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Internal Talent Acquisition Jobs (NOW HIRING)

Avanciers LLC

Talent Acquisition Partner

Cary, NC · On-site

Avanciers are seeking an experienced Talent Acquisition Partner to manage full-cycle recruiting and ... Source candidates through internal talent pools, external networks, job boards, and social media ...

Ferrellgas

The Talent Acquisition Partner is responsible for partnering with operational leaders to develop ... Act as the primary liaison between candidates, hiring managers, and internal stakeholders ...

Ferrellgas

Talent Acquisition Partner

The Talent Acquisition Partner is responsible for partnering with operational leaders to develop ... Act as the primary liaison between candidates, hiring managers, and internal stakeholders ...

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How much do internal talent acquisition jobs pay per year?

As of Jul 29, 2026, the average yearly pay for internal talent acquisition in the United States is $63,214.00, according to ZipRecruiter salary data. Most workers in this role earn between $54,500.00 and $70,000.00 per year, depending on experience, location, and employer.

What is the highest paid recruiter?

The highest paid recruiters are typically senior executive recruiters or those specializing in high-demand industries like technology or finance, with annual salaries often exceeding $100,000 and bonuses. Compensation varies based on experience, location, and the size of the company, with top earners sometimes reaching over $200,000 including incentives.

What is the 70 30 rule in hiring?

The 70/30 rule in hiring suggests that 70% of a candidate's evaluation should focus on their skills, experience, and qualifications, while 30% should consider cultural fit and soft skills. For internal talent acquisition professionals, balancing technical competence with alignment to company values is essential for successful hiring decisions.

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

To thrive as an Internal Talent Acquisition Specialist, you need a strong understanding of recruitment strategies, talent sourcing, and employment law, often supported by a bachelor's degree in human resources or a related field. Familiarity with applicant tracking systems (ATS), HRIS software, and recruitment analytics tools is typically required. Exceptional communication, relationship-building, and organizational skills help distinguish top performers in this role. These skills ensure efficient hiring processes, compliance, and successful placement of candidates who align with organizational culture and goals.

How does an Internal Talent Acquisition specialist collaborate with hiring managers during the recruitment process?

Internal Talent Acquisition specialists work closely with hiring managers to understand the specific needs and requirements for each open position. They often begin by conducting intake meetings to clarify job descriptions, desired skills, and team dynamics. Throughout the recruitment process, they provide regular updates, coordinate interviews, gather feedback, and offer market insights to help hiring managers make informed decisions. This collaboration ensures a streamlined hiring process and a better candidate experience.

What does an internal recruiter do?

An internal recruiter is responsible for sourcing, screening, and hiring candidates for open positions within their organization. They collaborate with hiring managers, use applicant tracking systems, and often focus on building a strong talent pipeline to meet company staffing needs.

What is internal talent acquisition?

Internal talent acquisition is the process of identifying, attracting, and hiring candidates from within an organization to fill open positions. It often involves internal job postings, employee referrals, and succession planning to promote existing employees. This approach helps retain institutional knowledge and can reduce hiring time and costs.
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Internal Talent Acquisition jobs near you
Infographic showing various Internal Talent Acquisition job openings in the United States as of July 2026, with employment types broken down into 87% Full Time, 9% Part Time, and 4% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $63,214 per year, or $30.4 per hour.

Corporate Director of Talent Acquisition

Noble House Hotels and Resorts

Kirkland, WA • On-site

$115K - $125K/yr

Full-time

Medical, Dental, Vision, Retirement, PTO

Re-posted 11 days ago

Job description

Job Type
Full-time
Description
Noble House Hotels & Resorts -named a Top 15 Hotel Brand in the World in Travel + Leisure World's Best Awards 2025-is a collection of one-of-a-kind luxury destinations within the United States and Mexico. Each stay delivers a singular promise: cultural immersion, unforgettable experiences and genuine connections.
OUR CULTURE Individual Distinction, Collective Soul
The Noble House Hotels & Resorts philosophy emphasizes "location, distinction, and soul." Our properties are not a "one-size-fits-all." And neither are our team members. What makes us at Noble House Hotels & Resorts lies within our team. We are a group of individuals that share a passion for hospitality. We let our personalities shine, and we like to have fun.
The Job :
The Corporate Director of Talent Acquisition is responsible for designing, leading, and executing a comprehensive talent acquisition and talent planning strategy for a multi-property hotel and resort company. This role oversees employer branding, international recruitment, recruiting strategy, compensation partnership, and internal talent development, while remaining actively involved in hands-on recruiting for executive, leadership, and mission-critical roles.
The Director serves as a strategic business partner to corporate and property leadership, ensuring the organization attracts, develops, and retains exceptional hospitality talent aligned with brand promise, service culture, and growth goals.
Please note: This role can be based in the Kirkland/Seattle area or remotely for us around the United States only within these states: Washington, South Carolina, Georgia, Nevada, Texas, Colorado, Louisiana, Virginia or Florida. This role will be required to travel as needed to the Corporate Office and/or properties.
Key Responsibilities:
Enterprise Talent Acquisition Strategy
  • Develop and execute a scalable, multi-brand talent acquisition strategy that supports corporate, regional, and property-level staffing needs.
  • Align workforce planning with business growth, new property openings, renovations, and seasonal demand.
  • Establish recruiting standards, governance, metrics, and service-level expectations across all properties.
  • Use workforce data and market intelligence to proactively address labor shortages and talent risks.
  • Lead TA technology strategy (ATS, CRM, assessment tools) to improve efficiency and candidate experience.

Employer Branding & Talent Marketing
  • Own and evolve the employer brand across all hotels, resorts, and corporate offices.
  • Ensure the Employee Value Proposition (EVP) reflects service excellence, culture, career growth, and lifestyle benefits unique to hospitality.
  • Partner with Marketing and Communications to create compelling recruitment campaigns, careers content, and social media strategies.
  • Enhance candidate experience from hourly frontline roles to executive leadership.
  • Represent the company at hospitality schools, universities, job fairs, industry conferences, and community events.

International & Global Recruitment
  • Lead international recruitment strategies for leadership, specialized, and pre-opening roles.
  • Partner with regional teams to tailor recruiting approaches based on local markets and cultural norms.
  • Manage international search firms, global sourcing channels, and strategic recruiting partners.
  • Collaborate with HR, Legal, and external vendors on immigration, relocation, and compliance considerations.
  • Support global mobility and cross-border talent movement initiatives.

Compensation & Market Alignment
  • Partner closely with Compensation to ensure recruiting strategies align with pay structures, incentive plans, and market competitiveness.
  • Provide real-time labor market insights to inform wage strategies for hourly, management, and executive roles.
  • Support job architecture, leveling, and offer governance to ensure consistency and equity.
  • Advise leaders on compensation tradeoffs, hiring premiums, and creative solutions in competitive labor markets.

Internal Talent Development & Mobility
  • Lead internal mobility strategies to promote career progression across properties and brands.
  • Partner with Learning & Development to align recruiting, succession planning, and leadership development pipelines.
  • Support identification and readiness of internal talent for promotions, transfers, and pre-opening assignments.
  • Champion development of hospitality leadership pipelines, including high-potential programs and emerging leaders.
  • Reinforce a culture of growth, retention, and internal advancement.

Hands-On Recruiting & Executive Search
  • Personally lead recruiting for executive, corporate, property leadership, and other high-impact or hard-to-fill roles.
  • Conduct direct sourcing, interviewing, offer negotiation, and candidate management.
  • Act as escalation point for critical vacancies and sensitive searches.
  • Model best-in-class hospitality recruiting behaviors and candidate engagement.
  • Maintain and nurture pipelines for future leadership needs.

Stakeholder Partnership & Influence
  • Serve as a trusted advisor to executive leadership, GMs, regional leaders, and HR partners.
  • Translate brand standards and service culture into talent selection criteria.
  • Guide leaders on hiring strategies, timelines, and labor market realities.
  • Champion Diversity, Equity, Inclusion, and Belonging throughout recruiting and development practices.

Requirements
To be successful as the Corporate Director of Talent Acquisition, you will bring:
  • Bachelor's degree required; hospitality, business, or HR emphasis preferred.
  • 10-15+ years of progressive talent acquisition experience, including leadership in hospitality or service-driven industries.
  • Proven experience supporting hotels, resorts, or multi-unit operations.
  • Deep expertise in employer branding, international recruitment, and executive search.
  • Strong understanding of compensation principles and labor market dynamics.
  • Demonstrated success balancing strategic leadership with hands-on recruiting.
  • Experience partnering with executive leadership and property-level stakeholders.

The OFFER:
In return, you are rewarded with a competitive compensation package including competitive pay, On-Demand Pay - Your Pay before Payday, health insurance (medical, dental, vision), 401k plan with employer matching, Paid Time Off, holidays, and Discounted Food & Hotel Discounts at Noble House Hotels & Resorts nationwide.
Become a part of our Noble CommUNITY- We take pride in providing initiatives through our Diversity, Equity, Inclusion & Accessibility (DEIA), Green and Wellness committees. Join us in sharing your thoughts, perspectives, and enthusiasm!
Noble House Hotels & Resorts are proud to encourage and support an environment where everyone can be a successful team member (come as they are) as their true authentic self. We are an equal opportunity workplace and employer that does not discriminate based on race, color, disability, gender/sex, sexual orientation, religion, national origin, age, veteran status, or any other protected status. We are committed to building a team (rooted in family) and a workplace where we are all able to be successful based solely on our individual qualifications, experience, abilities and job performance.
Salary Description
$115,000 to $125,000 + Bonus Incentive

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