How to hire a talent acquisition consultant

How to hire a talent acquisition consultant, step by step

Here's a step-by-step talent acquisition consultant hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a talent acquisition consultant job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new talent acquisition consultant
• Step 8: Go through the hiring process checklist

What does a talent acquisition consultant do?

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1. Identify your hiring needs

   First, determine the employments status of the talent acquisition consultant you need to hire. Certain talent acquisition consultant roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A talent acquisition consultant's background is also an important factor in determining whether they'll be a good fit for the position. For example, talent acquisition consultants from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   The following list breaks down different types of talent acquisition consultants and their corresponding salaries.

   Type of Talent Acquisition Consultant	Description	Hourly rate
   Talent Acquisition Consultant	Human resources specialists recruit, screen, interview, and place workers. They often handle other human resources work, such as those related to employee relations, compensation and benefits, and training... Show more	$23-47
   Recruitment Manager-Sales	The Recruiting Manager is someone who is in charge of recruitment. This person is responsible for finding people fit for the job vacancies and potential employees who have the necessary skills to accomplish workloads... Show more	$16-44
   Recruitment Manager	The primary job of recruitment managers is to find and recruit job candidates to fill job vacancies. They typically work for companies or recruiting agencies... Show more	$27-64

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Human Resources
   • Applicant Tracking Systems
   • Customer Service
   • Manufacturing Industry
   • Recruitment Strategies
   • EEO
   • TA
   • Develop Strong Relationships
   • Background Checks
   • Client Facing
   • Recruitment Process
   • Source Candidates
   • Selection Process
   • Open Positions

   Check all skills

   Responsibilities:

   • Manage scheduling database for healthcare aides and organize timely in-service training.
   • Manage the scheduling and logistics of all interviews between candidates and hiring managers including post-interview calibration/feedback with interview teams.
   • Maintain candidate records, status, and followed-up correspondences in TALEO system.
   • Maintain employer database in HRIS for 10 industrial accounts, including 3 start-up companies.
   • Assist with interviewing, selecting and negotiating a contract with a new RPO service provider.
   • Maintain relationships with local colleges and high schools to provide students with insight into healthcare careers.

   More talent acquisition consultant duties

3. Make a budget

   Including a salary range in your talent acquisition consultant job description helps attract top candidates to the position. A talent acquisition consultant salary can be affected by several factors, such as geography, experience, seniority, certifications, and the prestige of the hiring company.

   For example, the average salary for a talent acquisition consultant in Kansas may be lower than in New York, and an entry-level talent acquisition consultant usually earns less than a senior-level talent acquisition consultant. Additionally, a talent acquisition consultant with certifications may command a higher salary, and working for a well-known company or start-up may also impact an employee's pay.

   Average talent acquisition consultant salary

   $69,315yearly

   $33.32 hourly rate

   ---

   Entry-level talent acquisition consultant salary

   $48,000 yearly salary

   Updated January 21, 2026

   Average talent acquisition consultant salary by state

   Rank	State	Avg. salary	Hourly rate
   1	New York	$90,717	$44
   2	Massachusetts	$84,434	$41
   3	Texas	$79,943	$38
   4	Rhode Island	$77,473	$37
   5	Virginia	$76,270	$37
   6	Illinois	$75,989	$37
   7	California	$74,722	$36
   8	Maryland	$74,565	$36
   9	Georgia	$72,486	$35
   10	Delaware	$69,137	$33
   11	Missouri	$69,135	$33
   12	Connecticut	$68,962	$33
   13	Oregon	$67,858	$33
   14	North Dakota	$66,763	$32
   15	Minnesota	$66,028	$32
   16	Colorado	$65,777	$32
   17	South Carolina	$65,161	$31
   18	Pennsylvania	$64,133	$31
   19	North Carolina	$63,536	$31
   20	Michigan	$62,914	$30

   Average talent acquisition consultant salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	San Diego Gas & Electric	$88,628	$42.61
   2	Skyworks Solutions	$88,297	$42.45
   3	Crown Castle International	$85,125	$40.93
   4	Ascensus	$84,459	$40.61	4
   5	Stanford Health Care	$84,437	$40.59
   6	Cenergy International Services	$82,607	$39.71
   7	Molina Healthcare	$82,599	$39.71	6
   8	Philips	$82,521	$39.67	8
   9	HCSC	$81,703	$39.28
   10	Eaton	$81,680	$39.27
   11	Fiserv	$81,641	$39.25
   12	Bank of America	$81,547	$39.21
   13	Discover	$81,086	$38.98
   14	State Street	$80,974	$38.93
   15	Magellan Health	$79,611	$38.27	2
   16	RSM US	$79,009	$37.99
   17	Fidelity Investments	$77,933	$37.47	9
   18	Kiewit	$77,892	$37.45	5
   19	Oracle	$77,765	$37.39	508
   20	Palomar Health	$77,620	$37.32

4. Writing a talent acquisition consultant job description

   A talent acquisition consultant job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. To help get you started, here's an example of a talent acquisition consultant job description:

   Talent acquisition consultant job description example

   As a key member of the HR function, the Talent Acquisition Consultant is responsible for all facets of the recruitment process for assigned business groups. They will be tasked with partnering directly with hiring managers and departments to proactively source candidates, develop and deploy recruiting strategies appropriate to their target markets and meet the overall hiring needs of the assigned group to ensure the attraction and selection of top talent.
   
   POSITION PURPOSE:Provide full-life cycle recruiting, including screening, qualifying, interviewing and managing candidate relationships, ensuring a high-touch candidate experience, while advising hiring managers through the assessment and selection process Handles a high volume of requisitions, capturing requisition data, and reviewing candidate information, ensuring job qualifications are met Accurately assess candidates for cultural, competency and skill fit, quickly synthesizes candidate and hiring manager feedback and routinely pre-closes candidates to ensure high acceptance rates Act as a business partner by advising hiring managers on effective interviewing techniques and collaborate with others throughout the organization to ensure a smooth process and meeting required business objectives Deeply understand the structure of the Firm and assigned business groups, the organizational model, and associated hiring needs Partner closely with hiring managers and other stakeholders to develop sourcing and hiring strategies using a data-driven approach Complete all process requirements including dispositioning candidates, and ensuring compliance with all policy and regulatory requirements Act as the Firm's brand champion to cultivate hiring managers and interviewers to represent the Firm's culture in a meaningful way Ensure diversity of candidate pools
   
   NON-ESSENTIAL FUNCTIONS:Support HR leadership in various programs & special projects as assigned, including campus recruiting, internship programs, improved utilization, and efficiency of ATS Manage vendor relationships
   
   EDUCATION/EXPERIENCE REQUIREMENTS: (including certification, licenses, etc.) Bachelor's Degree in related field5+ years of recruiting experience, with at least 2 years as an in-house recruiter require Experience working with an ATS (preferably Lever); prior experience with UltiPro/UKG a plus Experience sourcing using LinkedIn Recruiter and similar sourcing tools preferred Demonstrated experience recruiting for positions in multiple functional areas Demonstrated experience with talent assessment and candidate selection, including evaluating and identifying the best candidate(s) for the Firm
   
   PERFORMANCE METRICS:Various recruiting metrics related to assigned requisitions Internal customer satisfaction with recruiting process and delivered candidates Retention and success of candidates sourced Adherence to and consistent application of Firm's policies and procedures
   
   KNOWLEDGE, SKILLS AND ABILITIES:Proven track record of managing a high volume of open requisitions at any one time Proven track record of collaborating and building positive relationships with internal stakeholders such as hiring managers, cross functional business partners, leadership and candidates Knowledge of Real Estate/Investments/Property Management recruiting a plus Advanced research skills for candidate identification and market/competitor analysis Ability to report on KPIs, goals and other staffing metrics to stakeholdersinterpersonal skills to interact with internal/external contacts and customers Self-driven with sound analytical skills, attention to detail and excellent organizational skills Strong computer proficiency and technical aptitude with proficiency in utilizing MS Word, Excel, PowerPointStrong ability to negotiate compensation packages with candidates Ability to leverage data and drive recruiting strategy Ability to work independently and to proactively evaluate and address work opportunities within area of responsibility Excels in hyper-nimble environments; is versatile and capable of managing multiple projects and tasks
   CIM does not accept unsolicited resumes from Agencies. Any unsolicited resumes received from Agencies will be considered property of CIM and no fees will be due or paid. If you wish to become an approved Agency with CIM or any of its Affiliates, please contact a member of the CIM Talent Acquisition Team.

   Copy this example

   

5. Post your job

   There are a few common ways to find talent acquisition consultants for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your talent acquisition consultant job on Zippia to find and recruit talent acquisition consultant candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit talent acquisition consultants, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new talent acquisition consultant

   Once you've selected the best talent acquisition consultant candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   It's also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   Once that's done, you can draft an onboarding schedule for the new talent acquisition consultant. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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