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Talent Acquisition Contractor Jobs (NOW HIRING)

York Risk Services

... Talent Acquisition Specialist | Hybrid | Remote Are you an experienced Talent Acquisition ... This is a contractor W2 role with intent to hire. * 37.5-hour workweek, Monday through Friday ARE ...

Sedgwick

... Talent Acquisition Specialist | Hybrid | Remote Are you an experienced Talent Acquisition ... This is a contractor W2 role with intent to hire. * 37.5-hour workweek, Monday through Friday ARE ...

Subaru

Talent Acquisition Manager

Camden, NJ · On-site

SUMMARY The Talent Acquisition Manager is responsible for managing a high volume of complex ... Ability to support employer branding, recruitment marketing, campus, intern, contractor, or other ...

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Talent Acquisition Contractor information

See salary details

$35K

$87.6K

$139K

How much do talent acquisition contractor jobs pay per year?

As of Sep 5, 2026, the average yearly pay for talent acquisition contractor in the United States is $87,623.00, according to ZipRecruiter salary data. Most workers in this role earn between $69,500.00 and $100,000.00 per year, depending on experience, location, and employer.

What does a talent acquisition contractor do?

A Talent Acquisition Contractor is a recruitment professional hired on a temporary or contract basis to help organizations find and hire qualified candidates for open positions. They typically source, screen, and interview applicants, coordinate with hiring managers, and manage the end-to-end recruitment process. Their goal is to fill roles efficiently while ensuring candidates are a good fit for the company culture and job requirements.

What are the key skills and qualifications needed to thrive as a talent acquisition contractor?

To thrive as a Talent Acquisition Contractor, you need expertise in full-cycle recruiting, candidate sourcing, and an understanding of employment laws, typically supported by a bachelor’s degree in HR or related fields. Familiarity with applicant tracking systems (ATS), Boolean search techniques, and recruitment marketing platforms is essential. Strong interpersonal skills, adaptability, and effective communication help build trust with candidates and hiring managers. These skills are crucial for efficiently filling roles with top talent and ensuring a positive candidate and client experience.

How does a talent acquisition contractor typically collaborate with hiring managers to ensure successful placements?

Talent Acquisition Contractors work closely with hiring managers to understand specific role requirements, team dynamics, and organizational culture. They conduct regular meetings to clarify expectations, provide updates on candidate pipelines, and gather feedback on submitted applicants. This collaborative approach helps align sourcing strategies and ensures that only the most suitable candidates progress through the recruitment process. Effective communication and partnership are key to achieving timely and successful placements.

What is the difference between Talent Acquisition Contractor vs Recruiter?

AspectTalent Acquisition ContractorRecruiter
CredentialsTypically no specific certifications required; experience in recruiting or HR preferredOften holds certifications like AIRS, SHRM, or HR-related degrees
Work EnvironmentContract-based, often project-specific, working with multiple clients or companiesFull-time or part-time employment within a single organization or agency
Employer & Industry UsageFreelance or consulting roles across various industriesIn-house HR teams or staffing agencies
Search & Comparison IntentLooking for flexible, project-based recruiting supportSeeking ongoing, internal recruitment functions

The main difference is that a Talent Acquisition Contractor works on a temporary, project basis often across multiple companies, while a Recruiter is typically a full-time employee focused on ongoing hiring within a single organization. Contractors provide specialized, flexible support, whereas recruiters handle continuous talent sourcing and onboarding.

How to become a talent acquisition contractor?

To become a talent acquisition contractor, you typically need experience in recruiting or human resources, strong communication skills, and familiarity with applicant tracking systems and sourcing tools. Many contractors hold a relevant bachelor's degree and may obtain certifications such as AIRS or SHRM to enhance credibility. Building a network and applying through staffing agencies or freelance platforms can also help secure contract opportunities.
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What cities are hiring for Talent Acquisition Contractor jobs?

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What job categories do people searching Talent Acquisition Contractor jobs look for?

The top searched job categories for Talent Acquisition Contractor jobs are:

Talent Acquisition Contractor jobs near you
Infographic showing various Talent Acquisition Contractor job openings in the United States as of August 2026, with employment types broken down into 82% Full Time, 11% Part Time, and 7% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $87,623 per year, or $42.1 per hour.

Talent Acquisition Specialist | Hybrid | Remote

York Risk Services

Austin, TX • Hybrid

Full-time

Posted 18 days ago

Job description

By joining Sedgwick, you'll be part of something truly meaningful. It's what our 33,000 colleagues do every day for people around the world who are facing the unexpected. We invite you to grow your career with us, experience our caring culture, and enjoy work-life balance. Here, there's no limit to what you can achieve.

Newsweek Recognizes Sedgwick as America's Greatest Workplaces National Top Companies

Certified as a Great Place to Work

Fortune Best Workplaces in Financial Services & Insurance

Talent Acquisition Specialist | Hybrid | Remote

Are you an experienced Talent Acquisition Specialist who combines relationship-building, recruiting expertise, and technology to deliver exceptional hiring outcomes and are you looking for an opportunity to join a global industry leader?

  • This is a contractor W2 role with intent to hire.

  • 37.5-hour workweek, Monday through Friday

ARE YOU AN IDEAL CANDIDATE?

You are a proactive recruiter with four or more years of experience who excels at attracting top talent, building trusted partnerships, and delivering hiring results. You leverage AI, Workday ATS, and data-driven recruiting strategies to drive efficiency, strengthen talent pipelines, and create exceptional candidate experiences. If you are collaborative, innovative, and passionate about making an impact while living Sedgwick's values of empathy, accountability, collaboration, growth, and inclusion, we want to hear from you.

WORK LOCATION(S)

Hybrid 1 day per week in office preferred

May be open to remote setting for select locations

Preferred candidate location in central, mountain, or pacific time zones

PRIMARY PURPOSE OF THE ROLE: Oversees staffing activities within a designated region and partners with Operational management to implement timely, cost-effective initiatives aligned with regional and corporate objectives.

ESSENTIAL FUNCTIONS and RESPONSIBILITIES

  • Identifies and cultivates sources for hiring experienced and entry level personnel through:

    • Networking and Colleague Referrals,

    • Development and utilization of Internet Mining technology and capabilities,

    • Development and maintenance of a competitor candidate information database,

    • Development and initiation of a candidate relationship "pipeline management" strategy,

    • Utilization of current and future staffing technology.

  • Manages Recruiting budget for region through cost-effective advertisement and third-party recruiters.

  • Develops preferred supplier list of third-party recruiters; works with the National Director of staffing to negotiate discounted contract rates for staffing needs.

  • Screens, interviews, and tests job applicants as required; maintains applicant database utilizing electronic recruiting software.

  • Provides key staffing metrics for regional hiring; tracks regional colleague retention; and consults with regional management regarding issues affecting turnover.

  • Trains and mentors hiring managers as well as Colleague Resource Generalists in the use of the electronic recruiting software; builds skill level of regional users by providing training on system updates and new user training.

  • Promotes and assists Colleague Resources Managers in training hiring managers in the use of Behavioral Interviewing Techniques, as well as other candidate assessment tools and processes.

  • Supports and provides training for the Colleague Resources Generalists in staffing techniques.

ADDITIONAL FUNCTIONS and RESPONSIBILITIES

  • Performs other duties as assigned.

  • Travels as required.

QUALIFICATIONS

Education & Licensing: Bachelor's degree from an accredited college or university preferred. PHR or SPHR Certification preferred.

Experience: Four (4) years of staffing experience or equivalent combination of education and experience required to include three (3) years as a direct recruiter in a high volume, difficult-to-source industry. Insurance industry recruiting experience is preferred. Experience with recruiting software is preferred.

Skills & Knowledge

  • Knowledge of employment laws and practices
  • Working knowledge of e-recruiting concepts andsystems
  • Excellent oral and written communication, including presentation skills
  • PC literate, including Microsoft Office products
  • Strong organizational skills
  • Excellent negotiation skills
  • Excellent interpersonal skills
  • Ability to work independently
  • Ability to work in a team environment
  • Ability to meet or exceed Performance Competencies

WORK ENVIRONMENT
When applicable and appropriate, consideration will be given to reasonable accommodations.

Mental: Clear and conceptual thinking ability; excellent judgment, troubleshooting, problem solving, analysis, and discretion; ability to handle work-related stress; ability to handle multiple priorities simultaneously; and ability to meet deadlines

Physical: Computer keyboarding, travel as required

Auditory/Visual: Hearing, vision and talking

As required by law, Sedgwick provides a reasonable range of compensation for roles that may be hired in jurisdictions requiring pay transparency in job postings. Actual compensation is influenced by a wide range of factors including but not limited to skill set, level of experience, and cost of specific location. For the jurisdiction noted in this job posting only, the range of starting pay for this role is $30.00-$38.00/hr.

The statements contained in this document are intended to describe the general nature and level of work being performed by a colleague assigned to this description. They are not intended to constitute a comprehensive list of functions, duties, or local variances. Management retains the discretion to add or to change the duties of the position at any time.

#LI-HYBRID #LI-REMOTE #recruiter #talentacquisition *may vary depending on company needs.

Sedgwickis an Equal Opportunity Employer and a Drug-Free Workplace.

If you're excited about this role but your experience doesn't align perfectly with every qualification in the job description, consider applying for it anyway! Sedgwick is building a diverse, equitable, and inclusive workplace and recognizes that each person possesses a unique combination of skills, knowledge, and experience. You may be just the right candidate for this or other roles.

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