brand Specialist acts as a liaison between the customer and our…
$20 per hour
About Carmen Carmen Schools of Science and Technology is seeking an enthusiastic and community-minded Parent Recruiter to help us connect with families interested in enrolling their children at Carmen South Middle School…
Gpac offers an excellent, remote work-life balance, in a fast-paced work environment. This is a position that allows you to help transform people's lives by placing them in their ideal positions with clients, while trans…
$36k - $150k
Overview: Gpac has grown from a small, family-owned company into a top recruiting firm in the nation over our 30+ years in business. With a reputation for excellence, we are dedicated to providing the best service to our…
$35k - $300k
tied to your effort and results Why gpac? gpac is an award-winning, nationally recognized search firm specializing in placing top talent across multiple industries since 1990. We're competitive, client-focused, and commi…
Work from home opportunity! gpac, a family-owned executive search firm, is looking for highly motivated individuals to partner with as fully remote Search Consultants. Our company was founded over 35 years ago and has be…
$40k - $100k
GPAC offers an excellent work-life balance in a fast-paced work environment. There is tremendous earning potential with no cap. As a part of our team, you will be surrounded by passionate teammates pushing each other to…
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What talent acquisition specialists earn in Milwaukee
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $23–$31 | $48k–$65k |
| Mid level | $31–$42 | $65k–$87k |
| Senior | $40–$55 | $84k–$114k |
Adjusted for the Milwaukee 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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