Media Buyer - New York, 10019, United States of America How we LEAD: The Consumer Marketing Team at Universal Music Group is seeking an experienced media buyer for our growing in-house media team. This is a permanent, fu…
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.
343
Open roles today
$32–$76/hr
Typical pay range
$106k
Median, full-time
6
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Open talent acquisition specialist roles
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Retail Media Buyer About the Role: Beam is looking for a data-driven Retail Media Buyer to own and scale our Amazon advertising, Instacart and Retail Media accounts. This is a high-impact, high-ownership role for someone…
requisitions and competing priorities in a fast-paced recruiting environment . Requirements Minimum 4 years of recruiting or Talent Acquisition experience . Proven experience managing full-cycle recruitment across multip…
$128k - $136k
and help them grow, manage and secure their digital and financial lives. We’re always looking for smart, fearless and high-impact talent who see AI as a teammate – leveraging it to move faster and deliver meaningful resu…
the Head of People, North America, based in our New Yor City office. Your primary responsibilities will include assisting with talent acquisition and recruitment processes, providing administrative support across various…
Job Title: Talent Acquisition Specialist or Recruiter Location: On-site (New York, NY) We are currently seeking candidates who meet the following qualifications: KEY RESPONSIBILITIES: Manage full-cycle recruitment for as…
$80k - $95k
positive company culture Be flexible with working hours and travel as needed Skills and Qualifications ~3-4 years experience as a Talent Agent in styling, beauty, or related fields ~ Strong industry connections and netwo…
$28 per hour
We are hiring for a Talent Acquisition Coordinator to begin in a new position as soon as possible! This is a temporary role, that is looking for a candidate experienced working within Recruiting coordination. This positi…
$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…
In short We are looking for a Specialist – Talent Acquisition, Retail to deliver Retail hiring with pace, precision and strong judgement across a portfolio of stores. This individual contributor role is focused on execut…
$66.5k
Business Overview IPG Mediabrands is the media and marketing solutions division of Interpublic Group (NYSE: IPG). IPG Mediabrands manages over $47 billion in marketing investment globally on behalf of its clients across…
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
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
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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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