$33 per hour
known energy industry leader. We are seeking a proactive High-Volume Corporate Recruiter to join a collaborative, supportive talent acquisition team in Minneapolis. In this contract-to-hire role, you will have the autono…
Human Resources · Minneapolis, MN
Talent Acquisition Specialist jobs in Minneapolis, MN
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.
106
Open roles today
$25–$59/hr
Typical pay range
$82k
Median, full-time
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01
Open talent acquisition specialist roles
11 shown of 106 · sorted by freshness
$22 per hour
Radar Talent Solutions is looking for a motivated, self-driven Recruiting Coordinator to join our team. In this role, you will serve as a key point of contact for candidates, guiding them through a client-specific hiring…
part of a distinguished family of workplace solution companies, we work alongside Employer.com & Job Mobz, which specializes in talent acquisition services; BountyJobs, the leading marketplace for recruitment agencies; B…
$63k - $85.5k
execution of recruiting initiatives and processes in your region Engage in critical activities to understand the business and enable talent succession planning effectively What You’ll Bring To The Table ~ High School Dip…
$25 - $28 per hour
Title : Talent Coordinator Location : Eagan, MN (Hybrid) Job Type : Contract (3 Months) Compensation : $25 - $28/hr W2... ...industry, is seeking a Talent Coordinator to support its talent acquisition efforts. This role…
$50 - $65 per hour
Title : Senior Talent Acquisition Advisor Location : Eagan, MN Job Type : Contract (12 Months) Compensation : $50-65/hr W2 Industry: Medical Device Hours: Approximately 30 hours per week --- About the Role We are partner…
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…
$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
growing from a small, family-owned business into one of the nation's leading recruiting firms. Our mission is simple: connect top talent with life-changing opportunities, and help companies thrive by finding the right pe…
$35.57k
Position: Recruiter- Remote 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 team…
$65k - $115k
principles recognize the importance of a highly qualified global workforce and plays a critical role in attracting, engaging and retaining talent that: Drives RBC’s high-performance culture Enables collective achievement…
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What talent acquisition specialists earn in Minneapolis
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $25–$33 | $51k–$69k |
| Mid level | $33–$45 | $69k–$94k |
| Senior | $43–$59 | $90k–$122k |
Adjusted for the Minneapolis 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.
02
Include an employer branding artifact you shipped, like a careers page revamp or a candidate content series, with its effect.
03
Quantify pipeline building: talent community size, response rates on outreach, or hires from nurtured pools.
04
Name your stack — ATS, CRM, sourcing tools like LinkedIn Recruiter or Gem — since TA work is tool-heavy.
05
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
03
Senior Talent Acquisition Specialist
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Talent Acquisition Manager
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Head of Talent
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