Resume Example
Talent Acquisition Specialist Resume Example
Highlight sourcing strategy, hiring velocity, and candidate experience. This sample focuses on pipeline health.
Classic Professional
Traditional single-column ATS-optimized layout. Best for conservative industries.
Keywords
Sample bullets
- Filled 28 roles per quarter with a 42-day average time-to-fill.
- Improved offer acceptance to 88% through candidate coaching.
- Expanded qualified pipeline by 30% with outbound sourcing campaigns.
Soft skills
- Relationship building
- Communication
- Organization
- Stakeholder management
Certifications
- SHRM-CP
- LinkedIn Recruiter Certification
- AIRs CIR
Why this works
- Shows hiring velocity and quality outcomes.
- Highlights pipeline building across channels.
- Demonstrates strong candidate experience metrics.
Step-by-Step Guide
How to Write a Talent Acquisition Specialist Resume
Lead with recruiting metrics and scope
Recruiters are measured by results. Lead with hires made, roles filled, and performance metrics. 'Talent Acquisition Specialist hiring 100+ engineers annually with 90-day retention above 95%.'
Show full-cycle recruiting capability
Include experience with sourcing, screening, interviewing, and closing. Full-cycle recruiters manage the entire hiring process.
Highlight specialty and hard-to-fill roles
Indicate recruiting specialty: engineering, executive, sales, or niche technical roles. Filling hard-to-fill roles demonstrates advanced capability.
Include sourcing and pipeline building
Describe sourcing strategies, channels used, and pipeline metrics. Top recruiters build talent pipelines proactively.
Demonstrate employer branding and candidate experience
Include experience with employer branding, candidate experience, and any programs that improve hiring outcomes.
Summary Examples
Good vs. Bad Resume Summaries
“Technical Recruiter hiring 80+ engineers annually for high-growth startup. Time-to-fill of 35 days vs. 55-day industry average. Built engineering referral program contributing 40% of hires. 94% offer acceptance rate.”
Hiring volume, time-to-fill, sourcing channel, and acceptance rate.
“Recruiter with full-cycle experience. Strong communication skills and ability to build relationships.”
No hiring numbers, no metrics, no specialty indicated.
“Senior TA Partner leading executive recruiting for Fortune 500. Filled 25 VP+ roles with 100% 1-year retention. Built diverse candidate slates achieving 50% diverse hires. Executive search and retained search experience.”
Executive specialty, retention, diversity outcomes, and search types.
“HR professional seeking recruiter role. Experience with job postings and interview scheduling.”
Administrative activities, not recruiting. No sourcing or full-cycle experience.
Action Verbs
Power Words for Talent Acquisition Specialist Resumes
Common Mistakes
What to Avoid
- ✗Not specifying hiring volume and roles filled
- ✗Missing time-to-fill and quality metrics
- ✗Omitting recruiting specialty
- ✗Being vague about sourcing strategies
- ✗Not showing retention and quality of hire
- ✗Missing offer acceptance rate
Salary ranges
| Level | US | EU | Canada |
|---|---|---|---|
| Entry | USD 55,000-70,000 | EUR 38,000-48,000 | CAD 63,000-82,000 |
| Mid | USD 70,000-90,000 | EUR 48,000-62,000 | CAD 82,000-105,000 |
| Senior | USD 90,000-120,000 | EUR 62,000-83,000 | CAD 105,000-140,000 |
Market themes
- Hiring demand is strongest in tech, healthcare, and sales
US hot markets
- San Francisco
- New York
- Austin
- Seattle
EU hot markets
- London
- Dublin
- Berlin
Canada hot markets
- Toronto
- Vancouver
FAQ
Common questions about this role
What should TA specialists emphasize?
Time-to-fill, offer acceptance, and pipeline quality.
Which metrics help most?
Time-to-fill, acceptance rates, and pipeline conversion.
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