$123k - $150k
vary by role and will be assessed during the interview process.About the RoleWe're hiring a Senior GTM Recruiter who brings strong talent advisory skills to the table. We are not looking for someone to just run a process…
Human Resources · San Francisco, CA
Talent Acquisition Specialist jobs in San Francisco, CA
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.
115
Open roles today
$34–$81/hr
Typical pay range
$112k
Median, full-time
8
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Open talent acquisition specialist roles
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candidate-first recruiting experiences that raise the bar for how we scale.We are responsible for delivering world-class technical talent through pragmatic, data-informed, and principle-aligned recruiting practices. We b…
requisitions, templates, and communications within Greenhouse and other talent systems.Monitor recruiting activity and ensure data accuracy,... ...the candidate and hiring manager experience.Support talent acquisition pr…
$57k - $201.7k
Specialist- Villeda Lab Department of Anatomy University of California, San FranciscoThe Villeda lab is seeking a Junior/Assistant/Associate/Full Specialist to join our group and contribute to new and ongoing projects. T…
$70k - $215k
research, IT, etc.)Build and execute proactive sourcing strategies that go beyond inbound applicants: passive-candidate outreach, talent mapping, and creative channels for hard-to-find technical talentPartner with hiring…
$166.42k - $234k
Reference: R-2644921Posted: 2026-09-24Location: SAN BRUNO, CA, United StatesSalary: $166421 - $234000/yearType: Full time / Regular/PermanentCompany: WalmartBusiness Segment: Home OfficePosition: Staff Product ManagerJob…
Office Specialist - Property ManagementBrief Job Description:The Office Specialist in Property Management provides administrative and office support for property operations, tenant communication, vendor coordination, and…
$150k - $250k
better world by combining world class services, advisory and technology for our clients. We are committed to hiring the best, most talented people and empowering them to thrive, grow meaningful careers and to find a plac…
most important work of your career. About the team To further this important mission, we are building the foundation for a long-term talent bench at Stripe. We believe every campus hire can build products with meaningful…
$132k - $163k
re seeking a Recruiter who’s passionate about discovering top talent, driving company growth, and helping people develop successful... ...partner to our hiring partners, consulting with them around talent acquisition str…
$140k - $200k
About Hightouch Hightouch is an Agentic Marketing Platform powered by the industry-leading Composable CDP. With complete brand context, customer data, and performance history in one place, every marketer finally has the…
$160k - $210k
foundational layer for a decentralized and AI-enabled Web3 ecosystem. For more information, visit [alchemy.com]( About the Role Talent is Alchemy's greatest competitive advantage. As a Technical Recruiter, you'll be resp…
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What talent acquisition specialists earn in San Francisco
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $34–$46 | $70k–$95k |
| Mid level | $46–$62 | $95k–$129k |
| Senior | $59–$81 | $123k–$168k |
Adjusted for the San Francisco 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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