$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,…
Human Resources · Oklahoma City, OK
Talent Acquisition Specialist jobs in Oklahoma City, OK
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.
36
Open roles today
$21–$51/hr
Typical pay range
$71k
Median, full-time
4
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Open talent acquisition specialist roles
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Job Description Job Description SUMMARY The Social Media Manager is responsible for developing, implementing, and managing the organization's social media strategy to increase community awareness, strengthen engagement,…
Must live in Oklahoma City area) I. DESCRIPTION OF SERVICES The Human Resources Recruiter – Temporary supports full-cycle talent acquisition efforts and assists in optimizing recruitment processes. Under the direction of…
retail! If you are passionately enthusiastic, endlessly curious, and customer obsessed, say “I do” and apply today! Alterations Specialists are responsible for completing all fittings and alterations to the high standard…
is based at the corporate office in Oklahoma City. BASIC PURPOSE: The Corporate Recruiter I will identify, recruit, and hire talent that supports the growth of Love's Travel Stops & Country Stores. This role is responsib…
$50k
Primary Purpose: Investigate casualty insurance claims; obtain all necessary information to evaluate claims and expedite settlement. Annual Salary: $50,000 Essential Duties and Responsibilities include the following. Oth…
in key areas Serve as liaison between business leaders and HR Centers of Excellence on programs and initiatives including talent acquisition, talent development, total rewards, and employee engagement In partnership with…
$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…
$20 per hour
Join Zipfizz as a Brand Ambassador inside Costco! Zipfizz, a vitamin-enhanced energy and hydration drink, is hiring enthusiastic Brand Ambassadors to represent our products at Costco and event locations near your area. C…
Oklahoma City and surrounding areas. Oklahoma Human Services is holding an in-person hiring event for several of our Child Welfare Specialist I/II/III positions. We are looking to hire on the spot. To be considered for e…
$75k
growth through effective workforce planning, employee relations, talent management, and compliance initiatives. This leadership... ...organizational development, and change management. Support talent acquisition, onboard…
bonus ranging from $100 to $150 every two weeks, depending on responsibilities. Minimum Qualifications Child Welfare Specialist, Level I Completion of 90 hours from an accredited college or university; or 3 years of expe…
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What talent acquisition specialists earn in Oklahoma City
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $21–$29 | $44k–$61k |
| Mid level | $29–$39 | $61k–$82k |
| Senior | $38–$51 | $78k–$107k |
Adjusted for the Oklahoma City 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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