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Talent Modeling Agency Jobs (NOW HIRING)

NextMove Workforce

Be Seen First

Talent Recruiter

Tulsa, OK · On-site

$45K/yr

Experience in talent recruitment Company Description NextMove is a modern staffing agency built for ... models.

Metro One LPSG

Talent Specialist

Union, NJ · On-site

Sustain model staffing by accounting for separations, availability restrictions due to client ... employment agencies, recruiters, media, and internet sites; providing organization information ...

Metro One LPSG

Talent Specialist

Atlanta, GA · On-site

Sustain model staffing by accounting for separations, availability restrictions due to client ... employment agencies, recruiters, media, and internet sites; providing organization information ...

Metro One LPSG

Talent Specialist

Plano, TX · On-site

Sustain model staffing by accounting for separations, availability restrictions due to client ... employment agencies, recruiters, media, and internet sites; providing organization information ...

Western & Southern Life

Agency Manager

Wayne, PA

Administer recruitment and selection process to acquire organizational talent (while adhering to ... Model and ensure ethical behavior and monitor adherence to organizational and professional ...

Western & Southern Life

Agency Manager

Wayne, PA · On-site

Administer recruitment and selection process to acquire organizational talent (while adhering to ... Model and ensure ethical behavior and monitor adherence to organizational and professional ...

Metro One LPSG

Talent Specialist

NJ · On-site

$75K/yr

Sustain model staffing by accounting for separations, availability restrictions due to client ... employment agencies, recruiters, media, and internet sites; providing organization information ...

Western & Southern Life

Agency Manager

Stockton, CA · On-site

$85K - $130K/yr

Administer recruitment and selection process to acquire organizational talent (while adhering to ... Model and ensure ethical behavior and monitor adherence to organizational and professional ...

Western & Southern Life

Agency Manager

Charlotte, NC · On-site

Administer recruitment and selection process to acquire organizational talent (while adhering to ... Model and ensure ethical behavior and monitor adherence to organizational and professional ...

Western & Southern Life

Agency Manager

Wayne, PA

Administer recruitment and selection process to acquire organizational talent (while adhering to ... Model and ensure ethical behavior and monitor adherence to organizational and professional ...

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All JobsTalent Modeling Agency Jobs

Talent Modeling Agency information

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$23.5K

$72.9K

$139K

How much do talent modeling agency jobs pay per year?

As of Jun 6, 2026, the average yearly pay for talent modeling agency in the United States is $72,935.00, according to ZipRecruiter salary data. Most workers in this role earn between $41,500.00 and $100,000.00 per year, depending on experience, location, and employer.

What are some of the common challenges talent agents face when managing models at a modeling agency?

Talent agents at modeling agencies often face challenges such as balancing the needs and expectations of both clients and models, coordinating busy schedules, and ensuring compliance with industry standards and regulations. Additionally, they must stay up-to-date with current trends and client preferences, while also supporting models through negotiations and career development. Effective communication and strong organizational skills are essential for overcoming these obstacles and building successful, long-term relationships.

What is a talent modeling agency?

A talent modeling agency is a company that represents models and connects them with clients looking for talent for advertising, fashion shows, photoshoots, and other media projects. The agency acts as an intermediary, helping models find work and negotiating contracts on their behalf. They also provide guidance, portfolio development, and sometimes training to help models succeed in the industry. Working with a reputable agency can open doors to more opportunities and ensure fair treatment in the modeling world.

What is the difference between Talent Modeling Agency vs Talent Scout?

AspectTalent Modeling AgencyTalent Scout
CredentialsAgency licenses, industry experienceNetworking skills, industry knowledge
Work EnvironmentOffice settings, client meetings, casting callsFieldwork, industry events, client visits
Employer & Industry UsageRepresent models/actors to clientsIdentify and recommend talent to agencies/clients
Search & Comparison IntentUnderstanding agency servicesFinding talent or recruitment methods

While a Talent Modeling Agency manages and represents models and actors, a Talent Scout focuses on discovering new talent and connecting them with agencies or clients. Both roles are essential in the entertainment and fashion industries but serve different functions in the talent acquisition and management process.

What are the key skills and qualifications needed to thrive in a Talent Modeling Agency, and why are they important?

To thrive in a Talent Modeling Agency, you need a solid understanding of talent scouting, contract negotiation, and industry regulations, often supported by a background in marketing, communications, or business. Familiarity with casting databases, portfolio management software, and CRM tools is typically required. Exceptional networking, interpersonal skills, and attention to detail help you build relationships and effectively represent talent. These abilities are crucial to successfully matching models with opportunities and ensuring both client and talent satisfaction in a competitive industry.
What cities are hiring for Talent Modeling Agency jobs? Cities with the most Talent Modeling Agency job openings:
What states have the most Talent Modeling Agency jobs? States with the most job openings for Talent Modeling Agency jobs include:
What job categories do people searching Talent Modeling Agency jobs look for? The top searched job categories for Talent Modeling Agency jobs are:
Talent Modeling Agency jobs near you
Talent Acquisition Leader

Talent Acquisition Leader

Global Industrial

Port Washington, NY • On-site

Full-time

Posted 3 days ago

Global Industrial rating

7.8

Company rating: 7.8 out of 10

Based on 8 frontline employees who took The Breakroom Quiz

107th of 336 rated retail wholesalers

Job description

Global Industrial
About Global Industrial
Global Industrial Company (NYSE: GIC) is a leading distributor of high-quality, industrial-strength equipment and supplies, serving organizations of all sizes across a wide range of industries. With more than 75 years of experience, customers rely on us for our broad portfolio of national and private brands, trusted service, and strong value proposition.
We help customers keep their operations running by delivering the right products when they need them-because We Can Supply That™.
Why Join Global Industrial
At Global Industrial, we're One Team committed to delivering value and empowering our associates to grow. Our culture is built on:
  • Meritocracy & Pay for Performance - Your impact drives your rewards
  • High Say-Do Ratio - We follow through on our commitments
  • Career Growth & Internal Mobility - We invest in your future
  • Collaboration & Accountability - One team delivering real results

Make an impact. Be recognized. Grow your career with us.
Global Industrial - Delivering Value Starts Here
Role Summary
The Talent Acquisition Leader is responsible for designing and leading Global Industrial's enterprise-wide talent acquisition strategy to attract, hire, and retain high-quality talent across corporate, distribution, sales, technology, and leadership roles. This leader will serve as a strategic partner to the Executive Leadership Team, ensuring hiring strategies align with business growth, modernization, and operational excellence objectives.
This role requires a hands-on leader who can scale recruiting operations, elevate the employment brand, strengthen early-career and operational pipelines, and drive accountability through data and process discipline.
Key Responsibilities
Talent Acquisition Strategy & Workforce Planning
  • Develop and execute a comprehensive TA strategy aligned with business priorities, growth plans, and workforce needs across North America and global teams.
  • Partner with the ELT and senior leaders on workforce planning, succession pipelines, and critical role identification.
    Balance near-term hiring execution with long-term talent pipeline development (DCs, sales, IT, leadership)

Hiring Operations & Execution Excellence
  • Lead end-to-end recruiting for:
  • Distribution & warehouse hourly roles
  • Corporate, sales, and functional professionals
  • Technology and analytical talent
  • Leadership and executive searches
  • Ensure consistent, equitable, and compliant hiring practices across all locations.
    Drive improvements in time-to-fill, quality-of-hire, candidate experience, and hiring manager satisfaction.

Team Leadership & Capability Building
  • Lead, coach, and develop a high-performing TA team with clear roles, performance expectations, and career paths.
  • Establish clear service models and SLAs with HRBPs and business leaders.

Build recruiting capabilities in:
      • Operational / hourly hiring
      • Talent pipelining
      • Interviewing and assessment discipline
      • Market intelligence and advising leaders

Employer Brand, University & Talent Pipelines
  • Strengthen Global Industrial's employment brand across corporate and operational audiences.
  • Own early-career strategy, including campus, internship, and rotational pipelines where applicable.
  • Expand diverse talent pipelines through targeted sourcing, partnerships, and community engagement.

Recruitment Technology, Data & Governance
  • Own TA tools and systems (ATS, sourcing tools, assessments) and continuously improve adoption and effectiveness.
  • Establish a metrics-driven TA operating model, including dashboards and regular reporting on:
      • Time-to-fill
      • Cost-per-hire
      • Quality-of-hire
      • Diversity outcomes
      • Hiring manager and candidate experience.
  • Ensure compliance with employment laws, internal policies, and audit requirements.
  • Vendor & Budget Management
  • Manage external recruiting partners, agencies, and vendors, including fee negotiation and performance accountability.
  • Own the TA budget and ensure cost-effective hiring outcomes.

Competencies and skills
  • Bachelor's degree in Human Resources, Business, or related field (Master's preferred).
    12-15+ years of progressive Talent Acquisition experience, including 5+ years leading TA teams.
  • Experience supporting distribution, supply chain, sales, and/or industrial environments.
  • Proven success scaling hiring across multiple locations and role types.
  • Strong executive presence and ability to influence senior leaders.
  • Data-driven mindset with experience using metrics to drive change.

Preferred
  • Experience in a multi-site, labor-intensive, or transformation environment.
  • Exposure to global or offshore talent models.
  • Experience improving recruiting operations during periods of growth, modernization, or labor market tightness.

Critical Leadership Competencies
  • Strategic thinking with strong execution bias
  • Business partnership and influencing skills
  • Operational discipline and process rigor
  • People leadership and talent development
  • Change leadership and continuous improvement mindset

Success Measures (First 12-18 Months)
  • Improved time-to-fill and pipeline health across critical roles
  • Increased hiring manager confidence and satisfaction
  • Clear TA operating rhythm with transparent metrics
  • Stronger bench for leadership, IT, and DC talent
  • Elevated employment brand in competitive talent markets

Compensation: The pay range for this position is $136,953 to $178,549. The exact compensation offered will be determined based on the candidate's experience, skills, qualifications, and internal equity, as well as market considerations.
EEO/AA Statement
Global Industrial provides equal employment opportunities to all employee and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.
This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absences, compensation and training.

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