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Talent Acquisition Operations Jobs (NOW HIRING)

Tallgrass

Coordinator-Talent Acquisition, Sr.

Lakewood, CO · On-site

$20.50 - $27.50/hr

Serve as a senior coordinator for talent acquisition operations, ensuring recruiting activities are executed accurately, efficiently, and in alignment with company processes and compliance ...

VTG

Talent Acquisition Intern

Chantilly, VA · On-site

Exposure to full-cycle recruiting and talent acquisition operations * Experience working with ... hiring managers and business leaders * Understanding of recruiting metrics, sourcing strategies ...

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Talent Acquisition Operations information

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$47.5K

$81.8K

$112.5K

How much do talent acquisition operations jobs pay per year?

As of Jun 8, 2026, the average yearly pay for talent acquisition operations in the United States is $81,750.00, according to ZipRecruiter salary data. Most workers in this role earn between $56,500.00 and $107,000.00 per year, depending on experience, location, and employer.

What is the difference between Talent Acquisition Operations vs Talent Acquisition Specialist?

AspectTalent Acquisition OperationsTalent Acquisition Specialist
Primary FocusStreamlining recruitment processes, managing systems, and supporting hiring workflowsSourcing, interviewing, and engaging candidates for open positions
Required SkillsHR systems, process optimization, data analysisCandidate sourcing, communication, interviewing skills
Work EnvironmentHR or recruitment support teams, often in larger organizationsRecruitment teams, hiring managers, candidate interactions

While Talent Acquisition Operations focuses on optimizing recruitment processes and managing systems, Talent Acquisition Specialists are directly involved in sourcing and engaging candidates. Both roles are essential in the hiring process but serve different functions within the recruitment cycle.

What are some common challenges faced in Talent Acquisition Operations and how can they be addressed?

Professionals in Talent Acquisition Operations often encounter challenges such as streamlining recruitment processes, managing high volumes of candidate data, and ensuring consistent communication between hiring teams and candidates. Addressing these challenges typically involves leveraging applicant tracking systems, establishing standardized workflows, and fostering close collaboration with recruiters and HR partners. Proactively identifying process bottlenecks and regularly updating stakeholders can also help maintain efficiency and improve the candidate experience.

What are the key skills and qualifications needed to thrive in Talent Acquisition Operations, and why are they important?

To thrive in Talent Acquisition Operations, you need a solid understanding of recruitment processes, data analysis, and HR best practices, often supported by a degree in human resources or business. Familiarity with applicant tracking systems (ATS), HRIS platforms, and recruitment analytics tools is typically required. Strong organizational skills, attention to detail, and effective communication abilities help you excel in managing multiple priorities and stakeholder relationships. These skills ensure efficient hiring workflows, data-driven decision-making, and a positive candidate experience.

What is Talent Acquisition Operations?

Talent Acquisition Operations refers to the processes, systems, and strategies that support the recruitment and hiring of employees within an organization. This function focuses on streamlining and improving the efficiency of recruiting workflows, ensuring compliance, managing recruitment technologies, and providing data-driven insights. Talent Acquisition Operations professionals work closely with recruiters, HR teams, and hiring managers to create a seamless candidate experience and optimize the overall talent acquisition process.
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Talent Acquisition Operations jobs near you
Infographic showing various Talent Acquisition Operations job openings in the United States as of May 2026, with employment types broken down into 87% Full Time, and 13% Part Time. Highlights an 94% Physical, 2% Hybrid, and 4% Remote job distribution, with an average salary of $81,750 per year, or $39.3 per hour.

Lead, Talent Acquisition Operations - Process Excellence 1

L3HHCM20

Melbourne, FL • On-site

Other

Posted 9 days ago

Job description

Job Title: Lead, Talent Acquisition Operations - Process Excellence

Job Code: 38537

Job Location: (On Site) Melbourne, FL 

Job Schedule: 9/80: Employees work 9 out of every 14 days - totaling 80 hours worked - and have every other Friday off

Job Description:

We're looking for a strategic, innovative, and execution-oriented TA Operations - Process Excellence leader to help transform how we attract, engage, and hire top talent. This is not a traditional operations role. This is an opportunity to modernize recruiting through process excellence, candidate experience innovation, data-driven insights, and emerging technologies.

In this role, you'll partner across Talent Acquisition, HR, IT, Finance, and business leadership to streamline operations, enhance the candidate journey, and scale enterprise hiring capabilities through automation and continuous improvement. You'll lead high-impact initiatives that improve recruiter effectiveness, elevate the hiring manager and candidate experience, and drive operational excellence across the entire recruiting lifecycle.

If you thrive in fast-paced environments, enjoy solving complex problems, and love turning ideas into scalable solutions, this role is for you.

Essential Functions:

Process Excellence & Operational Optimization

  • Identify and implement process improvements that enhance recruiting efficiency and hiring outcomes.
  • Develop and maintain SOPs, workflows, governance models, and best practices.
  • Lead cross-functional initiatives and project teams across TA, HR, IT, Finance, and business stakeholders.
  • Manage project plans, timelines, milestones, and implementation activities.
  • Support change management and adoption of new processes, tools, and operating models.
  • Leverage data and analytics to identify trends and drive operational improvements.

Candidate Experience & Journey Design

  • Optimize the end-to-end candidate experience from application through onboarding.
  • Identify friction points through feedback, analytics, and process reviews.
  • Implement enhancements that improve engagement, communication, and conversion rates.
  • Independently develop candidate communications, templates, and engagement touchpoints; leverage internal comms and recruitment marketing partners, where needed.
  • Partner with recruiters and hiring leaders to drive a consistent, high-quality hiring experience.

Feedback & Continuous Improvement

  • Manage candidate and hiring manager feedback programs across key stages of the hiring lifecycle.
  • Analyze sentiment, trends, and experience metrics to identify improvement opportunities.
  • Track and report on satisfaction, NPS, response rates, and process drop-off metrics.
  • Benchmark experience practices against industry trends and best practices.
  • Present insights and recommendations to TA leadership and stakeholders.

Automation, Innovation & Technology Enablement

  • Identify opportunities to automate and streamline TA workflows.
  • Research, pilot, and support implementation of AI-driven recruiting technologies and scalable solutions.
  • Partner with IT, vendors, and stakeholders to enhance operational efficiency and user experience.
  • Monitor adoption, effectiveness, and ROI of automation tools and process improvements.
  • Stay current on emerging recruiting technology and workforce innovation trends.

Talent Acquisition Operations Support

  • Manage and resolve Talent Acquisition Operations inquiries and escalations.
  • Support and monitor the TA Operations inbox, ensuring timely response and issue resolution.
  • Partner with People Operations, recruiters, HR, and hiring managers to address operational challenges.
  • Assist with administrative processes, reporting, documentation, and operational tracking.
  • Identify recurring issues and recommend process improvements to enhance efficiency and service delivery.
  • Serve as a key operational resource supporting TA leadership and business priorities.

Qualifications:

  • Bachelor's with 9 years prior experience in data engineering, Graduate Degree with 7 years prior experience in data engineering. In lieu of a degree, minimum of 13 years of prior related experience in data engineering.

Preferred Additional Skills:

  • Experience with ATS platforms, sourcing tools, CRM systems, and recruitment technologies.
  • Strong analytical, problem-solving, and reporting skills with advanced proficiency in Excel and PowerPoint; strong attention to detail.
  • Experience driving process improvement, operational excellence, or transformation initiatives.
  • Knowledge of candidate experience practices, survey methodologies, AI, automation, and emerging TA technologies.
  • Experience with HRIS systems, workforce analytics, and dashboard/reporting platforms.
  • Strong project management, organizational, prioritization, and stakeholder management skills.
  • Experience supporting change management initiatives.
  • Lean Six Sigma, PMP, Agile, or related certifications.

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