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Talent Acquisition Manager Jobs in Colorado (NOW HIRING)

Metro One LPSG

Talent Acquisition Manager

Lakewood, CO · On-site

$75K - $80K/yr

Description Talent Acquisition Manager Responsibilities: * Lead and inspire a team of Talent Specialists through hiring, training, supporting, and developing them, while ensuring that they meet or ...

CesiumAstro

Talent Acquisition Manager

Westminster, CO · On-site

$130K - $159K/yr

We are looking to add a Talent Acquisition Manager to our team. If you enjoy working in a dynamic, rapidly changing environment and are passionate about technology and helping a company scale, we ...

Metro One LPSG

Talent Acquisition Manager

Lakewood, CO · On-site

Talent Acquisition Manager Responsibilities: * Lead and inspire a team of Talent Specialists through hiring, training, supporting, and developing them, while ensuring that they meet or exceed their ...

Stout

Manager, Talent Acquisition

Denver, CO · On-site

Lead continuous improvement efforts that strengthen recruiting processes, candidate experience, hiring manager satisfaction, and overall Talent Acquisition performance. What You Bring * Bachelor ...

Stout

Manager, Talent Acquisition

Denver, CO · On-site

Lead continuous improvement efforts that strengthen recruiting processes, candidate experience, hiring manager satisfaction, and overall Talent Acquisition performance. What You Bring * Bachelor ...

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Talent Acquisition Manager information

See Colorado salary details

$36.8K

$92.1K

$146.2K

How much do talent acquisition manager jobs pay per year?

As of Sep 4, 2026, the average yearly pay for talent acquisition manager in Colorado is $92,137.00, according to ZipRecruiter salary data. Most workers in this role earn between $73,100.00 and $105,200.00 per year, depending on experience, location, and employer.

What is a talent acquisition manager?

As a talent acquisition manager or corporate recruiter, you find top candidates to fill job vacancies as part of the Human Resources department in an organization. You need strong interpersonal and networking skills to find the candidates that are the best fit for the business. You seek job candidates through online job boards, social networking sites, career fairs, and in-person networking events. Your duties include creating and posting job ads, messaging and calling potential job seekers, reviewing resumes, interviewing candidates, and recommending the best candidates to hiring managers.

How does a talent acquisition manager typically collaborate with hiring managers and other departments during the recruitment process?

A Talent Acquisition Manager works closely with hiring managers to understand specific team needs, define role requirements, and set clear expectations for candidate profiles. They also partner with HR, finance, and sometimes department heads to ensure alignment on hiring goals, budget, and workforce planning. Regular check-ins, collaborative job description creation, and involvement in interview panels are common practices, ensuring a streamlined and effective recruitment process across departments.

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

To thrive as a Talent Acquisition Manager, you need expertise in recruitment strategies, candidate sourcing, interviewing, and a relevant degree in human resources or a related field. Familiarity with applicant tracking systems (ATS), HRIS platforms, and certifications like SHRM-CP or PHR is often required. Exceptional communication, negotiation, and relationship-building skills help set top performers apart in this role. These competencies are crucial for attracting and retaining top talent, driving organizational growth, and ensuring a positive candidate experience.

What is the difference between Talent Acquisition Manager vs Recruiter?

AspectTalent Acquisition ManagerRecruiter
ResponsibilitiesOversees entire hiring strategy, manages recruitment team, develops employer brandingSources candidates, screens resumes, conducts interviews
Required CredentialsBachelor's degree, experience in HR or recruiting, strong communication skillsBachelor's degree often preferred, recruiting certifications optional
Work EnvironmentStrategic planning, team management, collaboration with HR and hiring managersCandidate sourcing, interview coordination, applicant tracking

The main difference is that a Talent Acquisition Manager focuses on strategic hiring initiatives and team leadership, while a Recruiter handles the day-to-day candidate sourcing and screening. Both roles require similar credentials but differ in scope and responsibilities.

Is talent acquisition a hard job?

Talent acquisition managers are responsible for sourcing, screening, and hiring candidates, which can be challenging due to competition for skilled talent and the need for strong interpersonal and organizational skills. The role often requires managing multiple priorities, working under deadlines, and staying updated on industry trends and tools like applicant tracking systems. Success in this field depends on adaptability, communication skills, and experience in recruiting processes.

What do talent acquisition managers make?

Talent acquisition managers typically earn a salary that ranges from $60,000 to $120,000 annually, depending on experience, location, and company size. They often receive benefits such as health insurance and may earn bonuses based on hiring targets or performance metrics.

What does a talent acquisition manager do?

A talent acquisition manager is responsible for identifying, attracting, and hiring qualified candidates to meet an organization’s staffing needs. They develop recruitment strategies, manage the hiring process, and often use applicant tracking systems to streamline hiring. Strong communication, assessment skills, and knowledge of employment laws are essential in this role.
More about Talent Acquisition Manager jobs

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Talent Acquisition Manager jobs near you
Infographic showing various Talent Acquisition Manager job openings in Colorado as of August 2026, with employment types broken down into 86% Full Time, 12% Part Time, and 2% Contract. Highlights an 82% Physical, 2% Hybrid, and 16% Remote job distribution, with an average salary of $92,137 per year, or $44.3 per hour.

Talent Acquisition Manager

Haynes Mechanical Systems

Englewood, CO • On-site

Full-time

Posted 23 days ago

Key responsibilities

  • Oversee all aspects of the organization's hiring needs and recruitment processes.

  • Partner with hiring managers to develop recruitment strategies, understand staffing requirements, and maintain communication throughout the hiring process.

  • Lead and mentor the talent acquisition team, providing training, feedback, and support to enhance team skills.

Job description

At Haynes Mechanical Systems, we have spent over 58 years building a company that we can be proud of - a company that focuses on working together with our customers to provide solutions to their heating, ventilation, and air conditioning needs.

We are a fast-growing commercial HVAC, building automation, and energy services company. Our culture exemplifies achieving excellence in everything we do. We are collaborative and work towards the best result for our customers. Our culture is based on four ideals: family-owned, focus on our associates, dedication to our customers, and continuous improvement.

With locations in Denver, Fort Collins, Colorado Springs, and Phoenix we have many opportunities. This position will be based in Denver. 

POSITION SUMMARY:

As Talent Acquisition Manager, you'll serve as the strategic leader of our TA team. You will oversee all aspects of the organization's hiring needs, with a team focus on recruiting and retaining employees and providing exceptional candidate and hiring manager experience.

You will develop recruitment strategies, work with hiring managers to understand staffing requirements, manage the end-to-end recruitment process, manage relationships with external partners, establish priorities, and provide recruitment analytics to the organization.

REQUIREMENTS:

  • Bachelor's Degree in Business, Human Resources, or related field preferred
  • 6+ years' relevant TA experience, with experience in a team leadership/mentorship role
  • Strong understanding of recruiting systems, strategies, metrics, and workflows
  • Experience managing advertising budget, ads, and vendor relationships
  • Experience with full-cycle recruiting, strategic sourcing, employment branding, and recruitment marketing
  • Experience recruiting for a large industrial manufacturing/distribution and/or multi-site organization preferred; experience recruiting in the trades or for Commercial HVAC and Industrial Service Technicians highly desirable
  • Experience using ATS platforms with platform administration experience preferred, and strong data/reporting skills
  • Demonstrated ability to build strong internal relationships
  • Effective communicator (both oral and written) with strategic and tactical execution ability

ESSENTIAL DUTIES AND RESPONSIBILITIES:

The functions listed are representative of the position, but not all-encompassing; the role may require contributing to other tasks as circumstances dictate.

  • Lead a team of recruiters and talent sourcers while providing ongoing training, feedback, and mentorship to enhance team skills
  • Partner with hiring managers in key client groups to develop recruitment strategies, determine staffing needs, understand position requirements, set expectations, and maintain communications throughout the talent acquisition process
  • Design and implement recruitment strategies to increase efficiency, enhance candidate quality, and improve candidate and hiring manager experience
  • Lead employment branding and talent attraction initiatives
  • Develop position profiles and job postings that are informative and eye-catching to potential candidates
  • Lead hiring manager partnerships: conduct interview training, provide ongoing support, and conduct feedback sessions
  • Build relationships with external partners such as staffing agencies, trade schools, colleges, and professional networks
  • Evaluate and optimize sourcing and recruiting tool usage, ad spend, systems, and marketing initiatives
  • Design, roll out, and continuously improve the employee referral program including regular communication with internal team on current openings
  • Administer ATS systems and TA team tools and ensure accurate data within systems across the team
  • Establishes and tracks team KPIs to monitor team effectiveness
  • Maintains team budget and tracks ROI for tools, events, and growth
  • Generate regular reporting for leadership, providing insights and recommendations