comfortable taking ownership of multiple technical requisitions from intake through offer acceptance, to identify and hire top technical talent. The candidate must reside within the continental US. Responsibilities Manag…
Human Resources · Philadelphia, PA
Talent Acquisition Specialist jobs in Philadelphia, PA
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.
75
Open roles today
$26–$62/hr
Typical pay range
$86k
Median, full-time
3
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Open talent acquisition specialist roles
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timeWork type: PermanentRelocation: FalsePosition ID: FEMA-DR-13071068-STDocument ID: 885691300Grade: GS 14Job category: Emergency Management Specialist (0089)Hiring path: fed-competitive, fed-transition, land, vet, mspo…
learn how you could help make great things possible not only in your community, but around the world. In the role of Specification Specialist II, we'll count on you to: Prepare design development and contract documents s…
learn about and connect with AECOM for early career opportunities. We are seeking a detail-oriented Entry-Level Civil OSP Design Specialist to support our growing Outside Plant (OSP) programs. In this role, you will act…
$44k - $50k
Recruiter • Entry Level Recruiter • Staffing Coordinator • Talent Acquisition • Home Care Recruiter • Caregiver Recruiter • Home Health Aide... ...Recruiting • Healthcare Staffing • HR Coordinator • Hiring Specialist • W…
Competitive salary based on experience PTO Lucrative bonus structure Healthcare Responsibilities: Recruit and build a talented caregiving team to allow the agency to continue its progression in a positive direction Lead…
connect with AECOM for early career opportunities. AECOM's Digital Practice and Technology group is seeking an Entry-Level BIM Specialist for their office in Philadelphia, PA. The selected candidate will support BIM prof…
Location: Bryn Mawr, PA 19010 Date Posted: 09/01/2026 Category: Other Education: Associate's Degree Talent Sourcer / Candidate Acquisition Specialist (High-Performance Role) We’re looking for an onsite, people-driven Tal…
Location: Bryn Mawr , PA 19010 Date Posted: 08/03/2026 Category: Recruitment Education: High School Diploma/GED Entry Level Recruiter needed to join our Team! Come create a colorful difference with Kaleidoscope! Seeking…
Location: Bryn Mawr, PA 19010 Date Posted: 09/01/2026 Category: Recruitment Education: Associate's Degree Full Cycle Recruiter Bryn Mawr, PA | Full-Time Delta-T Group is hiring a Staffing Coordinator to support our growi…
Location: Bryn Mawr, PA 19010 Date Posted: 09/01/2026 Category: Recruitment Education: Bachelor's Degree Delta-T Group is growing! We are seeking a Recruiting Coordinator for our Education department. This candidate will…
apply . Bilingual Spanish/English skills are a plus, but not required , for this position. Position Summary The Recruiting Specialist manages the full recruitment life cycle, including candidate sourcing, screening, inte…
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What talent acquisition specialists earn in Philadelphia
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $26–$35 | $54k–$73k |
| Mid level | $35–$48 | $73k–$99k |
| Senior | $46–$62 | $95k–$130k |
Adjusted for the Philadelphia 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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