Description: The Program Specialist Customer Success works as an independent professional with extensive knowledge of the supply chain management activities and services provided by Century Distribution Systems. The indi…
Human Resources · Richmond, VA
Talent Acquisition Specialist jobs in Richmond, VA
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.
43
Open roles today
$24–$57/hr
Typical pay range
$79k
Median, full-time
5
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Open talent acquisition specialist roles
12 shown of 43 · sorted by freshness
$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…
$100k - $150k
Overview LMI is seeking a strategic, innovative, and high‑energy Talent Acquisition Lead to drive full‑cycle recruiting, workforce planning, and talent pipeline development for a large, multi‑site enterprise IT program s…
$55 - $58.62 per hour
Safety Specialist Pay Rate: $55-$58.62/hr Location: Richmond, VA Per Diem offered Summary: The Safety Specialist serves as an Owner Safety Representative (OSR) supporting construction activities on utility scale solar an…
engineers, architects, construction management staff, environmental, strategic communications, economists, management consultants and specialists across disciplines to solve complex mobility challenges with innovation, t…
MAU is hiring a Talent Acquisition Specialist in Richmond, VA. As a Talent Acquisition Specialist, you will support on-site recruitment activities, manage candidate pipelines, and coordinate direct-hire hiring processes…
MAU is hiring a Talent Acquisition Coordinator in Richmond, VA.As a Talent Acquisition Coordinator, you will support on-site recruitment operations for MAU’s Recruitment Process Outsourcing (RPO) client, Altria, by coord…
As a Talent Acquisition Specialist, you will be responsible for identifying qualified staff to fill clinical positions within our agency. Our agency is growing and we are seeking an individual that is able to grow with u…
brand ambassador for the client, focusing on delivering exceptional talent while providing proactive and timely communication on the status of the search. As a subject matter expert in talent acquisition, you will provid…
Senior Talent Development Consultant Strategic Talent Development Services — Contingent Upon Contract Award Employment Type: Contract / As Needed Location: On-Site, Richmond, VA Status: This position is contingent upon c…
$200.7k - $229.1k
portfolio of businesses and investments in growth and transformation will result in a company with the scale, brand, capabilities, talent, and values to succeed as the digital revolution transforms our society and our in…
$35k - $300k
nation's premier executive search and recruiting organizations. Our success is built on one simple mission: connecting exceptional talent with outstanding companies to create long-term success for both. We are expanding…
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What talent acquisition specialists earn in Richmond
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $24–$32 | $50k–$67k |
| Mid level | $32–$44 | $67k–$91k |
| Senior | $42–$57 | $87k–$119k |
Adjusted for the Richmond 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
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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
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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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