$38 - $40 per hour
positions, partnering closely with hiring managers to develop recruiting strategies, and sourcing, screening, and interviewing top talent within a fast-paced corporate environment. Responsibilities: Sourced and screened…
Human Resources · Phoenix, AZ
Talent Acquisition Specialist jobs in Phoenix, AZ
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.
115
Open roles today
$25–$59/hr
Typical pay range
$82k
Median, full-time
3
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Open talent acquisition specialist roles
12 shown of 115 · sorted by freshness
$30 - $35 per hour
, the position Vaco/Highspring is filing for is occupied. Please note, however, that Vaco/Highspring is regularly asked to provide talent to other organizations. By submitting to this position, you are agreeing to be inc…
Requisition Number: 232436 Job Description Cintas is seeking a Recruiter to manage regional recruiting initiatives. Responsibilities include developing, implementing and managing a recruitment strategy by partnering with…
Through interpreting academic, student services, and admissions policies and requirements, the Admissions Transfer Counselor is an effective communicator and creative problem solver, initiating proactive outreach efforts…
experience to both homeowners and our employees. With plans to go nationwide by 2030 , we're building out a dream team of motivated talent to help us get there. The Role: We're looking for an energetic, driven individual…
Seeking Recruiter for Phoenix Location. High volume. Position is in office and not remote. Details Include: Recruits Hourly Paid manufacturing and Hospitality Employees. Holds job fairs, works with government agencies an…
part of a distinguished family of workplace solution companies, we work alongside Employer.com & Job Mobz, which specializes in talent acquisition services; BountyJobs, the leading marketplace for recruitment agencies; B…
Description The key focus for a Recruitment Sourcing Specialist is to execute sourcing strategies and plans with a focus on... ...with the onsite Recruitment Relationship Manager and client talent acquisition personnel t…
$50k - $60k
Results, Lume Strategies, TalentRise, and Viaduct, delivers tailored talent solutions, workforce management, IT services, and more to meet... ..., 8:00 am to 5:00 pm Job Summary: As a Recruitment Specialist at Acara Solu…
Job Description Job Description Experience the SYNERGY HomeCare difference, where we are united under one purpose, to bring wholehearted, life-energizing care to as many people as possible - on their own terms, in their…
Position Summary The Talent Development Specialist works closely with other members of the Talent Development team and HR colleagues to develop skills of frontline staff to improve performance and behaviors. Assists in t…
PURPOSE: To recruit qualified drivers who meet or exceed Marten Transport, Ltd. hiring criteria, in order to maintain maximum equipment staffing levels. RESPONSIBILITIES: 1. To recruit qualified driver, independent contr…
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What talent acquisition specialists earn in Phoenix
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $25–$33 | $51k–$69k |
| Mid level | $33–$45 | $69k–$94k |
| Senior | $43–$59 | $90k–$122k |
Adjusted for the Phoenix 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
01
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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