$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 · Omaha, NE
Talent Acquisition Specialist jobs in Omaha, NE
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.
37
Open roles today
$22–$53/hr
Typical pay range
$74k
Median, full-time
3
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01
Open talent acquisition specialist roles
9 shown of 37 · sorted by freshness
Recruiter Recruit Top Talent. Build Relationships. Drive Growth. Join the Team at zTrip zTrip is seeking a motivated and... ...What You'll Do as a Recruiter: Recruitment & Talent Acquisition Source and attract qualified…
The company Stryker is one of the world’s leading medical technology companies and together with our customers, we are driven to make healthcare better. The Company offers a diverse array of innovative medical technologi…
$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…
recruiting nurses and healthcare professionals or top-performing sales talent, you'll partner with leaders across the business to identify,... .... ~Collaborate with one of the highest-performing Talent Acquisition teams…
and maintain numerous relationships with the various healthcare professionals. This position supports the department by sourcing new talent and working with the Account Managers, Sr. Account Managers, and Team Leads to f…
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…
$36k - $150k
Overview: Gpac has grown from a small, family-owned company into a top recruiting firm in the nation over our 30+ years in business. With a reputation for excellence, we are dedicated to providing the best service to our…
Work from home opportunity! gpac, a family-owned executive search firm, is looking for highly motivated individuals to partner with as fully remote Search Consultants. Our company was founded over 35 years ago and has be…
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What talent acquisition specialists earn in Omaha
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $22–$30 | $46k–$63k |
| Mid level | $30–$41 | $63k–$85k |
| Senior | $39–$53 | $81k–$110k |
Adjusted for the Omaha 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
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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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