$60 - $80 per hour
technology to the military in months, not years.As a key member of Anduril's recruiting team, you will be responsible for the company's talent management as we continue to rapidly grow. Your work will be hands-on and inv…
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.
58
Open roles today
$30–$72/hr
Typical pay range
$100k
Median, full-time
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Open talent acquisition specialist roles
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our clients to their customers, first. What you'll be doing? As a Technical Recruiter, you will source, interview, and hire top talent from all over. To accomplish this, you bring a thoughtful and consultative approach t…
$55k - $70k
oriented and always leave candidates feeling well-cared-for. The role As a Recruiting Coordinator, you will keep Vale's talent acquisition engine running smoothly, managing scheduling, communications, and logistics to cr…
$40 - $45 per hour
managers to understand staffing needs and develop effective recruitment strategies. ~Utilize various sourcing methods to attract top talent, including job boards, social media, and networking events. ~Maintain accurate a…
$59k - $88.5k
inclusivity, and a willingness to roll up our sleeves. Our small-but-mighty recruiting team consists of a Recruiter and a Recruiting + HR Specialist. Your Next Challenge As our Temporary Recruiting Coordinator, you'll be…
$15 - $50 per hour
Find and engage passive candidates through personalized outreach * Screen candidates and evaluate technical backgrounds * Build talent pipelines for blockchain and design roles * Coordinate interviews and support the hir…
Gpac offers an excellent work-life balance in a fast-paced work environment. There is tremendous earning potential with no cap. As a part of our team, you will be surrounded by passionate teammates pushing each other to…
$36k - $150k
Overview: Gpac has grown from a small, family-owned company into a top recruiting firm in the nation over our 30+ years in business. With a reputation for excellence, we are dedicated to providing the best service to our…
gpac offers an excellent work-life balance in a fast-paced work environment. There is tremendous earning potential with no cap. As a part of our team, you will be surrounded by passionate teammates pushing each other to…
Work from home opportunity! gpac, a family-owned executive search firm, is looking for highly motivated individuals to partner with as fully remote Search Consultants. Our company was founded over 35 years ago and has be…
$150k - $195k
influence hiring decisions, shape strategies, and align recruiting priorities with broader business goals. Source strong design talent. You’ll experiment and partner with hiring managers to reach top candidates and explo…
$175k - $295k
AI systems. About the role: Anthropic is looking for a talented Technical Recruiter to partner with our Core Tech teams. In this... ...understand organizational needs and map out long-term talent acquisition strategies t…
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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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