: Title URBN Talent Development Coordinator Reports to Talent Development Manager Overview The Talent Coordinator... ...URBN employees. Responsibilities Collaborate with learning specialists to implement talent developme…
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.
122
Open roles today
$26–$62/hr
Typical pay range
$86k
Median, full-time
4
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Open talent acquisition specialist roles
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Location: Bryn Mawr, PA 19010 Date Posted: 08/06/2026 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: 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: 08/07/2026 Category: Recruitment Education: Bachelor's Degree Delta-T Group is growing! We are seeking a Recruiting Coordinator for our Education department. This candidate will…
Location: Bryn Mawr, PA 19010 Date Posted: 08/01/2026 Category: Other Education: Associate's Degree Talent Sourcer / Candidate Acquisition Specialist (High-Performance Role) We’re looking for an onsite, people-driven Tal…
$21 per hour
people, and we're looking for a highly organized, detail-oriented Talent Coordinator to help create an outstanding experience for every... ...documents are submitted on time. Partner with the Talent Acquisition team to p…
Job Overview Coordinates, facilitates and manages the entire recruiting cycle for assigned job openings. Creates and executes talent sourcing strategies that enable Sage to meet business demands and the leadership brand…
Job Details: Recruiter Sales Established direct placement recruiting agency seeks entry level recruiters: Great opportunity to learn the business from ground up Unlimited earnings potential Fast paced work environment Mo…
M3 USA is at the forefront of healthcare innovation, offering digital solutions across healthcare, life sciences, pharmaceuticals, and more. Since our inception in 2000, we’ve seen remarkable growth, fueled by our missio…
$25 per hour
focuses on attracting, evaluating, and onboarding hourly workforce talent while helping maintain a steady hiring pipeline. The selected... ...Recruiter: ~Prior experience supporting recruiting, talent acquisition, staffi…
We’re searching for a dynamic HR professional to join our HR Talent Team to support US compensation, benefits, and global recruitment... ..., pay equity reviews, and benchmarking analyses. Talent Acquisition & Recruitmen…
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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
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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