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Talent Acquisition Partner Jobs (NOW HIRING)

Amrize

Talent Acquisition Partner

Nashville, TN · Hybrid

Join Amrize as a Talent Acquisition Partner and help construct what's next. If you're ready to put your skills to work on projects that matter - and build a career with a company that's building ...

CERES

Talent Acquisition Partner

Sarasota, FL · On-site

Talent Acquisition Partner Location: Sarasota, FL or Houston, TX or Cameron Park, CA Reports to: Director, Talent Acquisition Compensation Range: $ 70,000 - $ 90,000 annually (depending on location ...

gaylor

Talent Acquisition Partner

Charlotte, NC · On-site

SCOPE OF WORK The Talent Acquisition Partner (TAP) is a strategic business partner to Operations and Engineering leadership with responsibility for managing the full cycle recruiting process for ...

gaylor

Talent Acquisition Partner

Indianapolis, IN

SCOPE OF WORK The Talent Acquisition Partner (TAP) is a strategic business partner to Operations and Engineering leadership with responsibility for managing the full cycle recruiting process for ...

OWN, Inc.

Talent Acquisition Partner

Springfield, MO · On-site

The Talent Acquisition Partner will own all facets of the recruiting life cycle and be responsible for delivering an exceptional candidate experience throughout the recruitment process. This ...

gaylor

Talent Acquisition Partner

Noblesville, IN

SCOPE OF WORK The Talent Acquisition Partner (TAP) is a strategic business partner to Operations and Engineering leadership with responsibility for managing the full cycle recruiting process for ...

Amrize

Talent Acquisition Partner

Nashville, TN · On-site

Join Amrize as a Talent Acquisition Partner and help construct what's next. If you're ready to put your skills to work on projects that matter - and build a career with a company that's building ...

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Talent Acquisition Partner information

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$39.5K

$77.9K

$136K

How much do talent acquisition partner jobs pay per year?

As of Jul 6, 2026, the average yearly pay for talent acquisition partner in the United States is $77,880.00, according to ZipRecruiter salary data. Most workers in this role earn between $60,000.00 and $86,500.00 per year, depending on experience, location, and employer.

What is the difference between Talent Acquisition Partner vs Recruiter?

AspectTalent Acquisition PartnerRecruiter
CredentialsTypically requires a bachelor’s degree in HR, Business, or related field; certifications like SHRM-CP or PHR are commonOften requires similar degrees and certifications, especially for senior roles; entry-level recruiters may have less formal education
Work EnvironmentStrategic, involved in long-term talent planning, collaborating with hiring managersOperational, focused on sourcing, screening, and scheduling candidates
Employer & Industry UsageUsed across industries for strategic hiring initiativesCommon in staffing agencies and corporate HR teams for volume hiring

The main difference is that Talent Acquisition Partners focus on strategic talent planning and building long-term relationships, while Recruiters handle the day-to-day hiring activities like sourcing and screening candidates. Both roles require similar credentials but serve different functions within the hiring process.

What other jobs can I go outside of a talent acquisition partner?

A Talent Acquisition Partner can transition into roles such as HR Manager, Recruitment Manager, Talent Acquisition Manager, or HR Business Partner, leveraging skills in candidate sourcing, interviewing, and employer branding. They can also move into related areas like HR generalist roles, organizational development, or talent management, often requiring knowledge of HRIS systems and certifications like SHRM or HRCI. These roles typically involve similar skills in communication, strategic planning, and stakeholder management.

What are some common challenges Talent Acquisition Partners face when working with hiring managers, and how can they overcome them?

Talent Acquisition Partners often encounter challenges such as misaligned expectations with hiring managers regarding candidate profiles, timelines, or interview processes. To overcome these hurdles, it's important to establish clear communication from the outset, set realistic expectations, and regularly update hiring managers on progress. Building strong relationships and acting as a consultative partner helps ensure collaboration and alignment throughout the recruitment process. By proactively addressing concerns and offering market insights, Talent Acquisition Partners can foster trust and achieve successful hiring outcomes.

What is the 70 30 rule in hiring?

The 70 30 rule in hiring suggests that recruiters should spend approximately 70% of their time sourcing and engaging candidates, and 30% on interviewing and evaluating them. For Talent Acquisition Partners, this emphasizes the importance of proactive talent sourcing and building relationships to fill roles efficiently.

What do talent acquisition partners do?

Talent acquisition partners are responsible for sourcing, recruiting, and hiring candidates to meet an organization’s staffing needs. They develop recruitment strategies, screen applicants, coordinate interviews, and collaborate with hiring managers to ensure a smooth hiring process. Strong communication skills and knowledge of applicant tracking systems are essential in this role.

What Is the Job of a Talent Acquisition Partner?

As a talent acquisition partner, your job is to sell the employment opportunities within a business and identify the best talent for each role using a variety of recruitment methods. Your responsibilities include communicating the value proposition of each position, recruiting candidates, and screening/interviewing each to find the best match for the business’ open positions. You are expected to utilize innovative recruitment methods, using both traditional and digital sourcing strategies to search for the best candidates. Expect to participate in meetings and discussions in person and through email. Other duties include working closely with co-workers to deliver a plan for achieving hiring goals and using external relationships to improve your sourcing strategy and create future talent pipelines.

What are the key skills and qualifications needed to thrive as a Talent Acquisition Partner, and why are they important?

To thrive as a Talent Acquisition Partner, you need a solid understanding of recruitment strategies, candidate sourcing, and employment law, often supported by a bachelor’s degree in HR or related fields. Familiarity with Applicant Tracking Systems (ATS), HRIS platforms, and certifications like SHRM-CP or PHR are commonly required. Exceptional interpersonal skills, negotiation abilities, and strong organizational capabilities help build relationships with candidates and hiring managers. These skills are vital for efficiently attracting top talent, ensuring compliance, and supporting organizational growth.

How much does a talent acquisition partner make at Fidelity?

A Talent Acquisition Partner at Fidelity typically earns between $70,000 and $100,000 annually, depending on experience and location. Compensation may also include bonuses and benefits, and the role often requires strong communication and recruiting skills.

What are Talent Acquisition Partners?

Talent Acquisition Partners are human resources professionals responsible for managing and guiding the recruitment process within an organization. They work closely with hiring managers to understand staffing needs, source and attract candidates, conduct interviews, and help select the best talent for open positions. In addition to traditional recruiting, they often play a strategic role in employer branding, workforce planning, and improving the overall candidate experience.
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Talent Acquisition Partner jobs near you
Infographic showing various Talent Acquisition Partner job openings in the United States as of July 2026, with employment types broken down into 87% Full Time, 9% Part Time, 1% Temporary, and 3% Contract. Highlights an 88% Physical, 3% Hybrid, and 9% Remote job distribution, with an average salary of $77,880 per year, or $37.4 per hour.
Talent Acquisition Partner

Talent Acquisition Partner

Gaylor Electric

Noblesville, IN • On-site

Full-time

Posted 29 days ago

Gaylor Electric rating

7.2

Company rating: 7.2 out of 10

Based on 36 frontline employees who took The Breakroom Quiz

44th of 79 rated construction

Job description

SCOPE OF WORK
The Talent Acquisition Partner (TAP) is a strategic business partner to Operations and Engineering leadership with responsibility for managing the full cycle recruiting process for Electrical Engineering (Electrical Design) roles. This position will support the Engineering organization by attracting, sourcing, evaluating, and hiring top engineering talent within an assigned territory.
The Talent Acquisition Partner will collaborate closely with Engineering Managers and Operations leaders to deliver proactive workforce planning solutions while creating an exceptional candidate experience. The successful candidate will develop and maintain strong external relationships with engineering-focused educational institutions, professional associations, workforce development partners, sourcing providers, and community organizations, as well as internal relationships with engineering leaders, hiring managers, field recruiters, onboarding partners, and senior leadership.
This role will actively contribute to the development and execution of the talent acquisition strategy to identify, attract, and evaluate future engineering design professionals in a competitive market. The ideal candidate is innovative, resourceful, technically curious, and possesses strong organizational, communication, and consultative skills.
POSITION REQUIREMENTS
  • Uses Gaylor Core Values and strategic plan as tools to fulfill all job responsibilities
  • Hyper-focused, highly communicative, and deeply invested in delivering a high-quality candidate experience, particularly for technical engineering candidates
  • Comfortable operating in ambiguity, rapidly changing environments, and scaling engineering recruiting processes
  • Creative, resourceful, and self-directed with a strong sense of urgency and a "can do" attitude
  • Analytical and metric-oriented, using recruiting data and market insights to guide decision-making
  • Demonstrated ability to recruit, assess, and partner on engineering and technical design roles, preferably within construction, electrical, or industrial environments
  • Proficient with technology, specifically Microsoft Office and Applicant Tracking Systems (ATS)

POSITION RESPONSIBILITIES
  • Manage the full life-cycle recruiting process for Electrical Engineering (Electrical Design) positions, serving as the primary point of contact for candidates and hiring managers
  • Lead regular workforce planning and intake meetings with Engineering and Operations leaders to understand technical competencies, project demands, design requirements, and hiring priorities
  • Translate engineering and design needs into clear, accurate, and competitive job descriptions aligned with business and project objectives
  • Provide consultative guidance, coaching, and hiring recommendations to Engineering and Operations Managers throughout the recruiting and selection process
  • Manage all job postings, workflows, candidate activity, offers, and reporting within the Applicant Tracking System (ATS)
  • Proactively source engineering design talent using targeted methods such as technical job boards, industry associations, networking events, college recruiting, social media, passive sourcing, and employee referrals
  • Communicate short- and long-term engineering workforce needs to project support teams to ensure alignment with sourcing and hiring strategies
  • Collaborate with leadership on process improvement initiatives and strategic recruiting programs specific to engineering and technical talent acquisition
  • Develop, update, and maintain engineering job descriptions and job specifications as business needs evolve
  • Build and sustain relationships with engineering-focused candidate sources, including colleges, universities, trade schools, professional associations, and industry partners; coordinate and support job fairs and recruiting events
  • Partner with the Talent Acquisition Manager to evaluate recruiting performance, analyze metrics, and identify trends within engineering talent markets
  • Additional duties as assigned

EDUCATION & EXPERIENCE
  • Bachelor's Degree plus five (5) or more years of recruiting experience, with a strong preference for engineering, technical, or design-focused recruiting, ideally within construction, electrical, or industrial environments
  • Agency experience highly preferred

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