Role Description The Talent Acquisition Sourcer will network and connect passive talent with current and future career opportunities at UT... ...network of 800 premier physicians including more than 100 specialists. ~Emp…
Human Resources · Remote
Remote Talent Acquisition Specialist jobs
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.
4,044
Open roles today
$24–$58/hr
Typical pay range
$80k
Median, full-time
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Open talent acquisition specialist roles
2 shown of 4,044 · sorted by freshness
Role Description We're looking for a proactive Talent Sourcer/Recruiter to join our recruiting team. You'll own the top of our talent pipeline — finding and engaging software engineers, data annotators, and other tech pr…
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What talent acquisition specialists earn remotely
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $24–$33 | $50k–$68k |
| Mid level | $33–$44 | $68k–$92k |
| Senior | $42–$58 | $88k–$120k |
National ranges — remote pay usually tracks the employer's base market.
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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
01
Recruiting Coordinator
02
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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