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Part Time Remote Talent Acquisition Jobs in Texas

Harris

Hands-On Senior Executive - Corporate Development - Remote, Part Time Harris Computer seeks an ... You will play a key role in developing and advancing our M&A pipeline. Leveraging your extensive ...

micro1 AI

M&A Attorney - AI Trainer - Remote

Mckinney, TX · Remote

$90 - $130/hr

Remote We are seeking seasoned M&A attorneys for a part-time role at the forefront of legal AI. This opportunity is for elite lawyers who want to help shape how advanced AI is trained, evaluated, and ...

micro1 AI

M&A Attorney - AI Trainer - Remote

Beaumont, TX · Remote

$90 - $130/hr

Remote We are seeking seasoned M&A attorneys for a part-time role at the forefront of legal AI. This opportunity is for elite lawyers who want to help shape how advanced AI is trained, evaluated, and ...

micro1 AI

M&A Attorney - AI Trainer - Remote

Killeen, TX · Remote

$90 - $130/hr

Remote We are seeking seasoned M&A attorneys for a part-time role at the forefront of legal AI. This opportunity is for elite lawyers who want to help shape how advanced AI is trained, evaluated, and ...

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All JobsTalent Acquisition JobsPart Time Remote Talent Acquisition JobsPart Time Remote Talent Acquisition Jobs in Texas

Part Time Remote Talent Acquisition information

What is a part time remote talent acquisition?

A Part Time Remote Talent Acquisition role involves recruiting and hiring candidates for a company while working from a remote location and on a part-time basis. These professionals source, screen, and interview job applicants, often using digital tools and platforms to manage the recruitment process. They may also coordinate with hiring managers, create job postings, and help ensure a smooth onboarding process for new hires. This role offers flexibility for both employers and employees and is ideal for those who need to balance work with other commitments.

How does a part time remote talent acquisition specialist typically collaborate with hiring managers and teams across different locations?

As a part-time remote talent acquisition specialist, you will frequently use digital communication tools like email, video conferencing, and collaborative platforms to connect with hiring managers and team members. Regular check-ins and virtual meetings help align on candidate requirements, update the hiring process, and gather feedback efficiently despite time zone differences. Building strong relationships remotely involves proactive communication and clear documentation of candidate progress. Additionally, you may need to be flexible with your schedule to accommodate various team members’ availability, ensuring a smooth and effective recruitment process.

What are the key skills and qualifications needed to thrive as a part time remote talent acquisition specialist, and why are they important?

To thrive as a Part Time Remote Talent Acquisition Specialist, you need a solid understanding of recruitment processes, sourcing strategies, and interview techniques, often supported by experience in HR or related fields. Familiarity with applicant tracking systems (ATS), job boards, and virtual communication tools is typically required. Strong interpersonal skills, proactive communication, and self-motivation are critical to excel in a remote environment and build rapport with candidates and hiring managers. These competencies ensure efficient talent sourcing, effective collaboration, and successful placements, even when working remotely and part-time.

What is the difference between Part Time Remote Talent Acquisition vs Part Time Remote Recruiter?

AspectPart Time Remote Talent AcquisitionPart Time Remote Recruiter
Primary RoleFocuses on sourcing, attracting, and hiring talent for multiple roles and departmentsPrimarily responsible for filling specific job openings through candidate screening and interviewing
Required CredentialsTypically requires HR or recruiting certifications, experience in talent sourcingOften requires recruiting experience, familiarity with applicant tracking systems
Work EnvironmentRemote, often involves collaboration with hiring managers and HR teamsRemote, directly interacts with candidates and hiring managers
Industry UsageCommon in HR departments, staffing agencies, and large organizationsUsed across industries for filling specific roles, often in staffing firms or internal HR

While both roles involve remote work and recruiting skills, Part Time Remote Talent Acquisition focuses on strategic sourcing and building talent pipelines, whereas Part Time Remote Recruiter concentrates on executing specific hiring processes for individual roles.

What are the most commonly searched types of Remote Talent Acquisition jobs in Texas?

The most popular types of Remote Talent Acquisition jobs in Texas are:

What are popular job titles related to Part Time Remote Talent Acquisition jobs in Texas?

For Part Time Remote Talent Acquisition jobs in Texas, the most frequently searched job titles are:

What job categories do people searching Part Time Remote Talent Acquisition jobs in Texas look for?

The top searched job categories for Part Time Remote Talent Acquisition jobs in Texas are:

What cities in Texas are hiring for Part Time Remote Talent Acquisition jobs?

Cities in Texas with the most Part Time Remote Talent Acquisition job openings:

Part Time Remote Talent Acquisition jobs near you
Infographic showing various Part Time Remote Talent Acquisition job openings in Texas as of August 2026, with employment types broken down into 82% Full Time, 12% Part Time, and 6% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution.

Director, Talent Attraction and Employer Branding

Pinnacle Live

Dallas, TX • On-site, Remote

$150K - $190K/yr

Full-time, Part-time

Medical, Dental, Vision, Retirement, PTO

Re-posted 16 hours ago

Pinnacle Live rating

8.0

Company rating: 8.0 out of 10

Based on 17 frontline employees who took The Breakroom Quiz

126th of 500 rated business services

Job description

Description
Director, Talent Attraction and Employer Branding
$150,000 - $190,000 annually + incentives
At Pinnacle Live, you'll do more than fill a role-you'll help shape the future of live events, hospitality, and production excellence.
Company Overview
Pinnacle Live is a premium, in-house AV and event production company operating at premier hotels and resorts across North America. We exist to Elevate Experiences, combining cutting-edge production with a deeply human touch, holding ourselves to a standard where exceptional is the baseline. We're guided by three core values: Excellence is our attitude. Innovation is our mindset. Our people make the difference. If you show up prepared, take ownership of your craft, and want to grow alongside a team that holds itself to high standards, we'd love to meet you.
Job Summary
The Director, Talent Attraction and Employer Branding is responsible for establishing and leading Pinnacle Live's national talent attraction strategy and employer narrative supporting hiring across venue technicians, event producers, and corporate sales and technology functions, and defines how Pinnacle Live is known as an employer across North America.
The Director reports directly to the Chief Human Resources Officer, serves on the HR leadership team, and partners daily with Venue Directors and regional operators who feel every open requisition in their P&L. The mandate is broad, the visibility is high, and the function is being built rather than inherited.
If you have been waiting for the chance to design a function the way you have always argued it should be designed, and then be accountable for the results, this is that role.
This is a remote leadership position based in the United States, with a preference for candidates located in Dallas, Texas. The role requires approximately 25-30% travel to Pinnacle Live venues, corporate meetings, industry events, and leadership gatherings.
Essential Functions
Talent Strategy and Delivery
  • Design and execute a national sourcing and recruitment strategy aligned to venue growth, seasonality, and hiring priorities across hourly, salaried, and leadership roles.
  • Lead workforce planning in partnership with Finance and Operations, including forecasting hiring demand, building capacity ahead of new venue openings and acquisitions, and protecting service delivery through peak event season.
  • Build sourcing pipelines in the audiovisual, event technology, hospitality, and corporate technology talent markets, including part-time, on-call, and freelance labor pools that flex with event demand.
  • Establish enterprise hiring process standards covering intake, structured interviewing, candidate assessment, offer strategy, and hiring manager enablement across a distributed field organization.
Employer Brand and Candidate Experience
  • Own Pinnacle Live's employer value proposition and employer brand across the careers site, social channels, job content, and all candidate-facing touchpoints.
  • Partner with Marketing and Communications to develop recruitment marketing campaigns, content, and employee advocacy programs.
  • Manage Pinnacle Live's presence and reputation on employer review platforms and incorporate candidate feedback into hiring process improvements.
  • Represent Pinnacle Live at industry events, career fairs, and partnerships with trade schools, audiovisual and technical training programs, and apprenticeship pipelines.
Team Leadership, Systems, and Operating Rigor
  • Lead, coach, and develop the Talent Acquisition and Employer Branding team, including team structure, capability building, performance standards, and succession.
  • Own the recruiting technology stack, applicant tracking system, candidate relationship management, sourcing tools, assessments, and programmatic job advertising, including selection, implementation, adoption, and return on investment.
  • Manage the talent acquisition budget and all agency and vendor relationships, including contract negotiation and cost-per-hire accountability.
  • Develop and maintain talent acquisition analytics, including time-to-fill, source of hire, offer-acceptance rate, funnel conversion, quality of hire, and 90- and 180-day retention; report results and forecasts to the CHRO and executive leadership.
  • Ensure hiring practices are compliant, consistent, and defensible across all states and properties in which Pinnacle Live operates, including unionized properties.
First-Year Performance Objectives
  • A documented and adopted national hiring model in active use by Venue Directors.
  • Measurable improvement in time-to-fill and offer-acceptance rate for critical technical roles.
  • A defined employer value proposition in market, supported by a career's presence and content program.
  • Established pipelines that enable on-schedule staffing of new venue wins.
  • A talent acquisition team with clear standards and documented development plans.
  • A monthly talent dashboard used by executive leadership for decision-making.
Education & Experience
  • Bachelor's degree in Human Resources, Business Administration, Marketing, Organizational Development, Communications, or a related field required; Master's degree preferred.
  • Equivalent combination of education and directly related experience will be considered.
  • Ten (10) or more years of progressive Talent Acquisition, Recruitment Marketing, Employer Branding, or Human Resources leadership experience.
  • Five (5) or more years of people leadership experience managing Talent Acquisition teams and recruiting operations across multiple locations or business units.
  • SHRM-SCP, SPHR, or comparable professional certification preferred.
Required Skills & Knowledge
To perform this job successfully, an individual must be able to satisfy each essential duty. The requirements listed herein are representative of the knowledge, skill, and/or ability required.
  • Demonstrated experience building, rebuilding, or scaling a talent acquisition function, including process design, team structure, technology, and performance standards.
  • Experience with workforce planning and hiring demand forecasting tied to business growth, seasonal demand, new location openings, or acquisition integration.
  • Working knowledge of federal and multi-state employment laws and regulations governing hiring, including EEO, ADA, FLSA, OFCCP, Form I-9, and background screening requirements.
  • Ability to travel approximately 25%, including overnight travel.
  • Experience in a high-growth private equity-backed or post-acquisition environment, including merger and acquisition talent integration.
Preferred Qualifications
  • Agency, recruitment process outsourcing (RPO), or staffing experience in addition to in-house talent acquisition leadership.
  • Experience with an enterprise applicant tracking system such as Workday, Greenhouse, ICIMS, UKG, or Smart Recruiters.
  • Experience building early-career and technical talent pipelines through trade schools, apprenticeship programs, military, and veteran hiring initiatives, or community partnerships.
Knowledge, Skills, and Abilities
  • Ability to build credibility with and influence senior executives and field operations leaders who hold profit-and-loss accountability.
  • Ability to lead organizational change and drive adoption of new processes across a decentralized workforce.
  • Strong analytical and data interpretation skills, including the ability to translate recruiting data into business recommendations.
  • Effective written and verbal communication skills, including executive-level presentation ability.
  • Strong project management skills with the ability to manage multiple competing priorities.
  • Sound judgment and the ability to handle confidential and sensitive information appropriately.
Travel Demands
  • Travel of approximately 25-30% is required, including air and ground travel and overnight stays, for venue visits, industry events, career fairs, and school partnerships.
  • Work is primarily performed in an office or remote office environment, with prolonged periods of sitting and computer use.
  • Occasional work in active venue and event environments, which may include loud noise, variable lighting, and proximity to production equipment.
Physical Demands
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 regularly required to:
  • Sit at a desk
  • Stand or walk for long periods, including up and down stairs
  • Consistently bend and stoop
  • Use hands to hold, handle, or feel
  • Reach with hands and arms
  • Talk, hear, and communicate.
  • Lift up to 50 pounds occasionally
Benefits
  • Generous time off with PTO, holidays, and sick/personal days
  • 401k with a contribution match
  • Insurances: health, vision, dental and more
Pinnacle Live is an E-verify and Equal Employment Opportunity Employer
Pinnacle Live is committed to welcoming, valuing, and supporting every person and their unique contributions. We are actively working to foster an environment where diversity, equity, inclusion, belonging, and mutual respect thrive. We recognize that diversity is intersectional, and that actively valuing diversity demands that we continually strive to establish a welcoming atmosphere for all.
Pinnacle Live welcomes, openly acknowledges, empowers, and celebrates the diversity of all our team members, clients, and partners, and affirms the identities and experiences of all our members. We strive to create an environment where we actively embrace all forms of diversity.

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