$85k - $90k
: Location: San Antonio, TX Regular/Temporary: Regular Job ID: 11359 Full/Part Time: Full Time Org Marketing Statement The University of Texas at San Antonio, a Hispanic Serving Institution situated in a global city that…
Human Resources · San Antonio, TX
Talent Acquisition Specialist jobs in San Antonio, TX
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.
69
Open roles today
$22–$54/hr
Typical pay range
$74k
Median, full-time
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Open talent acquisition specialist roles
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Our goal is to place individuals and families in permanent, stable housing and provide the needed tools and support to develop self-sufficiency. Equitable Social Solutions impacts lives by creating tailored solutions for…
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$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…
state, and local employment laws and regulations, including those relevant to mining and construction environments Manage talent acquisition efforts for both salaried and hourly roles across corporate and field operation…
$35 - $45 per hour
Job Title: Bilingual Talent Acquisition Specialist Location: San Antonio, TX Industry: Construction Pay: $35 – $45 / hour Assignment Type: Contract-to-Hire Work Schedule: Monday–Friday | Standard business hours (schedule…
$23 per hour
Social Media & Employer Brand Specialist Location: Hybrid (Office Tue–Thu, Remote Mon/Fri) Job Type: Full-Time Job Summary... ...weeks ahead ● Build monthly content strategies supporting talent acquisition and employer b…
$80k - $90k
performing, engaged and inclusive workforce. This role focuses on talent acquisition, onboarding, employee relations, training and development,... ...actions, and separation processes. Supervises Payroll Specialist and e…
Who Is Athra Systems? Athra Systems is a behavioral health operations and provider services organization delivering comprehensive, scalable solutions across the full continuum of behavioral health care. We partner with h…
Description:s. Articulate job duties, client environment, process, benefits, and paid time off to potential candidates. Maintain status on all recruiting assignments. Build a pool of candidates in anticipation of client…
We are currently seeking a Temporary Talent Acquisition Specialist - Privileged to join our team. In this role, you will recruit for various commercial, federal, military and state contracts. You will work closely with a…
JOB SUMMARY The Patient Recruitment Specialist collaborates with the Director of Research, Investigators, and clinical site staff to recruit subjects for clinical trials. Our studies span a wide range of health issues, i…
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What talent acquisition specialists earn in San Antonio
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $22–$30 | $46k–$63k |
| Mid level | $30–$41 | $63k–$86k |
| Senior | $39–$54 | $82k–$112k |
Adjusted for the San Antonio 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
01
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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