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Talent Acquisition Specialist jobs in Tampa, FL
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.
73
Open roles today
$24–$57/hr
Typical pay range
$79k
Median, full-time
3
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01
Open talent acquisition specialist roles
12 shown of 73 · sorted by freshness
skills, and abilities required . Duties and Responsibilities : ~ Proactively identify , assess, and recruit qualified talent to fulfill job orders. ~ Update, review, and actively utilize a candidate skills matrix in recr…
$100k - $125k
community. As we rapidly expand nationwide, we’re looking for talented, driven, and passionate people to join us. If you’re ready to... ...scalability, and smooth transitions during periods of growth or acquisition. What…
$17.5 - $20 per hour
Remote Recruiter (Full-Time / Part-Time – 100% Remote) Pay: Training: $15/hr for 1-2 weeks | Regular: $17.50–$20/hr + Weekly Bonuses ($1,000–$3,000+/week) Type: Hourly + Performance Bonuses | Weekly Pay | Flexible Schedu…
At Best Christmas Ever, we believe the greatest gift is giving. That's why we're on a mission to transform lives through generosity during the Christmas season. Through a nomination process, we create an unforgettable Ch…
comfortable taking ownership of multiple technical requisitions from intake through offer acceptance, to identify and hire top technical talent. The candidate must reside within the continental US. Responsibilities Manag…
$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…
Independent Contractor | Unlimited Earning Potential Are you motivated, competitive, and looking for a way to earn from home? We're looking for independent recruiters to help connect CDL drivers with top trucking compani…
$42.5 per hour
Job Title: EHS Specialist Location: Tampa, FL Type: Contract to Hire Potential Compensation: $42.50/hr Work Model: Onsite Hours: 40 hours per week. could be some evening shift support needed Responsibilities Practice saf…
for building relationships and driving sales; a hunger to succeed and the drive to be rewarded for your hard work? We are CSG Talent, we are independent, agile, and people-centric, and due to continued success and growth…
$22.19 - $33.83 per hour
Company to Work For in the Nation and is continually named one of the Tampa Bay Times’ Top Workplaces. Summary The Onboarding Specialist is responsible for the overall coordination of all onboarding activities for Moffit…
Company: Harmony United Psychiatric Care Job Title: Practice Manager / Full-Time Employment / Tampa About Us Harmony United Psychiatric Care is part of Harmony United Healthcare LLC. We are a network of outpatient mental…
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What talent acquisition specialists earn in Tampa
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $24–$32 | $50k–$67k |
| Mid level | $32–$44 | $67k–$91k |
| Senior | $42–$57 | $87k–$119k |
Adjusted for the Tampa 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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