Together, we’ll continue to transform our industry. Come grow with us. We are Canteen. Job Summary: The Talent Acquisition Specialist manages full-cycle recruitment for high-volume frontline and operations positions, inc…
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
5
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01
Open talent acquisition specialist roles
11 shown of 54 · sorted by freshness
$18 - $24 per hour
Certified Parent Peer Specialist (Wraparound) Wisconsin Community Services (WCS) Join the WCS Team At WCS, our people make the difference. We’re looking for individuals who share our commitment to Respect, Justice, Integ…
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…
opportunity to make an impact and rise above the possible.Job posting end date: IntroductionWe are looking for a Tactical Sourcing Specialist to join our North and Central America (NCA) Sourcing Team. In this role, you w…
$70.32k - $105.48k
ROLE WILL BE BASED IN MILWAUKEE, WI.As an Enterprise Insights Specialist - Field Research, you will help transform field insights into... ...Northwestern Mutual is an equal opportunity employer that welcomes talented ind…
brand ambassador for the client, focusing on delivering exceptional talent while providing proactive and timely communication on the status of the search. As a subject matter expert in talent acquisition, you will provid…
Wenthe-Davidson Manufacturing Talent Acquisition Specialist New Berlin, WI Job Summary Attract, engage and hire candidates across the organization, from entry-level manufacturing to leadership roles. Essential Duties and…
Are you ready to accelerate your career? Join Cielo as a Talent Sourcer! A career at Cielo will give you the opportunity to work... ...beyond traditional assumptions of what it means to work in talent acquisition. Cielo…
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…
$30k - $36k
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…
$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…
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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
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
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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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