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Core Talent Jobs in Florida (NOW HIRING)

Channel Partners

Director of Talent Acquisition

Tampa, FL · On-site

$130K - $145K/yr

  • Medical

  • Retirement

  • PTO

Design and operate a two-speed staffing model: a high-touch, AI-accelerated process for core and ... Program Launch & Talent Transition * Lead rapid, repeatable program stand-ups, including six-week ...

Channel Partners

Director of Talent Acquisition

Tampa, FL · On-site

$130K - $145K/yr

  • Medical

  • Retirement

  • PTO

The Director of Talent Acquisition leads Channel Partners' nationwide, remote recruiting ... Design and operate a two-speed staffing model: a high-touch, AI-accelerated process for core and ...

Channel Partners

Director of Talent Acquisition

Tampa, FL · On-site

$145K/yr

  • Medical

  • Retirement

  • PTO

Design and operate a two-speed staffing model: a high-touch, AI-accelerated process for core and ... Program Launch & Talent Transition * Lead rapid, repeatable program stand-ups, including six-week ...

gaylor

Talent Acquisition Partner

Tampa, FL · On-site

SCOPE OF WORK The Talent Acquisition Partner (TAP) is a strategic business partner to operations ... Uses Gaylor Core Values and strategic plan as tools to fulfill all job responsibilities * Hyper ...

gaylor

Talent Acquisition Partner

Tampa, FL · On-site

SCOPE OF WORK The Talent Acquisition Partner (TAP) is a strategic business partner to operations ... Uses Gaylor Core Values and strategic plan as tools to fulfill all job responsibilities * Hyper ...

gaylor

Talent Acquisition Partner

Tampa, FL · On-site

SCOPE OF WORK The Talent Acquisition Partner (TAP) is a strategic business partner to operations ... Uses Gaylor Core Values and strategic plan as tools to fulfill all job responsibilities * Hyper ...

Gaylor Electric

Talent Acquisition Partner

Tampa, FL · On-site

SCOPE OF WORK The Talent Acquisition Partner (TAP) is a strategic business partner to operations ... Uses Gaylor Core Values and strategic plan as tools to fulfill all job responsibilities * Hyper ...

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Showing results 21-40

All JobsCore Talent JobsCore Talent Jobs in Florida

Core Talent information

See Florida salary details

$9

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$63

How much do core talent jobs pay per hour?

As of Aug 19, 2026, the average hourly pay for core talent in Florida is $31.57, according to ZipRecruiter salary data. Most workers in this role earn between $17.23 and $43.85 per hour, depending on experience, location, and employer.

What is a core talent professional?

Core Talent professionals are individuals who play a critical role in an organization's success by possessing essential skills, expertise, or leadership abilities that are crucial for achieving business objectives. These employees are often considered key contributors and are highly valued due to their specialized knowledge or unique skill sets. Companies typically focus on attracting, developing, and retaining core talent to maintain a competitive edge and drive growth. Core Talent can exist in various departments, such as engineering, sales, or management, depending on the organization's goals and industry.

How does a core talent professional typically collaborate with other departments to achieve organizational goals?

Core Talent professionals often work closely with hiring managers, HR business partners, and department leads to identify and attract top candidates for critical roles. They facilitate communication between stakeholders to ensure hiring processes align with business needs and culture. Collaboration may include participating in workforce planning meetings, sharing market insights, and streamlining interview and onboarding procedures. This cross-functional approach helps build a strong talent pipeline and supports the organization's strategic objectives.

What are the key skills and qualifications needed to thrive as a core talent professional, and why are they important?

To thrive as a Core Talent professional, you typically need strong skills in talent acquisition, workforce planning, and human resources management, often backed by a degree in HR or a related field. Familiarity with applicant tracking systems (ATS), HRIS software, and relevant certifications like SHRM or PHR is highly valuable. Exceptional interpersonal skills, adaptability, and the ability to build relationships set outstanding Core Talent professionals apart. These competencies are crucial for attracting, retaining, and developing top talent, which drives organizational success.

What is the difference between Core Talent vs Technical Recruiter?

AspectCore TalentTechnical Recruiter
Required CredentialsTypically a bachelor's degree in HR, Business, or related fieldsOften a bachelor's degree, with additional certifications in recruiting or HR
Work EnvironmentHR departments, talent acquisition teams, corporate officesRecruitment agencies, corporate HR, tech companies
Employer & Industry UsageUsed across various industries for broad talent managementPrimarily in tech, IT, and specialized industries for technical roles
Common Search & Comparison IntentUnderstanding general talent acquisition rolesFocusing on technical hiring processes and skills

Core Talent professionals handle a wide range of talent acquisition tasks across industries, focusing on overall workforce planning. Technical Recruiters specialize in sourcing and hiring candidates for technical and IT roles, often requiring specific technical knowledge. While both roles involve recruiting, Core Talent roles are broader, whereas Technical Recruiters focus on specialized technical skills and roles.

What are popular job titles related to Core Talent jobs in Florida?

For Core Talent jobs in Florida, the most frequently searched job titles are:

What job categories do people searching Core Talent jobs in Florida look for?

The top searched job categories for Core Talent jobs in Florida are:

Core Talent jobs near you
Infographic showing various Core Talent job openings in Florida as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 15% Part Time, and 2% Contract. Highlights an 92% Physical, 3% Hybrid, and 5% Remote job distribution, with an average salary of $65,675 per year, or $31.6 per hour.

Director of Talent Acquisition

Channel Partners

Tampa, FL • On-site

$130K - $145K/yr

Full-time

Medical, Retirement, PTO

Re-posted 18 days ago

Job description

At A Glance
The Director of Talent Acquisition leads Channel Partners' nationwide, remote recruiting organization and drives the evolution of recruiting from a support function into a measurable driver of client sales performance. In a high-volume, fast-paced, multi-client environment, this leader designs and runs a modern, AI-enabled, two-speed staffing engine: high-touch and technology-accelerated for field leadership, and national-marketplace-driven for flex-force. This engine puts the right person in the right door faster, keeps proven performers in-network longer, and stands up new client programs in weeks, not months. The Director champions both Channel Partners' and our clients' brands, partners with senior leadership and prospective clients, and builds a high-performance recruiting culture grounded in data, speed, and candidate experience.
This role requires that you are based in Tampa, FL and able to work out of our home office.
Minimum Pay
USD $130,000.00/Yr.
Maximum Pay
USD $145,000.00/Yr.
What We Offer
  • Health and wellness benefits plans
  • Flexible vacation and holiday policies
  • Paid parental leave
  • 401(k) with employer matching
  • Technology allowance
  • Referral bonus
  • Tax savings with flexible spending accounts for parking, transit, dependents, and healthcare costs
  • Opportunity to work with a growing company that actively rewards and promotes its employees

What You'll Do
Strategy & Operating Model
  • Drive CP's recruiting strategy as a strategic, revenue-influencing function rather than a transactional support unit, with the authority to align recruiting capacity and priorities to business and client needs, and accountability for recruiting and retention outcomes tied to client KPIs and CP's growth goals.
  • Balance speed with candidate match, long-term retention, and cost discipline, ensuring each role is filled quickly, filled right, and filled within budget.
  • Design and operate a two-speed staffing model: a high-touch, AI-accelerated process for core and field-leadership roles, and a national gig-marketplace model for flex-force, surge, and seasonal coverage.
  • Develop and implement innovative, company-wide recruiting strategies aligned with client needs and organizational goals.

AI & Technology Leadership
  • Lead an AI-enabled recruiting operation built on the iCIMS applicant-tracking system, including AI candidate-to-requirement matching, chatbot screening and self-scheduling, AI resume scoring against position descriptions and core task elements, and automated onboarding hand-off, with the ability to compress time-to-fill while preserving the human judgment leadership hires require.
  • Continuously evaluate and integrate recruiting technology and partners that add speed, reach, and quality, keeping CP's tech stack ahead of the high-volume market.
  • Ensure AI-enabled selection tools (resume scoring and chatbot screening) are validated, regularly bias-audited, and legally defensible, partnering closely with technology leadership and HR/Legal to maintain compliance with applicable federal and state employment law.

National Reach & Vendor Partnerships
  • Manage national staffing-marketplace partnerships (e.g., Hireline, GigSpot) to deliver scalable, on-demand reach by market and season without carrying idle headcount.
  • Manage vendor and partner relationships, including external staffing agencies, TA technology vendors, and job-posting platforms (e.g., Indeed, LinkedIn), and ensure timely, accurate processing of recruitment-related invoices.
  • Manage the recruiting budget, including headcount, vendor, and job-board spend, and deliver hiring outcomes within budget.

Program Launch & Talent Transition
  • Lead rapid, repeatable program stand-ups, including six-week award-to-go-live launches, coordinating sourcing, selection, onboarding, equipment provisioning, and client/product-training milestones.
  • Own the Badge Flip talent-transition process: swift, fair, human-led transition of proven, brand-fluent on-site talent at equitable pay and benefits, so client-facing teams are productive from day one.

Retention & the Employee Ambassador Program
  • Own and lead CP's Employee Ambassador Program, which includes a structured cadence of communication and training that carries every new hire from the completion of onboarding through their first 90 days on the job, building early engagement and accelerating time-to-productivity.
  • Treat the first 90 days as the decisive retention window: reinforce training, proactively surface and resolve friction before it becomes turnover, and own early-tenure retention as a core KPI for the function, measured by the right metric for each role.

Team Leadership
  • Lead, coach, and develop a nationwide remote and in-person recruiting team, including an Assistant Director of Recruiting, Talent Acquisition Managers, and full-time and surge staff, to deliver high-volume, high-quality hires.
  • Build a positive, motivated, results-oriented culture and maximize individual and team performance through scalable processes focused on speed, diversity, and candidate experience.

Data, Reporting & Business Development
  • Own the recruiting scorecard, accountable for time-to-fill by role tier, first-90-day retention, six-week launch reliability, and cost-per-hire, with specific targets set by program and reviewed regularly with senior leadership.
  • Use data and analytics to inform decisions and report recruiting and retention metrics to senior leadership, maintaining clear discipline between client-ready figures, figures requiring internal confirmation, and internal-only data.
  • Support proposal and Request for Proposal (RFP) efforts by translating CP's recruiting capabilities into client-facing strategy and proof points, and represent recruiting in client and prospect presentations.
  • Collaborate with HR and hiring managers on job descriptions, compensation recommendations, and workforce planning, and champion CP brand and values throughout the recruitment lifecycle.

What You'll Bring
Experience and Education:
  • Bachelor's degree in human resources, business, recruiting, a related field, or equivalent experience.
  • Demonstrated experience in talent acquisition and recruiting, with a proven track record of building and scaling high-volume recruiting operations.
  • Substantive leadership experience managing recruiting teams, with a track record of hiring, coaching, and developing recruiting professionals to deliver results in high-volume, fast-paced environments.
  • Experience managing geographically distributed or nationwide recruiting teams preferred.
  • Proven experience standing up new, large-scale client programs against aggressive timelines (e.g., six-week launches).
  • Hands-on experience with AI-enabled recruiting technology and applicant-tracking systems, including their compliance and bias-audit considerations; experience using iCIMS is strongly preferred.
  • Experience managing staffing-marketplace and vendor partnerships (e.g., gig marketplaces, external agencies, TA technology vendors, job-posting platforms).
  • Experience managing a departmental or recruiting budget and external vendor spend.
  • Proven experience with both traditional recruiting principles and non-traditional, grassroots, and gig-based sourcing efforts.
  • Experience in fast-paced, complex, dynamic, multi-cultural environments, with marketing, retail, 3PL, and/or technology industries a plus.

Skills and Attributes:
  • A passion for technology, talent acquisition, and recruiting, with a clear bias for action and a track record of results, and the ability to inspire that mindset in others.
  • Superb ability to consult, influence, and manage senior business leaders and clients, and to drive efforts and projects through relationships and a broad knowledge base.
  • Strong analytical and problem-solving skills, with the ability to analyze data, understand trends, and translate them into action and defensible reporting.
  • Track record of solving complex problems, designing creative recruiting strategies, and delivering significant, measurable business impact.
  • Strong project-management skills with the ability to prioritize and manage competing demands across multiple client programs.
  • Ability to develop employees and maximize individual and team performance while maintaining a positive, fun, and motivated working environment.
  • Strong verbal, written, interpersonal, and presentation skills; able to interface with many levels of management and represent Channel Partners enthusiastically.
  • Strong business acumen, critical thinking, self-initiative, and a 'can-do' attitude.
  • Ability to maintain a high level of confidentiality.
  • Proficient in MS Office applications including Excel, Word, PowerPoint, and Outlook.

Physical Requirements
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is required to:
  • Regularly sit, grasp, talk and/or hear.
  • Occasionally walk and/or stand.
  • Occasionally lift and carry office supplies up to 10 lbs.
  • Continuous hand/eye coordination and fine manipulation.

Important Information
Channel Partners Solutions is an equal opportunity employer in every aspect of employment, including but not limited to; selection, training, development and promotion of the most qualified candidates and employees without regard to their race, gender, color, religion, sexual orientation, national origin, age, physical or mental disability, citizenship status, veteran status, or any other characteristic prohibited by state or local law. Channel Partners is committed to equal employment opportunity in all other privileges, terms and conditions of employment that may not be covered in this statement. Channel Partners is an at-will employer.
Channel Partners is a team of experts delivering end-to-end retail, marketing, and consumer activation solutions across industries. We connect every part of the retail ecosystem to move brands forward with precision, speed, and measurable impact. Visit us at www.channelpartners.com for more information.
Channel Partners is committed to protecting applicant privacy, and any personal information submitted during the hiring process is used solely for recruitment purposes in accordance with our privacy policies and applicable data protection laws, including CCPA. We restrict access to applicant data to authorized personnel and maintain safeguards to prevent unauthorized access or misuse. Applicants may have rights under these laws-such as accessing, correcting, or requesting deletion of their information-and can contact Human Resources with any questions or to exercise these rights. To view our privacy policies, please visit Privacy Policy and California Privacy Rights.

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