Agency: Customs and Border ProtectionDepartment: Department of Homeland SecuritySub agency: Office of CommissionerSalary: Starting at $173,968 Per year (GS 15)Dates: Open 09/28/2026 to 10/02/2026Schedule: Full-timeWork t…
Human Resources · Washington, DC
Talent Acquisition Specialist jobs in Washington, DC
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.
224
Open roles today
$30–$72/hr
Typical pay range
$100k
Median, full-time
6
Fresh in this list
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01
Open talent acquisition specialist roles
6 shown of 224 · sorted by freshness
$102.42k
15 Per year (GS 12-13)Dates: Open 09/24/2026 to 10/08/2026Schedule: Full-timeWork type: PermanentRelocation: FalsePosition ID: 26-DO-13061823-PDocument ID: 886039100Grade: GS 12-13Job category: Government Information Spe…
Agency: Occupational Safety and Health AdministrationDepartment: Department of LaborSub agency: Directorate of Enforcement Programs (DEP)Salary: Starting at $143,913 Per year (GS 14)Dates: Open 09/23/2026 to 10/02/2026Sc…
Agency: Commodity Futures Trading CommissionDepartment: Other Agencies and Independent OrganizationsSalary: Starting at $106,910 Per year (CT 11-12)Dates: Open 09/18/2026 to 10/02/2026Schedule: Full-timeWork type: Perman…
$102.42k
Agency: National Foundation on the Arts and the Humanities HeadquartersDepartment: National Foundation on the Arts and the HumanitiesSub agency: Institute of Museum and Library ServicesSalary: Starting at $102,415 Per ye…
$75k - $85k
Talent Acquisition Specialist At INTEGRITYOne Partners (IOP) , we are a federal technology company focused on DevSecOps and agile software development, analytics and AI, cloud engineering, and data management. Our people…
02
What talent acquisition specialists earn in Washington
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 Washington 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.
05
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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