$170k - $215k
ExecutivesOperations Specialties ManagersOther Management OccupationsBusiness and Financial Operations OccupationsBusiness Operations Specialists Candidate Outbox This profile has no shares from your agency in their Cand…
Human Resources · Pittsburgh, PA
Talent Acquisition Specialist jobs in Pittsburgh, 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.
47
Open roles today
$23–$56/hr
Typical pay range
$78k
Median, full-time
3
Fresh in this list
No email, no resume, no sign-up. Save any listing below and you start anonymously.
You're signed in. Saving a listing drops it straight into your pipeline.
01
Open talent acquisition specialist roles
12 shown of 47 · sorted by freshness
$75k - $110k
their homes and businesses. To do this, we need creative and talented people to join our company. We offer a dynamic work environment... ..., HR Projects/Programs and initiatives, compensation, acquisitions, integrations…
jobs 1,150 Explore companies Join talent network Talent Recruiting Coordinator Gecko Robotics Administration,... ...~2+ years of experience in Recruiting Coordination, Talent Acquisition Coordination, Recruiting Operatio…
$35 - $50 per hour
employer branding tools and social media platforms to enhance talent attraction efforts. Market Intelligence & Stakeholder Partnership... ...and sourcing strategies to elevate the broader Talent Acquisition team. * Assis…
$17.5 - $20 per hour
Remote Recruiter (Full-Time / Part-Time – 100% Remote) Pay: Training: $15/hr for 1-2 weeks | Regular: $17.50–$20/hr + Weekly Bonuses ($1,000–$3,000+/week) Type: Hourly + Performance Bonuses | Weekly Pay | Flexible Schedu…
$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…
Industrial Process Heating and Electric HeatTrace commercial teams. The HR Business Partner will be responsible for driving HR and talent. Your Responsibilities: Develop close working relationships with the Industrial Pr…
methodologies, and systems. Looking to take the next step in your career? Hatch is currently seeking a highly motivated Talent Acquisition Specialist to join our Talent Acquisition team in Pittsburgh. This position is a…
Requisition Number: 231239 Job Description Cintas is seeking a Human Resources Manager II to oversee all general areas of human resources. Responsibilities include managing turnover, recruiting, payroll and benefits admi…
leaders. The HRBP will play a pivotal role in workforce planning, talent management, organizational development, and change leadership... ...Support strategic hiring plans in collaboration with Talent Acquisition to attr…
quality Coordinate interviews, feedback loops, and offer processes with speed and accuracy Build and maintain ready-to-deploy talent pipelines for recurring banking roles Support rapid onboarding and start-date coordinat…
When you join the Precision Automation and Robotics evolution at Aerotech , located near Pittsburgh, PA in RIDC Park, O’Hara Township, you will build an exceptional career with paid on-the-job training and opportunities…
02
What talent acquisition specialists earn in Pittsburgh
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $23–$32 | $48k–$66k |
| Mid level | $32–$43 | $66k–$89k |
| Senior | $41–$56 | $85k–$116k |
Adjusted for the Pittsburgh market from national ranges.
03
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.
05
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.
02
Include an employer branding artifact you shipped, like a careers page revamp or a candidate content series, with its effect.
03
Quantify pipeline building: talent community size, response rates on outreach, or hires from nurtured pools.
04
Name your stack — ATS, CRM, sourcing tools like LinkedIn Recruiter or Gem — since TA work is tool-heavy.
05
Call out roles or markets where you developed real sourcing depth, such as engineering, healthcare, or hourly hiring.
06
Where this role goes
Typical progression
01
Recruiting Coordinator
02
Talent Acquisition Specialist
03
Senior Talent Acquisition Specialist
04
Talent Acquisition Manager
05
Head of Talent
Ten quiet minutes a day
Applying for talent acquisition specialist jobs in Pittsburgh?
Robbi carries this page into your first day: your role, your city, your shift preference. Then it hands you a few small things each morning and keeps the pipeline honest.
Save what looks right here, then let Robbi hand you a few small things each morning and keep the follow-ups honest.
Start with this search
No email, no resume, no sign-up.
Open your tracker
Everything you saved is already there.