$85k - $120k
This position requires a BS Medical Technology or related field, MT (ASCP Certification), and a minimum of 3 years experience as a Medical Technologist. You need to have a strong understanding of QC/Westgard rules, CLSI…
Human Resources · San Jose, CA
Talent Acquisition Specialist jobs in San Jose, 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.
68
Open roles today
$33–$80/hr
Typical pay range
$110k
Median, full-time
3
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Open talent acquisition specialist roles
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Ready to apply your inventory experience in a new role? Do you enjoy working with a sense of urgency? Are you an ace at resolving issues? If any of those apply, you should apply for the roles we have available today. Alo…
$166.5k - $291.4k
workflow— helping 85% of the Fortune 500® work smarter, faster, and better. We're building an AI-native culture where technology and talent are unstoppable together. And we're just getting started. Join us to put AI to w…
$175.4k - $264.1k
: Summary Posted: Jan 12, 2024 Role Number: 200533632 Imagine what you could do here. At Apple, new ideas have a way of becoming great products, services, and customer experiences very quickly. Bring passion and dedicati…
$144.33k - $240.55k
KIOXIA America, Inc. (formerly Toshiba Memory America, Inc.) is the US-based subsidiary of KIOXIA Corporation , a leading worldwide supplier of flash memory and solid state drives (SSDs). From the invention of flash memo…
across ByteDance's diverse product suite. We are looking for talented individuals to join our team. As a graduate, you will get... ...Resource or a related discipline. Enthusiastic about talent acquisition and organizati…
provider of intelligent and sustainable solutions for group orders. Job Description We are looking for a Talent Acquisition & People Operations Specialist to help scale our team and strengthen our People foundation. This…
$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…
We are seeking an experienced Talent Sourcing Specialist based in the Philippines to support our HR and Recruitment team in identifying and engaging high-performing sales professionals within the financial services indus…
$21 per hour
Ready to gain new skills in a collaborative, fast-paced warehouse environment? If so, we've got shipping roles for you. You'll play a key role in day-to-day manufacturing operations, be recognized for your hard work and…
$80k - $115k
the organization to identify, engage, and close top talent in a highly competitive market. You will work closely with the Deputy Director of Talent Acquisition and a tight-knit team of recruiters and HR specialists, with…
$100k - $115k
Job Title: Human Resources Manager Industry: Nonprofit / Community Services Location (city, state): Santa Clara, CA Assignment Type: Direct Hire Pay: $100,000 - $115,000/year Work Schedule: Monday-Friday, 8:00 AM-5:00 PM…
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What talent acquisition specialists earn in San Jose
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $33–$45 | $69k–$94k |
| Mid level | $45–$61 | $94k–$127k |
| Senior | $58–$80 | $121k–$166k |
Adjusted for the San Jose 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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