Talent Acquisition Manager Salary
Job Description for Talent Acquisition Manager
Talent acquisition managers actively recruit employees for their company. If talent acquisition managers perform their job well, they help their firms obtain the service of productive workers who add value to the business. Talent acquisition managers work in a variety of environments. For example, they often work in an office setting, interacting with other employees in the company such as a supervisor and various subordinates; however, they also need to go outside of their office to find candidate at job fairs, college campus events, and other events.Read More...
In addition to interacting with their office colleagues, talent acquisition managers must also deal with other professionals (such as staffing agency personnel and university administrators) on a regular basis. Talent acquisition managers also deal with candidates for employment directly, and they advise the candidate about the opening and the position's salary and benefits. A typical work day for a talent acquisition manager varies, as some days are spent on routine tasks in an office environment, while others are spent outside the outside the office interacting with candidates and recruiting professionals.
A solid educational background, such as a bachelor's degree in a relevant field, and experience in talent recruitment is required by many companies looking to fill talent acquisition manager positions. Having excellent interpersonal skills is essential for this job. Talent acquisition managers should also be skilled in using the Internet and social media to recruit candidates. Additionally, they should be able to identify any current company employees who meet the requirements for the opening.
Talent Acquisition Manager Tasks
- Recruit potential hires and research hiring methods and trends.
- Foster communication and feedback about performance, selection processes, and staffing metrics.
- Partner with vendors and staffing firms, and identify strategies for using their services.
- Create methodologies to develop talent pools, assess skills, and comply with goals and regulations.
- Coordinate with leaders and managers to identify necessary skills and develop hiring plans.
Talent Acquisition Manager Job Listings
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Popular Skills for Talent Acquisition Manager
Talent Acquisition Managers seem to wield many skills on the job. Most notably, facility with Process Improvement, People Management, and Strategic Planning are correlated to pay that is significantly above average, leading to increases of 36 percent, 8 percent, and 7 percent, respectively. Those listing Training Program Development as a skill should be prepared for drastically lower pay. Project Management and Operations Management also typically command lower compensation. Most people skilled in Full-Cycle Recruiting are similarly competent in Strategic Planning and Recruiting. The majority of those who know Sourcing also know Recruiting.
Pay by Experience Level for Talent Acquisition Manager
Median of all compensation (including tips, bonus, and overtime) by years of experience.
Salaries for the relatively untried average out to around $61K, but survey participants with five to 10 years of experience earn a significantly higher median of $83K. People with 10 to 20 years of experience make an average of about $96K in this role. Survey participants with more than twenty years of experience only make around $93K on average, though; this group reports a lower median than the one claimed by mid-career individuals.
Pay Difference by Location
Phoenix is home to an above-average pay rate for Talent Acquisition Managers, 33 percent higher than the national average. Talent Acquisition Managers will also find cushy salaries in San Francisco (+22 percent), Philadelphia (+16 percent), Atlanta (+15 percent), and Seattle (+14 percent). In Chicago, salaries are 11 percent below the national average and represent the lowest-paying market. Cincinnati and Washington are a couple other places where companies are known to pay below the median — salaries are 9 percent lower and 7 percent lower, respectively.