How to hire a talent acquisition manager

How to hire a talent acquisition manager, step by step

Here's a step-by-step talent acquisition manager 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 manager job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new talent acquisition manager
• Step 8: Go through the hiring process checklist

What does a talent acquisition manager do?

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1. Identify your hiring needs

   Before you post your talent acquisition manager job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a talent acquisition manager for hire on a part-time basis or as a contractor.

   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 manager's background is also an important factor in determining whether they'll be a good fit for the position. For example, talent acquisition managers 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.

   This list shows salaries for various types of talent acquisition managers.

   Type of Talent Acquisition Manager	Description	Hourly rate
   Talent Acquisition Manager	Human resources managers plan, direct, and coordinate the administrative functions of an organization. They oversee the recruiting, interviewing, and hiring of new staff; consult with top executives on strategic planning; and serve as a link between an organization’s management and its employees.	$28-65
   Human Resources Vice President	Human resources (HR) vice presidents play a vital role in the effective administration and operation of an organization's HR department. These executives are responsible for directing an organization's staffing goals and developing strategies to support the company's profitable and productive business operations... Show more	$55-118
   Human Resources Consultant	A human resources consultant is responsible for supporting the human resources management of an organization by advising on policies and procedures for effective employee relations. Human resources consultants analyze HR programs and current processes and initiate projects to maintain stable operations... Show more	$25-45

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Applicant Tracking Systems
   • Human Resources
   • TA
   • Recruitment Strategies
   • Customer Service
   • Analytics
   • Healthcare
   • Recruitment Process
   • Process Improvement
   • Coordinators
   • EEO
   • Workforce Planning
   • Work Ethic
   • Taleo

   Check all skills

   Responsibilities:

   • Manage talent from musicians to YouTube influencers.
   • Manage relationships with vendors and 3rd party RPO suppliers, ensuring consistent performance and adherence to policy.
   • Manage vendor relationships, including RPO, relocation management, recruiting technology, background check and staffing vendors.
   • Update, maintain and manage applicant tracking system, BrassRing, and human capital management system, PeopleSoft.
   • Manage candidate application process according to OFCCP guidelines.
   • Manage onsite logistics for interviews; research, evaluate and negotiate compensation packages.

   More talent acquisition manager duties

3. Make a budget

   Including a salary range in the talent acquisition manager job description is a good way to get more applicants. A talent acquisition manager salary can be affected by several factors, such as the location of the job, the level of experience, education, certifications, and the employer's prestige.

   For example, the average salary for a talent acquisition manager in Kansas may be lower than in California, and an entry-level engineer typically earns less than a senior-level talent acquisition manager. Additionally, a talent acquisition manager with lots of experience in the field may command a higher salary as a result.

   Average talent acquisition manager salary

   $90,907yearly

   $43.71 hourly rate

   ---

   Entry-level talent acquisition manager salary

   $59,000 yearly salary

   Updated December 25, 2025

   Average talent acquisition manager salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$115,694	$56
   2	New York	$103,387	$50
   3	Nevada	$101,935	$49
   4	Washington	$99,581	$48
   5	Arizona	$98,355	$47
   6	Oregon	$94,274	$45
   7	Maryland	$94,105	$45
   8	Massachusetts	$93,956	$45
   9	Connecticut	$92,743	$45
   10	Pennsylvania	$92,106	$44
   11	District of Columbia	$89,054	$43
   12	Virginia	$88,777	$43
   13	Michigan	$87,246	$42
   14	Ohio	$86,887	$42
   15	Illinois	$86,184	$41
   16	North Carolina	$85,293	$41
   17	Texas	$83,009	$40
   18	Utah	$81,453	$39
   19	Montana	$79,725	$38
   20	Minnesota	$78,697	$38

   Average talent acquisition manager salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	A.T. Kearney	$185,325	$89.10	1
   2	Boston Consulting Group	$173,772	$83.54
   3	AstraZeneca	$144,277	$69.36
   4	PayPal	$142,730	$68.62
   5	AlixPartners	$142,656	$68.58
   6	AbbVie	$136,489	$65.62	4
   7	Novo Nordisk	$135,711	$65.25
   8	West Tennessee Healthcare	$135,082	$64.94
   9	Exelixis	$134,532	$64.68	1
   10	ORIX USA	$130,580	$62.78
   11	Circle Internet Financial	$127,802	$61.44
   12	Northwell Health	$126,433	$60.79
   13	Deloitte	$124,027	$59.63	486
   14	Citi	$123,637	$59.44
   15	Vista Equity Partners	$122,177	$58.74	1
   16	Bayer	$121,935	$58.62
   17	Vertex Pharmaceuticals	$121,651	$58.49	1
   18	SAS Institute	$120,914	$58.13
   19	The Random Acts of Kindness Foundation	$120,358	$57.86
   20	LinkedIn	$119,290	$57.35

4. Writing a talent acquisition manager job description

   A talent acquisition manager 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. Below, you can find an example of a talent acquisition manager job description:

   Talent acquisition manager job description example

   Weatherford is a leading global energy services company. Our world-class experts partner with customers to optimize their resources and realize the full potential of their assets. Across our operating locations, including manufacturing, research and development, service, and training facilities, operators choose us for strategic solutions that add efficiency, flexibility, and responsibility to any energy operation.
   
   We are focused on technology development, digital solutions, and defining our footprint in the new energy space. Our ability to provide integrated solutions across our segments will be critical to growth in our core operations and the energy transition.
   
   Energy producers face unique challenges every day, so it is our job to create solutions that enhance safety, streamline operations, and sustain uptime to meet or exceed their targets. We operate across the global energy landscape employing some of the best diverse talent in the industry. At Weatherford, we understand the value each individual brings to the table. We celebrate diversity in all its forms and are immensely proud of our workforce. We invite you to join our passionate, talented, word-class team.
   
   When you join Weatherford, you instantly feel connected to something bigger - a community that is grounded by our core values and driven to create innovative solutions for our customers. We celebrate each other's successes, grow together, and learn from each other constantly. Individually, we are impressive. Together, we are unstoppable. We are One Weatherford.
   
   Weatherford offers competitive compensation, a comprehensive benefits program and provides you a challenging and enriching career path, with a healthy balance of structure and flexibility to chart your own course. We are focused on providing a challenging and enriching career path with a healthy balance of structure and flexibility to chart your own course. We are an innovative, global company with wide-ranging opportunities that include career-enhancing talent rotations. Our structured career paths will ensure that you know what it takes to build your ideal career at Weatherford when you join our Company. We also offer a comprehensive benefits program, including health insurance coverage, income protection plans, a 401(k) savings plan, Company paid holidays, and paid time off for vacation.
   
   Weatherford is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age, disability, protected veteran status or other characteristics protected by law.
   Responsibilities Weatherford is seeking a highly-engaged Talent Acquisition Manager who has a passion for recruitment, attracting and assessing talent. The Talent Acquisition Manager will design, implement, and manage hiring strategies for the Western Hemisphere. This position will report directly to the Global Talent Acquisition Leader and work very closely with key business stakeholders. The Talent Acquisition Manager must have the proven ability to build trusted advisor relationships with senior leaders, candidates, HR Leadership, and the broader recruitment team. Recruiting being a key service delivery to Weatherford, the Talent Acquisition Manager will develop ways to improve the direct sourcing process to identify, cultivate and attract diverse quality talent in a transparent process while delivering an exceptional candidate experience. Roles & Responsibilities Provide operational and strategic direction to regional RPO teams within the hemisphere. Oversee the processes of the recruitment team, ensuring that talent acquisition processes are efficient and effective, meet departmental and organizational goals, and guidelines. Develop and maintain positive working relationships with the RPO Account Management and recruitment team to ensure alignment of goals and objectives, coordination of services, and effective teamwork. Serves as the strategic liaison between RPO partner and senior Weatherford operational leaders whose areas are supported by RPO partner recruitment teams. Monitor RPO SLA's and KPI's for team performance to ensure desired outcomes and to meet department and organization goals. Maintain responsibility for completion of work within the team and hold team members accountable regarding accomplishing job responsibilities. Measure and provide metrics to benchmark and analyze team performance. Report on team performance and recruiting metrics (e.g. time-to-fill and fulfillment, etc) Ensure recruitment strategy meets government and regulatory compliance Identify and implement diversity sourcing strategies to recruit highly skilled diverse candidates in line with the needs and objectives of Weatherford. Identify best practices and industry trends to make recommendations on talent acquisition strategies to support company goals and priorities Partner with outside agencies for temporary and permanent hiring where necessary. Qualifications Experience & Education Required: BS degree with 5-8 years of professional recruiting experience, with a minimum of 2 years in a supervisory role Comfortable with traveling up to 30% Must have current US work authorization to work for any US employer without needed sponsorship now or at any time in the future. Excellent communication (written and oral) with senior leaders Preferred: Corporate recruitment experience preferred Field recruiting experience is strongly desired Proven track record of working at a strategic and tactical level and of sourcing talent across a multi-disciplined and diverse workforce. Knowledge, Skills & Abilities Required: Ability to prioritize workload, meet multiple deadlines simultaneously in a fast paced, frequently changing environment Ability to be flexible and work analytically in a problem-solving environment Proficient use of Microsoft Office programs, including Word, Excel, and PowerPoint. Preferred: Respected client focused consultant with a bias towards action and results Demonstrated teamwork and collaboration in a professional setting Proficient use of applicant tracking tools and web-based recruiting resources required

   Copy this example

   

5. Post your job

   There are a few common ways to find talent acquisition managers 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 manager job on Zippia to find and attract quality talent acquisition manager candidates.
   • Use niche websites such as hrcrossing, ihirehr, hrjobs, shrm hr jobs.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit talent acquisition managers, 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.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete the technical interview.

   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 manager

   Once you've found the talent acquisition manager candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   After that, you can create an onboarding schedule for a new talent acquisition manager. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are created.

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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How much does it cost to hire a talent acquisition manager?