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Human Resources · New Orleans, LA
Talent Acquisition Specialist jobs in New Orleans, LA
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.
25
Open roles today
$23–$54/hr
Typical pay range
$75k
Median, full-time
5
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01
Open talent acquisition specialist roles
12 shown of 25 · sorted by freshness
$15 - $17.5 per hour
members on photo department operations and services to ensure adequate coverage and operational continuity during times when the Photo Specialist is not scheduled. • Follows company policies, asset protection standards,…
include the following Total Rewards and Performance Management, Talent Management and Development, Staffing/Workforce Strategy... ...posting complies/adheres with local pay transparency requirements, please contact the S…
common purpose to deliver a better world. Join us. Job Description AECOM’s Disaster Recovery Division is seeking Debris Specialists to join our team to develop our On-Call Cadre. The cadre is designed to build a roster o…
better world. Join us. Job Description AECOM’s Disaster Recovery Division is seeking Temporary and Emergency Sheltering Specialists to join our team to develop our On-Call Cadre. The cadre is designed to build a roster o…
and will research job requirements and work closely with Management and HR Director to evaluate job positions. Responsible for talent acquisition and recruitment processes for all positions, including, but not limited to…
$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…
positive candidate experience while supporting human resources and talent pipeline development. Key Responsibilities Builds close... ...and oral communication Knowledge of talent sourcing, acquisition, recruiting and on-…
$40 per hour
brightening someone’s day. When you join our Hotels team, that’s exactly what you’ll do every time you come to work! As a Lead Talent Acquisition Specialist , you’re not just leading hotel recruitment initiatives – you’r…
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…
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…
Join the NOLA team!
02
What talent acquisition specialists earn in New Orleans
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $23–$31 | $47k–$64k |
| Mid level | $31–$41 | $64k–$86k |
| Senior | $40–$54 | $83k–$113k |
Adjusted for the New Orleans market from national ranges.
03
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.
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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
03
Senior Talent Acquisition Specialist
04
Talent Acquisition Manager
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Head of Talent
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