What is a talent acquisition partner and how to become one

Q: How much does a talent acquisition partner make?

A talent acquisition partner makes $58,350 a year, on average. There is, however, a considerable range in how much a talent acquisition partner can make, starting from as little as $34,120 to as much as $99,920 a year. Factors such as location and company type impact how much a talent acquisition partner can make.

Q: Is a talent acquisition partner a recruiter?

No, a talent acquisition partner is not a recruiter. Recruitment is a short-term strategy to fill vacancies. Talent acquisition, on the other hand, is an ongoing long-term strategy to find specialists, leaders, or future executives for your company.

Q: What are the three most important competencies to make a talent acquisition partner successful?

The three most important competencies to make a talent acquisition partner successful are tenacity, salesmanship, and networking. Having a competent talent acquisition partner is an essential aspect of any strategic, forward-thinking business. With the intense level of competition among companies vying to build the best teams possible, companies need to ensure that the individuals they hire to be in charge of sourcing, vetting, and acquiring new candidates are at the top of their games.

Q: What is the difference between recruitment and talent acquisition?

The difference between recruitment and talent acquisition is that recruitment is a short-term strategy to fill vacancies, and talent acquisition is an ongoing long-term strategy to find specialists, leaders, or future executives for your company.

Updated January 8, 2025

5 min read

Quoted expert

Rachel Raymond

A talent acquisition partner finds and attracts top talent to an organization. They work with hiring managers to understand their needs and develop strategies to identify, screen, and select candidates. Talent acquisition partners use job postings, social media, and networking events to source potential candidates. They also conduct interviews, assess candidate qualifications, and negotiate job offers. In addition, talent acquisition partners may provide guidance on employer branding and diversity and inclusion initiatives.

What general advice would you give to a talent acquisition partner?

Rachel Raymond

Strategic talent acquisition sr. manager, Jack Henry & Associates

Entering the workforce for 2020 graduates will be more difficult this year, given the higher unemployment numbers we see across the US. With the uncertainty of Covid-19, companies will be more conservative in increasing headcount across their organizations. Graduates need to think strategically about identifying jobs that are in industries more likely to thrive by the current economic conditions: digital services, remote learning, online gaming, healthcare, remote call centers, delivery and transit (Amazon, Postmates, Instacart), and collaboration technology (Zoom, Citrix), are just a few.

Many graduates will be competing for positions against experienced professionals willing to apply to entry-level jobs. Don't discount internships and apprenticeships as they frequently lead to full-time employment and help graduates gain additional experience for their resume. Through the selection and interview process, hiring managers will interview self-starters who are comfortable embracing a work-life integration mindset, and who can be agile and flexible with the new, remote, working environment. Onboarding and training have become increasingly difficult for many organizations, so new hires need to understand those challenges. Recent graduates have a proven record of successfully navigating new technology and working in any environment - coffee shops, trains, traveling, etc.- so be sure to highlight those traits through the interview process.

ScoreTalent Acquisition PartnerUS Average

Salary

5.5

Avg. Salary $70,427

Avg. Salary $59,228

Stability level

8.0

Growth rate 8%

Growth rate 0.3%

Diversity

6.5

Race

American Indian and Alaska Native 0.69%

Asian 8.23%

Black or African American 9.84%

Hispanic or Latino 16.36%

Unknown 5.21%

White 59.68%

Gender

female 67.08%

male 32.92%

Age - 40

Race

American Indian and Alaska Native 3.00%

Asian 7.00%

Black or African American 14.00%

Hispanic or Latino 19.00%

White 57.00%

Gender

female 47.00%

male 53.00%

Age - 40

Stress level

8.0

Stress level is high

7.1 - high

Complexity level

8.3

Complexity level is challenging

7 - challenging

Work life balance

7.0

Work life balance is good

6.4 - fair

What are the pros and cons of being a talent acquisition partner?

Pros

Potential for high earning potential through commission-based compensation
Opportunity for career growth within the field of recruiting
Chance to learn about different industries and job functions
Flexibility in work schedule and location
Potential for a strong sense of teamwork and camaraderie with colleagues

Cons

High pressure and stress levels due to performance expectations and deadlines
Potential for long hours and high workload during busy periods
Possibility of encountering difficult candidates or hiring managers
Potential for burnout due to high levels of engagement and emotional investment in the job
Risk of being viewed solely as a salesperson rather than a recruiter

Key steps to become a talent acquisition partner

Explore talent acquisition partner education requirements

Most common talent acquisition partner degrees

Bachelor's

78.8 %

Master's

12.4 %

Associate

5.5 %

Start to develop specific talent acquisition partner skills

Skills	Percentages
Applicant Tracking Systems	12.83%
Customer Service	8.89%
TA	7.07%
Excellent Interpersonal	4.48%
Recruitment Process	4.44%

Complete relevant talent acquisition partner training and internships

Accountants spend an average of 6-12 months on post-employment, on-the-job training. New talent acquisition partners learn the skills and techniques required for their job and employer during this time. The chart below shows how long it takes to gain competency as a talent acquisition partner based on U.S. Bureau of Labor Statistics data and data from real talent acquisition partner resumes.

Research talent acquisition partner duties and responsibilities

Implement and lead RPO relationship company-wide.
Drive and manage ATS (icims), EEO compliance reporting, diversity marketing.
Develop, manage and ensure implementation of key metrics to measure efficacy and ROI.
Hire, develop, and manage team of 8 full-time and contract recruiters and recruiting coordinators.

Prepare your talent acquisition partner resume

When your background is strong enough, you can start writing your talent acquisition partner resume.

You can use Zippia's AI resume builder to make the resume writing process easier while also making sure that you include key information that hiring managers expect to see on a talent acquisition partner resume. You'll find resume tips and examples of skills, responsibilities, and summaries, all provided by Zippi, your career sidekick.

Choose from 10+ customizable talent acquisition partner resume templates

Build a professional talent acquisition partner resume in minutes. Browse through our resume examples to identify the best way to word your resume. Then choose from 10+ resume templates to create your talent acquisition partner resume.

Apply for talent acquisition partner jobs

Now it's time to start searching for a talent acquisition partner job. Consider the tips below for a successful job search:

Browse job boards for relevant postings
Consult your professional network
Reach out to companies you're interested in working for directly
Watch out for job scams

How do talent acquisition partners rate their job?

-/5

5 stars

4 stars

3 stars

2 stars

1 star

Talent acquisition partner reviews

A zippia user wrote a review on Oct 2019

Pros

I like Bonus and helping people. Sometimes our company cover expanse for networking and meeting. More we do networking more we can earn.

A zippia user wrote a review on Aug 2019

Pros

Learning about the business and candidate journey

Cons

declining under or overqualified candidates

A zippia user wrote a review on Mar 2019

Pros

Having a great confidence with positive kind attitude with a good verbal English.

Talent acquisition partner FAQs

What is a talent acquisition partner and how to become one

What general advice would you give to a talent acquisition partner?

What are the pros and cons of being a talent acquisition partner?

Talent acquisition partner career paths

Key steps to become a talent acquisition partner

Explore talent acquisition partner education requirements

Most common talent acquisition partner degrees

Start to develop specific talent acquisition partner skills

Complete relevant talent acquisition partner training and internships

Research talent acquisition partner duties and responsibilities

Prepare your talent acquisition partner resume

Choose from 10+ customizable talent acquisition partner resume templates

Apply for talent acquisition partner jobs

How did you land your first talent acquisition partner job

Average talent acquisition partner salary

How do talent acquisition partners rate their job?

Talent acquisition partner reviews

Talent acquisition partner FAQs

How much does a talent acquisition partner make?

Is a talent acquisition partner a recruiter?

What are the three most important competencies to make a talent acquisition partner successful?

What is the difference between recruitment and talent acquisition?

Search for talent acquisition partner jobs

Talent acquisition partner jobs by state