$210k - $250k
About TrabaTraba is building the AI operating layer for the industrial supply chain.We started in the workforce space because contingent labor is the biggest operational pain point our manufacturing and logistics custome…
Human Resources · New York, NY
Talent Acquisition Specialist jobs in New York, NY
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.
232
Open roles today
$32–$76/hr
Typical pay range
$106k
Median, full-time
9
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Open talent acquisition specialist roles
12 shown of 232 · sorted by freshness
$180k - $250k
behind our annual review cycle and calibration, in partnership with the VP of People Experience and OperationsPartner with leaders on talent density and bar-raising: help them continuously assess whether their teams are…
We are seeking a motivated Recruiter to identify, attract, and hire top talent to meet organizational staffing needs. The Recruiter will manage the full recruitment lifecycle, from sourcing and screening candidates to co…
$140k - $170k
searches across CLEAR, with a focus on senior and highly specialized talent. You’ll partner closely with leaders to shape talent... ...processes, interviewer capability, employer brand, and Talent Acquisition effectivene…
As a Senior Talent Acquisition Researcher at EPAM , you’ll shape sourcing strategies for a global technology solutions consulting firm that delivers complex digital transformation programs. You’ll partner closely with se…
DescriptionSenior Comparative Medicine Specialist is able to perform all animal husbandry duties from Trainee to Comparative Medicine Specialist. CM Specialist serves as floor lead by acting as liaison between assistant…
We are looking for a Benefits Coordinator to join a busy Total Rewards team in New York, New York. This contract opportunity is ideal for someone who can step into a high-volume environment and contribute quickly across…
$200k
investment professionals and business leadersCoaching managers on performance, leadership development and employee engagementDriving talent management, succession planning and workforce planning initiativesSupporting com…
$140k - $150k
At Customers Bank, we believe in working hard, working smart, working together to deliver memorable customer experiences and having fun. Our vision, mission, and values guide us along our path to achieve excellence. Pass…
Flexible Spending Account/ Dependent Care Account ~ Annual Performance Bonus Job Overview: As a member of the Talent Acquisition team, the TA Specialist will support our organization in the development of short and long-…
$120k - $160k
About the role Rylo is hiring a Talent Acquisition Specialist in NYC to help build the teams leading our next growth stage. You'll own end-to-end recruiting for GTM roles, partnering closely with hiring managers to defin…
benefit both employers and employees. Find out more by visiting . Position Summary We are seeking an experienced Talent Acquisition Specialist to join our team. The Talent Acquisition Specialist will be responsible for a…
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What talent acquisition specialists earn in New York
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $32–$43 | $66k–$90k |
| Mid level | $43–$58 | $90k–$121k |
| Senior | $56–$76 | $116k–$158k |
Adjusted for the New York 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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