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Talent Acquisition Manager Jobs in Springfield, MA

LCR EPC LLC

Talent Acquisition Specialist

Enfield, CT · On-site

Talent Acquisition * Manage the full-cycle recruitment process, including requisition intake, job postings, sourcing, screening, interviewing, reference checks, offer preparation, and offer ...

CFS

Talent Acquisition Specialist

West Hartford, CT · On-site

... managing multiple priorities. #TalentAcquisitionSpecialist #TalentAcquisition #RecruitingJobs #TalentManagement #FullCycleRecruiting #SourcingSpecialist #LinkedInRecruiting #WestHartfordJobs ...

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Talent Acquisition Manager information

See Springfield, MA salary details

$34.9K

$87.3K

$138.5K

How much do talent acquisition manager jobs pay per year?

As of Aug 17, 2026, the average yearly pay for talent acquisition manager in Springfield, MA is $87,316.00, according to ZipRecruiter salary data. Most workers in this role earn between $69,300.00 and $99,600.00 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.
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The most popular types of Talent Acquisition jobs in Springfield, MA are:

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For Talent Acquisition Manager jobs in Springfield, MA, the most frequently searched job titles are:

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The top searched job categories for Talent Acquisition Manager jobs in Springfield, MA are:

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Cities near Springfield, MA with the most Talent Acquisition Manager job openings:

Talent Acquisition Manager jobs near you
Infographic showing various Talent Acquisition Manager job openings in Springfield, MA as of August 2026, with employment types broken down into 85% Full Time, 13% Part Time, and 2% Contract. Highlights an 83% Physical, 2% Hybrid, and 15% Remote job distribution, with an average salary of $87,316 per year, or $42 per hour.

Talent Acquisition Specialist

LCR EPC LLC

Enfield, CT • On-site

Full-time

Posted 13 days ago

Job description

Description:

POSITION DESCRIPTION

Job Title: Talent Acquisition Specialist
Reports to: Chief Legal Officer
Grade Level: [ ]
FLSA: Exempt

POSITION SUMMARY

The Talent Acquisition Specialist is responsible for leading the full-cycle recruitment process to attract, engage, and hire top talent across the organization. This role partners closely with hiring managers to identify staffing needs, develop effective recruitment strategies, and deliver an exceptional candidate experience while ensuring compliance with company policies and employment laws. The Talent Acquisition Specialist plays a key role in building a strong talent pipeline and supporting the company's continued growth through strategic hiring initiatives.

KEY JOB RESPONSIBILITIES*

Talent Acquisition

  • Manage the full-cycle recruitment process, including requisition intake, job postings, sourcing, screening, interviewing, reference checks, offer preparation, and offer negotiation.
  • Partner with hiring managers to understand workforce needs, position requirements, and desired candidate profiles.
  • Develop and execute creative sourcing strategies using job boards, LinkedIn, networking, referrals, career fairs, and other recruiting channels.
  • Build and maintain talent pipelines for current and future hiring needs.
  • Conduct phone screens and initial candidate assessments to evaluate qualifications, skills, and cultural fit.
  • Coordinate and schedule interviews between candidates and hiring teams.
  • Ensure a positive, professional, and engaging candidate experience throughout the recruitment process.
  • Maintain accurate candidate records and recruiting activity within the Applicant Tracking System (ATS).
  • Generate and analyze recruiting metrics, including time-to-fill, source of hire, interview-to-offer ratio, and other key performance indicators.
  • Partner with leadership to continuously improve recruiting processes and hiring efficiency.
  • Promote the company's employer brand through social media, networking events, industry organizations, and community partnerships.
  • Assist with workforce planning and proactive recruiting initiatives for anticipated hiring needs.
  • Ensure compliance with all federal, state, and local employment laws, as well as company hiring policies and procedures.
  • Support recruitment marketing efforts, including job advertisements, hiring campaigns, and employee referral initiatives.

*The Key Job Responsibilities described are not a comprehensive list. Additional duties may be assigned as business needs evolve, and the scope of the position may change accordingly

Requirements:

REQUIRED KNOWLEDGE, EDUCATION, EXPERIENCE, SKILLS, AND ABILITIES

Qualifications

  • Bachelor's degree in Human Resources, Business Administration, Marketing, Communications, or a related field (or equivalent combination of education and experience).
  • 2–4 years of full-cycle talent acquisition or recruiting experience.
  • Experience recruiting across multiple departments and professional levels.
  • Experience recruiting within the solar, renewable energy, engineering, construction, or EPC industry is preferred.
  • Strong knowledge of recruitment best practices and employment laws.
  • Experience using Applicant Tracking Systems (ATS), LinkedIn Recruiter, and other sourcing platforms.
  • Strong interviewing, relationship-building, and candidate assessment skills.
  • Excellent verbal and written communication skills.
  • Strong organizational skills with the ability to manage multiple open requisitions simultaneously.
  • Detail-oriented with excellent follow-through and time management.
  • Ability to work independently in a fast-paced, high-growth environment.
  • Proficiency with Microsoft Office Suite and recruiting technologies.

WORK ENVIRONMENT / JOB CONDITIONS

  • Remote
  • Occasional travel for career fairs, networking events, hiring meetings, or project locations may be required.

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