$79k - $98k
Talent Acquisition Specialist - Washington, United States of America Who We Are Boston Consulting Group partners with leaders in business and society to tackle their most important challenges and capture their greatest o…
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.
350
Open roles today
$30–$72/hr
Typical pay range
$100k
Median, full-time
4
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01
Open talent acquisition specialist roles
10 shown of 350 · sorted by freshness
$85k - $95k
Empower Strategies Consulting is hiring a Digital Media Buyer to spearhead dynamic digital ad campaigns across social platforms, streaming video, and connected TV, championing conservative values. This role is tailored f…
$85k - $95k
Alamo Intelligence is seeking a Digital Media Buyer to lead execution for paid digital campaigns across social media, online video, and connected TV. This role is ideal for someone with hands-on experience in programmati…
$68k - $78.5k
programmatic ad platforms. The Digital Advertising Associate will help execute the digital strategy for client accounts including acquisition and activation ads, education and persuasion ads, online fundraising, and soci…
$31 - $36.5 per hour
Position Summary The Talent Acquisition Specialist is responsible for managing full cycle recruitment activities to attract, assess, and hire qualified candidates in alignment with the organization’s mission, values, and…
$29.05 - $36.4 per hour
Vancouver Clinic is seeking an experienced Talent Acquisition Coordinator to join our growing Talent Acquisition team. In this role, you will provide administrative and operational support for recruiting and onboarding a…
About the Role Employment Networks (ENs) are the organizations that deliver employment services to Social Security disability beneficiaries — job placement, career counseling, and ongoing support. This role grows that ne…
spearhead recruitment, hiring, and onboarding to support our expanding patrol routes across the Puget Sound region. Hiring & Talent Acquisition: Lead full-cycle recruitment for security officers, patrol supervisors, and…
$28 - $32 per hour
Washington, DC-based consulting firm to place an experienced Recruiter for a contract engagement. This is a great fit for a talent acquisition professional who is energized by a high-volume, fast-moving environment and e…
$27 - $30 per hour
To apply, please send a resume to ****@*****.***. Essential to Hawthorne Lane’s success is our ability to attract talent from a range of backgrounds. Our network reflects the diverse community around us, and we believe i…
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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.
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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.
02
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.
04
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
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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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