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Talent Manager Jobs in Nevada (NOW HIRING)

Novolex

Human Resources Manager

Reno, NV · On-site

Talent Management - Owns talent management processes for the site(s) including annual performance and talent reviews, workforce planning, development plans, learning & development opportunities, etc.

Novolex

Human Resources Manager

Reno, NV · On-site

Talent Management - Owns talent management processes for the site(s) including annual performance and talent reviews, workforce planning, development plans, learning & development opportunities, etc.

Novolex

Human Resources Manager

Reno, NV

Talent Management - Owns talent management processes for the site(s) including annual performance and talent reviews, workforce planning, development plans, learning & development opportunities, etc.

Novolex

Human Resources Manager

Reno, NV · On-site

Talent Management - Owns talent management processes for the site(s) including annual performance and talent reviews, workforce planning, development plans, learning & development opportunities, etc.

Shippd

Human Resource Manager

Las Vegas, NV · On-site

$70K - $80K/yr

... talent strategy particularly as it relates to current and future talent needs, recruiting ... management, and other staff when complex, specialized, and sensitive questions and issues arise ...

Shippd

Human Resource Manager

Las Vegas, NV · On-site

$70K - $80K/yr

... talent strategy particularly as it relates to current and future talent needs, recruiting ... management, and other staff when complex, specialized, and sensitive questions and issues arise ...

Talent Groups

UX Manager

Las Vegas, NV · On-site

$112K/yr

Las Vegas, NV 89169 (Hybrid) Employment Type: 6+ Month W2 Contract to Hire (No C2C or Sponsorship) Talent Groups is seeking an experienced UX Manager to lead a team of up to five UX designers while ...

Wireless Vision

Retail Store Manager

Reno, NV · On-site

$55K - $57K/yr

You will also manage the recruitment, retention and employee relations aspects of your business to bring in and develop top talent. Your Talents: * Responsible for full operation of retail store ...

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Talent Manager information

See Nevada salary details

$37.2K

$68.3K

$122.2K

How much do talent manager jobs pay per year?

As of Aug 16, 2026, the average yearly pay for talent manager in Nevada is $68,281.00, according to ZipRecruiter salary data. Most workers in this role earn between $45,800.00 and $80,400.00 per year, depending on experience, location, and employer.

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

To thrive as a Talent Manager, you need expertise in recruitment, talent development, and workforce planning, often supported by a degree in human resources or a related field. Familiarity with applicant tracking systems (ATS), HR information systems (HRIS), and certifications like SHRM or HRCI are highly beneficial. Outstanding interpersonal skills, emotional intelligence, and negotiation abilities help Talent Managers build trust and foster strong relationships. These skills ensure effective talent acquisition and retention, driving organizational success through a skilled and engaged workforce.

What is a talent manager?

A talent manager works with artists in the entertainment industry. In this role, your job is to manage and develop the careers of your clients, help them decide on an artistic direction, and guide them towards the best new opportunities. Your primary duties involve offering creative guidance, promoting performances and new works, and assisting your clients to maintain their professional image. Some talent managers also manage their client’s finances by collecting fees, reporting income, and keeping accurate financial records. You most likely have several clients at once in this field.

What is the difference between Talent Manager vs Recruiter?

AspectTalent Manager

While both roles focus on staffing and workforce development, a Talent Manager oversees the entire talent lifecycle, including employee development, retention, and succession planning. A Recruiter primarily focuses on sourcing, screening, and hiring candidates for specific roles. Talent Managers often work closely with HR and leadership to align talent strategies with business goals, whereas Recruiters concentrate on filling immediate vacancies.

What are some common challenges talent managers face when balancing client needs with organizational goals?

Talent Managers often navigate the delicate balance between advocating for their clients' best interests and aligning with the strategic objectives of their organization or agency. This can involve negotiating contracts, managing expectations, and ensuring that both parties' goals are met. Clear communication, strong relationship-building skills, and the ability to problem-solve under pressure are essential for success in this role. Additionally, Talent Managers frequently collaborate with legal, marketing, and project teams to ensure seamless service delivery while maintaining positive client relationships.

What is a talent manager?

A Talent Manager is a professional who represents and guides artists, entertainers, athletes, or other talents in their careers. They help clients find opportunities, negotiate contracts, and make strategic decisions to enhance their careers. Talent Managers often handle scheduling, public relations, and networking, ensuring their clients reach their full potential. Their role is different from that of an agent, as they focus on long-term career development rather than just securing individual jobs.

What degree do you need to be a talent manager?

A talent manager typically does not require a specific degree, but many have a bachelor's degree in fields such as business, marketing, communications, or entertainment management. Relevant skills include strong interpersonal, negotiation, and organizational abilities, and some may pursue certifications in talent management or related areas to enhance their credentials.
More about Talent Manager jobs

What are the most commonly searched types of Talent jobs in Nevada?

The most popular types of Talent jobs in Nevada are:

What are popular job titles related to Talent Manager jobs in Nevada?

For Talent Manager jobs in Nevada, the most frequently searched job titles are:

What job categories do people searching Talent Manager jobs in Nevada look for?

The top searched job categories for Talent Manager jobs in Nevada are:

What cities in Nevada are hiring for Talent Manager jobs?

Cities in Nevada with the most Talent Manager job openings:

Talent Manager jobs near you
Infographic showing various Talent Manager job openings in Nevada as of August 2026, with employment types broken down into 1% As Needed, 88% Full Time, 10% Part Time, and 1% Contract. Highlights an 93% Physical, 3% Hybrid, and 4% Remote job distribution, with an average salary of $68,281 per year, or $32.8 per hour.

Sales Recruiter / Talent Acquisition Specialist

LegalMatch

Las Vegas, NV • On-site

Full-time

Re-posted 23 days ago

Job description

Sales Recruiter / Talent Acquisition Specialist
Department: Membership
Employment Type: Full Time
Location: Las Vegas Office
Description
About LegalMatch
LegalMatch is a growing legal technology company that connects consumers with attorneys across the country. For more than two decades, we have helped millions of people find legal help while providing attorneys with a powerful platform to grow their practices.
Our sales organization is central to our growth, and hiring the right sales talent is one of our most important priorities. We are looking for a creative, driven, and experienced recruiter who can help us compete for top sales candidates in highly competitive markets.
This is not a passive recruiting role. We need someone who knows how to find talent, build interest, tell a compelling company story, and create a candidate experience that makes LegalMatch stand out.
Please note that this position is 100% in-office located in Las Vegas, NV.
About the Role
The Sales Recruiter / Talent Acquisition Specialist will be responsible for identifying, attracting, screening, and advancing candidates for sales roles across LegalMatch. This person will manage inbound applicants, but the bigger opportunity is building new pipelines through proactive and creative recruiting efforts.
The ideal candidate has prior recruiting experience, preferably with sales or high-volume roles, and understands that great candidates are not always actively applying. You should be comfortable sourcing passive candidates, creating outreach campaigns, testing new recruiting channels, and partnering closely with sales leadership to understand what makes someone successful in our environment.
We are looking for someone who brings energy, creativity, urgency, and ownership to the recruiting process.
Key Responsibilities
Key Responsibilities
  • Candidate Sourcing & Pipeline Development
  • Proactively identify and engage passive sales candidates through LinkedIn, job boards, referrals, social media, networking, local market research, and other creative sourcing strategies.
  • Build ongoing pipelines of qualified candidates for current and future sales openings.
  • Develop new ways to reach candidates in competitive markets where traditional job postings may not be enough.
  • Research local talent pools, competitor hiring trends, and alternative candidate sources.
  • Create compelling outreach messages that generate interest and differentiate LegalMatch from other employers.

Inbound Recruiting & Screening
  • Manage inbound applications from job boards and other recruiting channels.
  • Review resumes, conduct initial phone screens, and assess candidates for sales aptitude, motivation, communication skills, coachability, and cultural fit.
  • Move qualified candidates efficiently through the recruiting process.
  • Maintain a high level of follow-up and communication with candidates.
  • Ensure every candidate has a professional, responsive, and positive experience with LegalMatch.

Recruiting Strategy & Creativity
  • Partner with sales leadership to understand hiring needs, success profiles, market challenges, and role requirements.
  • Help improve job postings, candidate messaging, recruiting campaigns, and interview processes.
  • Recommend new recruiting channels, tools, partnerships, and campaigns to increase applicant quality and volume.
  • Think creatively about how to make LegalMatch stand out to sales candidates who may be comparing multiple opportunities.
  • Track what is working and continuously improve sourcing and conversion strategies.

Process Management & Reporting
  • Maintain accurate candidate records and recruiting activity in the company's applicant tracking system or recruiting tools.
  • Track key recruiting metrics, including outreach activity, response rates, interview conversion, offer acceptance, and source effectiveness.
  • Provide regular updates to leadership on pipeline status, hiring progress, and market feedback.
  • Support scheduling, interview coordination, and candidate follow-up as needed.

Skills, Knowledge and Expertise
The right candidate will have:
  • 2-5+ years of recruiting or talent acquisition experience, ideally with sales, business development, call center, inside sales, or high-volume hiring roles.
  • Experience sourcing passive candidates, not just reviewing inbound resumes.
  • Strong communication skills and the ability to sell candidates on an opportunity.
  • A creative mindset with a willingness to test new recruiting strategies.
  • A strong sense of urgency and follow-through.
  • Comfort working in competitive hiring markets.
  • Ability to assess candidate motivation, resilience, coachability, and sales potential.
  • Strong organizational skills and attention to detail.
  • Experience using LinkedIn Recruiter, Indeed, ZipRecruiter, applicant tracking systems, CRM tools, or similar platforms.
  • A collaborative approach and the ability to work closely with sales leaders.

Ideal Background
This role may be a strong fit for someone who has worked as a:
  • Recruiter
  • Talent Acquisition Specialist
  • Sales Recruiter
  • Corporate Recruiter
  • Staffing Agency Recruiter
  • High-Volume Recruiter
  • Inside Sales Recruiter
  • Recruiting Coordinator ready for the next step

Experience recruiting for commission-based, quota-carrying, outbound sales, appointment-setting, or business development roles is highly preferred.
Benefits
What Makes Someone Successful in This Role
You will be successful if you are not waiting for great candidates to come to you.
We need someone who is proactive, resourceful, and willing to experiment. The best person for this role will know how to search beyond the obvious places, write outreach that gets responses, build relationships with candidates, and keep momentum throughout the hiring process.
You should enjoy the challenge of finding talented salespeople in competitive markets and convincing them to take a serious look at LegalMatch.
Why Join LegalMatch
At LegalMatch, recruiting has a direct impact on company growth. The people you help bring into the company will influence our revenue, culture, and future success.
This is a visible role with the opportunity to build better recruiting systems, improve our sales hiring engine, and make a meaningful contribution to the company.
We offer a fast-paced environment, experienced leadership, and the chance to work on a recruiting function that is central to our business strategy.
Compensation
Competitive compensation based on experience. Additional performance-based incentives may be available depending on role structure and hiring results.
How to Apply
Please submit your resume and a brief note explaining your experience recruiting sales candidates and one creative sourcing strategy you have used successfully.

Apply