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Talent Scouting Jobs (NOW HIRING)

The Publish Press LLC

Director of Talent

Los Angeles, CA · On-site

$90 - $120/hr

Support roster planning, talent scouting, and evaluation of external talent Cross-Functional Leadership * Partner with Programming, Production, and Marketing to align talent across initiatives

Chick-fil-A

Talent and Culture Specialist

Cedar Rapids, IA · On-site

$18 - $21/hr

Talent Scouting: You'll lead the charge in finding high-energy, charismatic individuals who take the phrase "My Pleasure" literally. * The Welcome Experience: You'll orchestrate an onboarding process ...

AEG

International Scouting Analyst

Tampa, FL · On-site

Director, International Scouting Job Status: Full Time, Exempt Description ... Built upon our storied legacy, the New York Yankees look to attract the best possible talent not ...

Noctis Strategy Corp Inc

Be Seen First

Entry Level Sales Representative

Bridgeville, PA · On-site

$900 - $1.2K/wk

Human resources and talent scouting * Team leadership and management * Coaching and accountability We proudly represent Fortune 500 and 100 clients, and some of the biggest players in the energy ...

Noctis Strategy Corp Inc

Be Seen First

Entry Level Sales Representative

Bridgeville, PA · On-site

$900 - $1.2K/wk

Human resources and talent scouting * Team leadership and management * Coaching and accountability We proudly represent Fortune 500 and 100 clients, and some of the biggest players in the energy ...

BOS Nation FC

Recruitment and Scouting Manager

Boston, MA · On-site

$80K - $100K/yr

Key Responsibilities Scouting & Talent Identification * Lead the identification and tracking of talent within the U.S. college system, while contributing to wider domestic and international scouting ...

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Talent Scouting information

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$20K

$58.5K

$130K

How much do talent scouting jobs pay per year?

As of Aug 30, 2026, the average yearly pay for talent scouting in the United States is $58,485.00, according to ZipRecruiter salary data. Most workers in this role earn between $43,000.00 and $56,500.00 per year, depending on experience, location, and employer.

What is talent scouting?

Talent scouting is the process of identifying and evaluating individuals with exceptional skills, abilities, or potential, often for roles in sports, entertainment, or business. Talent scouts actively search for new or undiscovered talent by attending events, auditions, or reviewing applications. Their main goal is to find promising individuals who can contribute significantly to the organization or industry they represent. Talent scouts often build networks, conduct interviews, and assess both technical skills and personal qualities. The role requires strong observational, interpersonal, and analytical skills.

How does a talent scout typically collaborate with hiring managers and department leads during the recruitment process?

Talent Scouts work closely with hiring managers and department leads to understand the specific skills, qualifications, and cultural fit required for each role. They regularly communicate candidate profiles, provide market insights, and help refine job descriptions based on feedback. This collaboration ensures that the recruitment strategy aligns with organizational needs and accelerates the hiring process. Effective Talent Scouts act as a bridge between candidates and internal stakeholders, facilitating interviews, feedback sessions, and negotiations to secure top talent.

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

To thrive as a Talent Scout, you need a keen eye for identifying potential, strong networking abilities, and a background in human resources or related fields. Familiarity with applicant tracking systems (ATS), social media recruiting platforms, and talent databases is typically required. Outstanding interpersonal, communication, and negotiation skills help you build relationships and attract top candidates. These skills ensure you consistently source, engage, and secure the best talent to meet organizational needs.

What is the difference between Talent Scouting vs Talent Acquisition?

AspectTalent ScoutingTalent Acquisition
Primary FocusIdentifying and engaging potential candidates proactively, often passive talentEnd-to-end process of hiring, including sourcing, interviewing, and onboarding
Work EnvironmentNetworking events, industry conferences, social mediaHR departments, recruiting teams, career fairs
CredentialsOften no specific certifications, but strong networking skillsHR certifications like PHR, SHRM-CP common
Usage in IndustryUsed by recruiters and headhunters to find top talentUsed by companies for filling open positions

While Talent Scouting focuses on proactively finding potential candidates, often passive talent, Talent Acquisition encompasses the entire hiring process from sourcing to onboarding. Both roles are essential in talent management but serve different stages of the recruitment cycle.

How do you become a talent scout?

To become a talent scout, you typically need experience in the industry you're scouting for, strong networking skills, and an eye for talent. Many scouts have backgrounds in related fields such as entertainment, sports, or modeling, and may pursue relevant certifications or training to improve their skills. Building a professional network and staying informed about industry trends are also important for success.
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What states have the most Talent Scouting jobs?

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Talent Scouting jobs near you
Infographic showing various Talent Scouting job openings in the United States as of August 2026, with employment types broken down into 81% Full Time, 11% Part Time, and 8% Contract. Highlights an 88% Physical, 3% Hybrid, and 9% Remote job distribution, with an average salary of $58,485 per year, or $28.1 per hour.

Director of Talent

The Publish Press LLC

Los Angeles, CA • On-site

$90 - $120/hr

Other

Posted 25 days ago

Job description

Smosh is seeking a Director of Talent to lead the performance, development, and structure of our talent division. This is a people leadership role focused on managing and developing on-screen talent, not a creative role.

Reporting to the CEO, this role oversees full-time cast members and the broader part-time talent roster, ensuring clear expectations, strong accountability, and ongoing growth. The Director of Talent partners closely with Programming, Production, and Marketing to align talent performance with business and content needs, while overseeing the Talent Coordinator and the systems that support talent operations.

The ideal candidate is a strong people leader who understands performance-driven environments and can support talent growth while maintaining a collaborative, professional culture.

Responsibilities Talent Leadership & Performance
  • Manage full-time cast members and oversee the broader talent roster
  • Directly manage the Talent Coordinator and lead talent operations
  • Set clear expectations for preparation, professionalism, collaboration, and brand representation
  • Lead goal-setting, feedback, and performance conversations
  • Address performance issues directly and constructively
Talent Development
  • Build and manage development plans aligned with company needs
  • Identify opportunities for skill-building, including hosting, improv, and performance growth
  • Support talent in expanding their range across formats
  • Partner with Programming to align casting with long-term development
Talent Strategy & Utilization
  • Monitor and balance talent usage across programming
  • Identify opportunities to elevate emerging talent
  • Track participation trends and adjust as needed
  • Support roster planning, talent scouting, and evaluation of external talent
Cross-Functional Leadership
  • Partner with Programming, Production, and Marketing to align talent across initiatives
  • Maintain strong collaboration between talent, production, and leadership
  • Establish and refine systems for communication, meetings, and performance tracking
  • Ensure talent operations effectively support the overall strategy
Qualifications
  • 5+ years of experience in talent management, casting, performance coaching, or talent development
  • Experience managing on-camera talent
  • Strong leadership skills with the ability to set clear standards and build trust
  • Experience in digital media, production, or creator-driven environments preferred
  • Background in improv, acting, or performance coaching is a plus
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