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Human Resources · Orlando, FL
Talent Acquisition Specialist jobs in Orlando, FL
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.
50
Open roles today
$24–$57/hr
Typical pay range
$78k
Median, full-time
9
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Open talent acquisition specialist roles
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At Best Christmas Ever, we believe the greatest gift is giving. That's why we're on a mission to transform lives through generosity during the Christmas season. Through a nomination process, we create an unforgettable Ch…
$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…
our Deloitte US Delivery Center model, which is dedicated to driving impactful business services. It leverages Deloitte’s scale and talent, as well as a center delivery model to provide high-quality, cost-effective servi…
Location: Orlando, Florida, United StatesCompany: AdventHealthPosted: 2026-09-25AdventHealth in Orlando, FL is seeking an experienced inpatient hospital coder to assign ICD-10-CM/PCS codes for complex surgical and proced…
Infrastructure You'll work with utilities, engineering consultancies, developers, EPCs, and energy businesses hiring the technical specialists needed to support demand across the power market. What You'll Do Build new cl…
Job-ID28956177Reference26-20884Salary$135,000-$150,000 / year Manager, CSC Engineering Company Overview At Mitsubishi Power, we're not just building better clean energy technologies; we're architecting a better future. O…
DescriptionAt HDR, our employee-owners are fully engaged in creating a welcoming environment where each of us is valued and respected, a place where everyone is empowered to bring their authentic selves and novel ideas t…
AtkinsRéalis is seeking a Resilience and Emergency Management (REM) Specialist to join our Resilience and Emergency Management Team. This... ...and perspectives. We strongly believe that world-class talent makes no disti…
relationships with current and potential customers in the defined sales area o Work together with other sales staff and departments when specialist knowledge is necessary o Maintains current product knowledge on features…
$22 per hour
this key dual-role, you will serve as the face and voice of our office, supporting our sales strategy while directly driving talent acquisition and onboarding. If you love working with people, keeping operations running…
$63k - $80k
STAFFING MANAGER – FULL DESK A & Associates, Inc. — Quality In Everything We Do. Now hiring in: Dallas, TX • Houston, TX • Orlando, FL Full-Time | Mid- to Senior-Level | Base Salary $63,000–$80,000 per year, based on exp…
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What talent acquisition specialists earn in Orlando
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $24–$32 | $49k–$67k |
| Mid level | $32–$43 | $67k–$90k |
| Senior | $41–$57 | $86k–$118k |
Adjusted for the Orlando 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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