organizational changes.Coordinate employee recognition activities and company-sponsored events to promote employee engagement. Talent Acquisition & OnboardingLead full-cycle recruiting efforts for exempt and non-exempt p…
Human Resources · Salt Lake City, UT
Talent Acquisition Specialist jobs in Salt Lake City, UT
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.
49
Open roles today
$25–$60/hr
Typical pay range
$82k
Median, full-time
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Open talent acquisition specialist roles
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exclude them from the position. Contributing member of the leadership team; provide expertise and hands-on support in the areas of talent management, performance management, staffing, strategic recruiting, learning and d…
and corporate HR policies Oversee performance management processes and initiatives Direct recruiting efforts to attract top talent Administer insurance programs and benefits Collaborate with executive leadership as a dir…
Job Title: DoD Skillbridge – Recruiting / Onsite Coordinator (Transit Division) Location: Salt Lake City, Utah Job Type: Internship (SkillBridge Program) Duration: 151 – 180 days Contractor Work Model: Onsite Hours: 40.0…
$90k - $110k
planning efforts to attract and retain top talent. ~ Provide guidance and support to... ...(CBP), or Certified Employee Benefits Specialist (CEBS) preferred. Experience ~ Minimum... ...~ Proven experience supporting tale…
$82k
: **Starting Salary Range at $82,000 + DOE and Bonus Opportunity Want to help build the coolest convenience experience on the planet? Are you passionate about transforming HR operations through technology? We're seeking…
Job Description Job Description Benefits: ~401(k) ~ Competitive salary ~ Opportunity for advancement ~ Paid time off ~ Training & development Assisting Hands of Greater Murray is seeking a Hiring Manager to help build an…
resourceful Recruiter to support full-cycle recruiting efforts for field and corporate positions. This role is critical in attracting top talent within the mining, construction, and heavy equipment industries. The Recrui…
$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…
$160k - $180k
organization with a strong people-first culture, known for developing talent from within and creating long-term career opportunities for... ...are seeking a strategic HR leader to help strengthen talent acquisition, mode…
Job Title: Recruiting Manager Cornerstone Caregiving is a non-medical, in-home care company primarily serving seniors. With over 450 offices in just 6 years, we aim to provide the highest quality of care for our clients…
, trusted advisor and primary interface between business leaders and HR support functions, including compensation, benefits, talent acquisition, HRIS, and employee relations. Lead change by assessing organizational readi…
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What talent acquisition specialists earn in Salt Lake City
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $25–$34 | $52k–$70k |
| Mid level | $34–$46 | $70k–$95k |
| Senior | $44–$60 | $91k–$124k |
Adjusted for the Salt Lake City 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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