operational control. This role will work primarily to support the customer relationship with Amazon. We are seeking a Program Specialist Customer Success who combines supply chain knowledge, operational problem-solving,…
Human Resources · Seattle, WA
Talent Acquisition Specialist jobs in Seattle, WA
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.
51
Open roles today
$30–$72/hr
Typical pay range
$100k
Median, full-time
10
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Open talent acquisition specialist roles
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will enable a better tomorrow To add depth to our pre-eminent Coastal Engineering Practice, we are looking for a Bridge Hydraulics Specialist to join our team. You are going to work closely with a team of experts and wil…
$103k - $127k
Talent Senior Specialist - Pipeline - Seattle, United States of America Locations : Los Angeles | Seattle Who We Are Boston Consulting... ...points of intersection (Career Development, Talent Acquisition, Human Resources…
$147.9k - $200.1k
We are hiring an accomplished Senior WW Storage GTM Specialist to support the growth of AWS Storage services with a specific focus on object storage workloads. As AWS continues to grow its presence globally, the Senior S…
We are:Accenture’s Talent Reinvention Partner and we’re helping clients reinvent how people and organizations work—delivering leadership... ...methodologies, and data analytics to improve talent acquisition, performance…
$100k - $160k
Opportunity:Chewy is looking for a Recruiting Manager to join our team. This individual will partner with key stakeholders to identify top talent for our rapidly growing e-commerce business. This role acts as a full-cycl…
$176.6k - $239k
and workshops as repeatable, practical resources that scale enablement across the field and partners.About the teamThe Worldwide Specialist Organization (WWSO) is part of AWS Specialist and Partner Organization (ASP). Sp…
$176.6k - $239k
Do you want to help define the future of Go to Market (GTM) at AWS using generative AI (GenAI)? AWS Specialist Solutions Architects (SSAs) are technologists with deep domain-specific expertise, able to address advanced c…
$201k - $272k
Do you want to lead a global team of deep technical specialists who help the world's most ambitious organizations build on AWS relational... ...and operational rigor that attracts and retains top technical talent. A cent…
$191k - $253k
information, Explore Our Benefits.Protecting Yourself from Recruitment ScamsAnduril is committed to maintaining the integrity of our Talent acquisition process and the security of our candidates. We've observed a rise in…
Job Title: Talent Acquisition/ HR Recruiter Location: Seatle, WA-hybrid mode Duration: 6 Months Responsibilities: Key member of the recruiting strategy team, developing and maintaining the required capability and talent.…
$79k - $99k
exhibition design, places of worship, creative production, urban design, and interior design. We are currently seeking a Talent Acquisition Specialist to drive day-to-day execution of the firm's full-cycle recruitment fu…
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What talent acquisition specialists earn in Seattle
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $30–$41 | $62k–$85k |
| Mid level | $41–$55 | $85k–$115k |
| Senior | $53–$72 | $110k–$150k |
Adjusted for the Seattle 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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