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Entry Level Acquisition Jobs in Silver Spring, MD

Ally Behavior Centers

Entry-Level Recruiter

Mclean, VA · On-site

$36K - $48K/yr

The department is responsible for the company's overall talent acquisition, screening resumes ... entry-level clinicians who may or may not have prior experience with Applied Behavior Analysis ...

Ally Behavior Centers

Entry-Level Recruiter

Mclean, VA

$36K - $48K/yr

The department is responsible for the company's overall talent acquisition, screening resumes ... entry-level clinicians who may or may not have prior experience with Applied Behavior Analysis ...

Ally Behavior Centers

Entry-Level Recruiter

Mclean, VA

$36K - $48K/yr

The department is responsible for the company's overall talent acquisition, screening resumes ... entry-level clinicians who may or may not have prior experience with Applied Behavior Analysis ...

Augur Consulting

Entry-Level Analyst

Arlington, VA · On-site

Entry-Level Analyst U.S. citizenship required. Are you a critical thinker with acumen for problem ... Our analysts work closely with government program offices in the acquisition of cutting edge ...

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All JobsAcquisition JobsEntry Level Acquisition JobsEntry Level Acquisition Jobs in Silver Spring, MD

Entry Level Acquisition information

See Silver Spring, MD salary details

$22.5K

$52.1K

$106.9K

How much do entry level acquisition jobs pay per year?

As of Jul 29, 2026, the average yearly pay for entry level acquisition in Silver Spring, MD is $52,061.00, according to ZipRecruiter salary data. Most workers in this role earn between $39,373.00 and $55,224.00 per year, depending on experience, location, and employer.

What is an entry level acquisition job?

An entry level acquisition job typically involves assisting in the process of acquiring goods, services, or contracts for an organization, often within government or large corporations. These roles focus on supporting procurement procedures, preparing documentation, conducting market research, and ensuring compliance with regulations. Entry level acquisition professionals work closely with senior staff to learn best practices in contract negotiation, vendor management, and purchasing strategies. This job is ideal for recent graduates interested in supply chain, procurement, or contract management careers.

What is the difference between Entry Level Acquisition vs Procurement Assistant?

AspectEntry Level AcquisitionProcurement Assistant
Required CredentialsHigh school diploma or equivalent; some roles may prefer a bachelor's degreeHigh school diploma; some roles may require coursework in business or supply chain
Work EnvironmentOffice setting, often in government or corporate sectorsOffice environment, supporting procurement teams in various industries
Employer & Industry UsageGovernment agencies, corporations, defense contractorsRetail, manufacturing, government, and private companies
Common Search & ComparisonEntry Level Acquisition vs Procurement Assistant

Entry Level Acquisition roles focus on supporting the procurement process, often involving contract management and vendor communication, typically in government or corporate sectors. Procurement Assistants provide administrative support to procurement teams, handling purchase orders and supplier coordination. Both roles require similar credentials and work environments, but Acquisition positions often involve more strategic responsibilities.

How to get into talent acquisition with no experience?

Entry-level talent acquisition roles often require strong communication and organizational skills. Gaining relevant experience through internships, volunteering, or certifications in human resources can improve your chances; familiarity with applicant tracking systems (ATS) is also beneficial.

What are some common challenges faced by entry-level acquisition professionals, and how can they overcome them?

Entry-level acquisition professionals often encounter challenges such as understanding complex procurement regulations, managing multiple projects simultaneously, and effectively communicating with vendors and internal stakeholders. To overcome these obstacles, it's helpful to seek mentorship from experienced colleagues, actively participate in training sessions, and familiarize oneself with key acquisition policies and procedures. Building strong organizational and communication skills early on can also pave the way for success and future advancement in the field.

Why is Gen Z struggling to get jobs?

Gen Z faces challenges in securing entry-level acquisition roles due to limited work experience, high competition, and evolving skill requirements such as digital literacy and communication. Employers often seek candidates with relevant skills, certifications, or internships, which can be less accessible to new entrants without extensive networks or prior experience.

What are the key skills and qualifications needed to thrive as an Entry Level Acquisition Specialist, and why are they important?

To thrive as an Entry Level Acquisition Specialist, you need a foundational understanding of procurement processes, contract administration, and basic business principles, often supported by a bachelor's degree in business, finance, or a related field. Familiarity with procurement software, federal acquisition regulations (FAR), and document management systems is commonly required. Strong attention to detail, effective communication, and problem-solving abilities help individuals excel in this role. These skills and qualities ensure compliance, efficient purchasing, and successful collaboration with vendors and internal stakeholders.

What jobs pay $700 a day?

Entry level acquisition roles typically do not pay $700 a day, as they are often salaried or hourly positions with lower rates. High-paying roles that can reach this level usually require specialized skills, experience, or commission-based structures, such as sales, consulting, or contract work. Achieving this daily rate often involves performance-based pay or freelance opportunities rather than standard entry-level positions.

What jobs pay 4000 a week without a degree?

Entry-level acquisition roles typically do not pay $4,000 a week without significant experience or sales skills. High earnings in such roles often depend on commission, performance, and industry, with some sales positions or entrepreneurial opportunities potentially reaching that level for top performers. Most jobs at this pay rate require specialized skills, certifications, or extensive experience beyond entry level.
What are the most commonly searched types of Acquisition jobs in Silver Spring, MD? The most popular types of Acquisition jobs in Silver Spring, MD are:
What are popular job titles related to Entry Level Acquisition jobs in Silver Spring, MD? For Entry Level Acquisition jobs in Silver Spring, MD, the most frequently searched job titles are:
What job categories do people searching Entry Level Acquisition jobs in Silver Spring, MD look for? The top searched job categories for Entry Level Acquisition jobs in Silver Spring, MD are:
What cities near Silver Spring, MD are hiring for Entry Level Acquisition jobs? Cities near Silver Spring, MD with the most Entry Level Acquisition job openings:
Entry Level Acquisition jobs near you
Infographic showing various Entry Level Acquisition job openings in Silver Spring, MD as of July 2026, with employment types broken down into 86% Full Time, 10% Part Time, and 4% Contract. Highlights an 90% Physical, 3% Hybrid, and 7% Remote job distribution, with an average salary of $52,061 per year, or $25 per hour.
Talent Acquisition Partner

Talent Acquisition Partner

Kennedy Krieger Institute

Baltimore, MD

$57K - $99K/yr

Full-time

Posted 13 days ago

Kennedy Krieger Institute rating

7.9

Company rating: 7.9 out of 10

Based on 19 frontline employees who took The Breakroom Quiz

Job description

The Talent Acquisition Partner I develops and executes recruitment plans to deliver top talent for Institute vacancies in a cost effective and efficient manner.  The TA Partner I will focus on, but not be limited to, high volume, entry-level roles within the Institute.  The TA Partner I will manage the full life cycle recruitment process that includes identifying needs, sourcing, interviewing and onboarding for new hires while following state and federal employment laws as well as Kennedy Krieger policy.


1. Partnership and Planning: Partners with hiring managers to identify staffing needs. Develops recruitment plans and recruitment strategy for a variety of positions within the Institute.
2. Float Pool & Temp Coordination: Responsible for float pool recruitment also coordinates team’s daily schedules and assignments and provides support and coaching. Coordinates external temp agency relationships.
3. Sourcing: Identifies and recommends sourcing techniques for each position, that includes social media, job boards, university efforts, job fairs/conferences, employee referrals and resume mining. Represents the Institute and networks through events, relationship building with staffing agencies/headhunters and building pipelines of top talent.
4. Follow Up: Provides regular (daily or weekly) follow up with respective hiring managers and candidates to ensure timeliness of recruitment process. Provides status updates and metrics to hiring managers and Talent Acquisition manager. Identifies recruiting/hiring challenges and make recommendations for solutions.
5. Process: Manages full life cycle recruitment process. Pre-screens, tests and interviews top talent and recommends candidates for manager interview. Assists with offer process.
6. Training: Delivers supervisory training to managers on a variety of interviewing and hiring strategies and assists with developing questions. Facilitates new employee orientation.
7. Applicant Tracking: Manages Applicant Tracking System (icims/Lawson). Checks pipeline daily, screens, routes and rejects candidates. Solicits and documents candidate status updates. Updates interview notes and ensures accurate rejection status codes.
8. Legal: Assists with OFCCP, Affirmative Action and EEO reporting and efforts.
9. Internal recruitment efforts: Manages internal transfer application process and counsels existing employees on career progression and promotional opportunities.
10. Coordinates the Live Near Your Work (LNYW) benefits and also assists recruiting team with budget preparation and monitoring.


QUALIFICATIONS:
• PHR or SHRM-CP certification and CHCR credentials are strongly preferred.

EDUCATION:
Must possess a Bachelor’s degree, preferably in a related field such as business or human resources. Will consider professional HR Certification (SHRM, CHCR, PHR, CIR) in lieu of degree.

EXPERIENCE:
• At least 2 years of experience in talent acquisition or in a professional-level Human Resources capacity, preferably in a healthcare, not-for-profit, academic or social services setting.


USD $57,140.30/Yr.
USD $99,305.86/Yr.

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