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The differences between talent acquisition partners and executive recruiters can be seen in a few details. Each job has different responsibilities and duties. It typically takes 4-6 years to become both a talent acquisition partner and an executive recruiter. Additionally, an executive recruiter has an average salary of $79,755, which is higher than the $70,427 average annual salary of a talent acquisition partner.
The top three skills for a talent acquisition partner include applicant tracking systems, customer service and TA. The most important skills for an executive recruiter are customer service, applicant tracking systems, and human resources.
| Talent Acquisition Partner | Executive Recruiter | |
| Yearly salary | $70,427 | $79,755 |
| Hourly rate | $33.86 | $38.34 |
| Growth rate | 8% | 8% |
| Number of jobs | 40,699 | 94,248 |
| Job satisfaction | - | - |
| Most common degree | Bachelor's Degree, 79% | Bachelor's Degree, 77% |
| Average age | 41 | 41 |
| Years of experience | 6 | 6 |
As a talent acquisition partner, they work closely with HRBPs and hiring managers to ensure sourcing and hiring strategies are followed. They partner with business leaders and hiring managers to evaluate their talent requirements and fulfill hiring plans along with business timelines. They use social media platforms and other job established networks to discover and attract experienced, diverse talent to join our team. It is also their main responsibility to screen and select candidates efficiently by assessing both their previous experience and culture fit.
Often working for recruiting agencies, an executive recruiter is primarily in charge of interviewing and hiring job applicants. Their responsibilities revolve around gathering candidates' applications and requirements, verifying documents and reaching out to references, and conducting a background check, all to ensure that the potential hires are suitable for their designated positions. An executive recruiter must also post job advertisements in different areas such as online platforms, coordinate with the hiring team, and offer job positions to the most suitable candidates. Furthermore, they may also develop training programs for new employees, in adherence to company policies and regulations.
Talent acquisition partners and executive recruiters have different pay scales, as shown below.
| Talent Acquisition Partner | Executive Recruiter | |
| Average salary | $70,427 | $79,755 |
| Salary range | Between $51,000 And $96,000 | Between $51,000 And $122,000 |
| Highest paying City | Menlo Park, CA | San Francisco, CA |
| Highest paying state | California | Washington |
| Best paying company | Meta | Meta |
| Best paying industry | - | Health Care |
There are a few differences between a talent acquisition partner and an executive recruiter in terms of educational background:
| Talent Acquisition Partner | Executive Recruiter | |
| Most common degree | Bachelor's Degree, 79% | Bachelor's Degree, 77% |
| Most common major | Business | Business |
| Most common college | University of Pennsylvania | University of Pennsylvania |
Here are the differences between talent acquisition partners' and executive recruiters' demographics:
| Talent Acquisition Partner | Executive Recruiter | |
| Average age | 41 | 41 |
| Gender ratio | Male, 32.9% Female, 67.1% | Male, 48.9% Female, 51.1% |
| Race ratio | Black or African American, 9.8% Unknown, 5.2% Hispanic or Latino, 16.4% Asian, 8.2% White, 59.7% American Indian and Alaska Native, 0.7% | Black or African American, 10.1% Unknown, 5.6% Hispanic or Latino, 17.5% Asian, 8.2% White, 57.9% American Indian and Alaska Native, 0.8% |
| LGBT Percentage | 9% | 9% |