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Human Resources · Tampa, FL
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.
58
Open roles today
$24–$57/hr
Typical pay range
$79k
Median, full-time
8
Fresh in this list
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01
Open talent acquisition specialist roles
12 shown of 58 · sorted by freshness
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…
DescriptionThe Biorepository Bioanalyte Specialist 1 (BAS 1) supports the operational, analytical, and technical functions of the Tampa General Hospital/USF Health Precision Medicine Biorepository (PMBioR) by assisting i…
$50k - $65k
Superior Skilled Trades is seeking an experienced Skilled Trades / Construction Recruiter to join our team! This role is high-volume recruiting specific to skilled trades roles within the construction industry. Candidate…
$103.92k - $155.88k
Human Resources, ProfessionalCompany: CitiCiti is looking for a Talent Acquisition Manager to lead a team of global recruiters supporting the... ...channels to build and sustain robust talent networks within specialist f…
learn how you could help make great things possible not only in your community, but around the world. In the role of Specification Specialist II, we'll count on you to: Prepare design development and contract documents s…
Requisition Number: 234244 Job Description Cintas is seeking a Recruiter to manage regional recruiting initiatives. Responsibilities include developing, implementing and managing a recruitment strategy by partnering with…
$80k - $100k
environment. Job Responsibilities: The Senior Brand Activation Specialist is responsible for the day-to-day oversight of the Benchmark... ...Benchmark International is a global mergers and acquisitions firm dedicated to…
requirements . The New Hire Coordinator plays a key role in enhancing the candidate’s experience and supporting the company’s talent acquisition goals. Some Job Responsibilities Include: Act as a liaison between the hiri…
experienced in commercial, industrial, residential, and government work. Erwin Electric, Inc. is currently seeking a Talent Acquisition and HR Specialist in the Tampa Bay Area. Position Summary This position manages full…
Requisition Number: 234497 Job Description Cintas is seeking a Senior Recruiter to manage regional recruiting initiatives. The Senior Recruiter will develop, implement, and manage a recruitment strategy by partnering wit…
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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
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
01
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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