$55k - $75k
people are at the heart of everything we do . We're seeking a Recruiter who will play a critical role in identifying and attracting talented individuals who share our commitment to enriching the lives of those we serve.…
Human Resources · St. Louis, MO
Talent Acquisition Specialist jobs in St. Louis, MO
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.
71
Open roles today
$22–$53/hr
Typical pay range
$74k
Median, full-time
1
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Open talent acquisition specialist roles
12 shown of 71 · sorted by freshness
$67k - $87k
About the Role We are currently seeking a Talent Acquisition Advisor to join our Global Talent Management team. Reporting to the Senior Manager Talent Acquisition – Global, this role is responsible for driving hiring out…
$28 per hour
We are looking for an energetic, results-driven Recruiter to join our Talent Acquisition team. In this role, you will lead full-lifecycle recruitment to attract top-tier talent for high-volume automotive technician roles…
the primary point of contact for candidates and provide information about the organization and roles. Build and maintain strong talent pipelines through networking, outreach, job fairs, and community partnerships. Ensure…
$23 - $25 per hour
Duties/Responsibilities Collaborate with management to assess hiring needs and develop strategic plans to attract, hire, and retain talent. Create and publish employment opportunities, interview candidates, and seek out…
$50k - $55k
owned and operated home care company; we believe in our mission to help our clients live as independently as possible with the most talented, capable caregivers, CNAs, LPNs, and RNs at their service for 40 years. Respons…
$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…
$44.4k - $55.5k
completed in a timely manner. Additionally, the Onboarding Specialist will take an active role in managing the I-9 process as well... ...~ Coordinates new hire orientation. ~ Collaborates with talent acquisition team reg…
competencies, we strive to create an environment where employees feel welcome, respected and valued. Summary The Specialist, Talent Acquisition is responsible for recruiting and hiring entry-level and early-career profes…
seeking a Recruitment Marketing Digital Specialist to support hiring efforts across our growing... ...a key part in attracting top veterinary talent by managing job board postings,... ...This position works closely with…
$30k - $36k
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…
$35k - $300k
tied to your effort and results Why gpac? gpac is an award-winning, nationally recognized search firm specializing in placing top talent across multiple industries since 1990. We're competitive, client-focused, and commi…
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What talent acquisition specialists earn in St. Louis
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $22–$30 | $46k–$63k |
| Mid level | $30–$41 | $63k–$85k |
| Senior | $39–$53 | $81k–$110k |
Adjusted for the St. Louis 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
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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