How to hire a talent acquisition partner

How to hire a talent acquisition partner, step by step

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

What does a talent acquisition partner do?

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1. Identify your hiring needs

   The talent acquisition partner hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

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

   Yes

   No

   You should also consider the ideal background you'd like them a talent acquisition partner to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a talent acquisition partner that fits the bill.

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

   Type of Talent Acquisition Partner	Description	Hourly rate
   Talent Acquisition Partner	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	$24-46
   Staffing Consultant	A staffing consultant develops and maintains the accounts of clients through outside and inside organizational activities. Staffing consultants induct, assess, and monitor the job applicants preparing them for their assignments... Show more	$12-31
   Human Resources Coordinator	A human resources coordinator is responsible for cooperating with the company's human resources department, supporting its processes and procedures, and assisting with employees' concerns. Human resources coordinators' duties include maintaining business files and employees' records, processing documents and submitting required reports, administering background checks for the recruitment process, reviewing and referring to company's handbook for corrective action and performance review, scheduling meetings and facilitating events, and advising effective strategies to human resources management... Show more	$15-28

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Applicant Tracking Systems
   • Customer Service
   • TA
   • Excellent Interpersonal
   • Recruitment Process
   • EEO
   • Continuous Improvement
   • Leverage
   • Recruitment Strategies
   • Open Positions
   • Excellent Candidate
   • Taleo
   • Market Trends
   • Interview Process

   Check all skills

   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.
   • Manage performance through weekly monitor metrics to improve sourcing efficacy and demonstrate ROI to the business.
   • Manage the scheduling and logistics of all interviews between candidates and hiring managers including post-interview calibration/feedback with interview teams.

   More talent acquisition partner duties

3. Make a budget

   Including a salary range in your talent acquisition partner job description is one of the best ways to attract top talent. A talent acquisition partner can vary based on:

   • Location. For example, talent acquisition partners' average salary in nebraska is 39% less than in california.
   • Seniority. Entry-level talent acquisition partners 47% less than senior-level talent acquisition partners.
   • Certifications. A talent acquisition partner with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a talent acquisition partner's salary.

   Average talent acquisition partner salary

   $70,427yearly

   $33.86 hourly rate

   ---

   Entry-level talent acquisition partner salary

   $51,000 yearly salary

   Updated December 27, 2025

   Average talent acquisition partner salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$89,873	$43
   2	New York	$85,048	$41
   3	District of Columbia	$83,216	$40
   4	New Jersey	$76,614	$37
   5	Maryland	$73,981	$36
   6	Massachusetts	$72,479	$35
   7	Texas	$71,412	$34
   8	Hawaii	$71,311	$34
   9	Connecticut	$70,479	$34
   10	Pennsylvania	$69,756	$34
   11	Washington	$68,839	$33
   12	North Carolina	$68,749	$33
   13	Rhode Island	$67,780	$33
   14	Colorado	$67,575	$32
   15	Delaware	$67,511	$32
   16	West Virginia	$66,673	$32
   17	Maine	$66,557	$32
   18	Illinois	$66,204	$32
   19	Minnesota	$65,631	$32
   20	Georgia	$65,227	$31

   Average talent acquisition partner salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Meta	$130,747	$62.86	95
   2	PayPal	$116,280	$55.90	2
   3	Genentech	$113,234	$54.44	3
   4	Airbnb	$112,531	$54.10
   5	Biogen	$110,683	$53.21
   6	Microsoft	$108,979	$52.39	30
   7	U.S. Pharmacopeia	$107,079	$51.48	1
   8	Novo Nordisk	$106,981	$51.43	2
   9	AstraZeneca	$105,917	$50.92	3
   10	BitTitan	$104,957	$50.46
   11	Signature Bank	$101,584	$48.84
   12	Workday	$100,778	$48.45	4
   13	Eastman	$100,328	$48.23
   14	Lattice Semiconductor	$100,089	$48.12
   15	Novartis	$99,105	$47.65
   16	Hoffmann-LA Roche Inc	$99,041	$47.62	3
   17	Cowen	$98,501	$47.36
   18	Adobe	$97,528	$46.89	9
   19	8x8	$96,589	$46.44
   20	LinkedIn	$95,942	$46.13	6

4. Writing a talent acquisition partner job description

   A job description for a talent acquisition partner role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a talent acquisition partner job description:

   Talent acquisition partner job description example

   WW is looking for candidates to help change people's lives. We are a global wellness technology company inspiring millions of people to adopt healthy habits for real life. We do this through engaging digital experiences, face-to-face workshops and sustainable programs that encourage people to move more, shift their mindset and eat healthier while enjoying the foods they love. By drawing on over five decades of experience and expertise in behavioral science, we build communities in order to deliver wellness for all.
   Talent Acquisition Partner - Field
   Location: Remote
   
   Who we are
   The best TA team in town (bragging rights and all) is growing and hiring! So here's the inside scoop: we're a high functioning team in a fast-paced environment, who loves brainstorming and exploring innovative recruitment solutions to deliver top talent to our Studio business in the field. We believe in constant process improvement and feedback is a revolving door; we're not shy to share our thoughts around here.
   What you will do
   
   We're going to be upfront - this position doesn't suit everyone. But if spending your days talking to mission-driven candidates who are excited about changing people's lives rocks your world - we could be the perfect match.
   Here's a quick snapshot of the variety of tasks in this position.
   Source and present candidates in a high volume recruiting environment supporting multi-location field structure.Provide a consistent and positive candidate experience throughout the entire recruiting process with proactive communication and engagement.Leverage in-market networks, community relationships, social media and other methods to attract top talent and build a talent pipeline.Provides recommendations and tools for localized employment events, such as virtual and/or in person job fairs and targeted advertising campaigns Participates in special projects, as needed.
   
   Who you are
   
   Here's what you need to bring to the table.
   
   Ability to prioritize shifting demands in a fast-paced environment Strong communication and interpersonal skills, with track record of building positive relationships Successful recruiting experience, preferably in the retail industry or high volume Demonstrated knowledge of hiring techniques required to source candidates via Indeed and LinkedInAbility to utilize Workday (Applicant Tracking System) to identify and track candidates is strongly desired Welcoming candidates from Western US region to apply.
   
   At WW, it is our priority to cultivate a diverse and inclusive workplace. We are committed as individuals, as an organization, and as fellow humans, to advocate for and support our employees, our members, and our communities. We are proud to be an equal opportunity employer and we do not discriminate on the basis of sex, race, color, creed, national origin, marital status, age, religion, sexual orientation, gender identity, gender expression, veteran status, or disability.

   Copy this example

   

5. Post your job

   There are a few common ways to find talent acquisition partners 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 partner job on Zippia to find and recruit talent acquisition partner candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit talent acquisition partners, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you can move on to 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 partner

   Once you have selected a candidate for the talent acquisition partner position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   Once that's done, you can draft an onboarding schedule for the new talent acquisition partner. 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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How much does it cost to hire a talent acquisition partner?