$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…
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.
50
Open roles today
$23–$56/hr
Typical pay range
$78k
Median, full-time
6
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Open talent acquisition specialist roles
12 shown of 50 · sorted by freshness
$16 per hour
Starting Pay: $16 per hour plus tips! Make up $30 per hour with your hourly rate, tips, and commissions! Weekly Pay Schedule! We Get Paid Every Friday! You Do Not Need To Be In College To Work Here! Must Be Able To Pass…
As a Senior Specialist - Marketing (Campaign Management), you will help lead the campaign intake, planning, and production activities within an assigned business area. You will serve as the primary liaison between the st…
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…
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…
$110k - $125k
Our client, a dynamic and growing organization, is seeking an experienced Human Resources Manager to lead and strengthen their HR function. This role is an excellent opportunity for a confident HR professional who thrive…
$18.25 - $24.35 per hour
Job Summary The Patient Access Specialist oversees the patient's financial journey from start to finish, including benefits investigation, prior authorization support, and enrollment in financial assistance programs. Thi…
Fri) Environmental Conditions Able to lift 40 lbs. without assistance, Office Job Description The Meetings & Events Specialist – Channel Events & Trade Shows plays a key role within Thermo Fisher Scientific's Strategic M…
methodologies, and systems. Looking to take the next step in your career? Hatch is seeking a highly motivated Campus Talent Acquisition Specialist to support our USA region working from our Pittsburgh, PA office location…
communications, and offer processes Develop and maintain strong talent pipelines for recurring and hard-to-fill technology positions... ...experience in technical recruiting, IT staffing, or talent acquisition ~ Proven e…
services through the skills of our people, methodologies, and systems. Looking to kick-start or further develop your career in Talent Acquisition? Hatch is seeking a motivated and organised Talent Acquisition Coordinator…
$48 - $65 per hour
Talent Sourcing Specialist - Fractional Schedule Location: Remote- preference to candidates within 3 hours of Pittsburgh, PA The Role... ...You have spent years mastering the mechanics of talent acquisition and proactive…
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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.
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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
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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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