Builds Relationships and partners with hiring managers to understand talent needs aligned with the goals and direction of the organization. Interacts with a limited set of standard Talent Acquisition tools (ATS, CRM, etc…
Human Resources · Nashville, TN
Talent Acquisition Specialist jobs in Nashville, TN
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.
90
Open roles today
$24–$58/hr
Typical pay range
$80k
Median, full-time
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Open talent acquisition specialist roles
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efforts for field-based and operational positions. This role will work closely with leadership teams to identify staffing needs, build talent pipelines, and oversee the recruitment process from sourcing through onboardin…
$47.67k - $53.75k
Recruitment Manager and reports directly to the Managing Director of Talent to execute a high-impact recruitment strategy that attracts... ...about people, excited to develop expertise in talent acquisition, and eager to…
$53.71k - $65k
success! Cielo is a brand that reflects our big idea – that talent is rising – and with it our opportunity to rise above. We... ...beyond traditional assumptions of what it means to work in talent acquisition. Cielo is t…
Job Summary The Wendy’s Wonderful Kids (WWK) Recruiter will connect youth who wait for permanent homes with families who wish to adopt by implementing and coordinating effective recruitment, matching and support services…
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…
This is a contract job opportunity. potential for perm Position: Phlebotomist 5314 Location: Yakima WA Schedule: 8-5 Mon to Fri or work either 10 or 10:30AM to 7PM - schedule is being finalized Projected duration: 3 mont…
$100k - $150k
(Nashville) or REMOTE Position Overview Our client is seeking an highly motivated Project Recruiter / Internal Staffing Specialist They will support the continued growth of our heavy civil construction operations. This i…
$63.8k - $109.8k
$109,797 ~ Final salary offer will be based on relevant skills and experience to the position. Job Summary: The Talent Acquisition Specialist leads full life-cycle recruiting and drives talent acquisition strategy across…
Provider Recruiter plays a key role in supporting company growth by supporting the Director of Provider Recruitment in the talent acquisition of physicians and advanced practice practitioners throughout the country. The…
$62k - $75k
What does a Brand Marketing Specialist II do at Modea? We are a healthcare-focused digital product consultancy seeking a Brand Marketing Specialist to join our Growth team. This role requires a proactive storyteller and…
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What talent acquisition specialists earn in Nashville
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $24–$33 | $50k–$68k |
| Mid level | $33–$44 | $68k–$92k |
| Senior | $42–$58 | $88k–$120k |
National ranges — pay in Nashville typically tracks these.
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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
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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