Talent Acquisition Associate Jobs in District of Columbia
Talent Acquisition Associate jobs in District of Columbia concentrate heavily in federal contracting, government relations, policy organizations, and professional associations, with demand ranging from coordinator-level roles to senior sourcing specialists. Most hiring activity centers on Washington D.C. itself, where large employers such as Booz Allen Hamilton, Deloitte, and SAIC maintain substantial HR and talent functions supporting their federal and commercial workforces. The most in-demand specialties include high-volume recruiting for cleared positions, diversity and inclusion sourcing, and early-career campus recruitment programs tied to the region's dense university network. Scan the live roles below and apply to whichever ones fit.
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Showing 5 of 14+ Talent Acquisition Associate jobs
SUMMARY: The Talent Acquisition Specialist is an integral member of the Human Resources team, responsible for supporting the organization’s talent acquisition efforts by identifying, attracting, and recruiting qualified candidates. This position coordinates full-cycle recruitment activities, partners with hiring managers to understand staffing needs, and helps ensure a positive and efficient candidate experience from application through hire. The Talent Acquisition Specialist also coordinates new-hire onboarding activities and facilitates the administrative and logistical components of new-hire orientation. Success in this role requires strong communication, organization, relationship-building, and follow-through, along with knowledge of recruiting practices and employment requirements.
REPORTS TO: Senior Director of Human Resources
KEY RESPONSIBILITIES:
Talent Acquisition:
- Work closely with company stakeholders and hiring managers to identify organizational hiring needs including open positions, newly created positions, and timelines for hiring.
- Perform analysis of hiring needs and provide employee hiring forecast.
- Develop, update, and maintain a sustainable talent acquisition and hiring strategy.
- Conduct position evaluations, job classifications and prepare job descriptions.
- Analyze prospective employees’ resumes, conduct interviews, and determine the suitability of the applicant for employment.
- Apply in-depth interview techniques including behavioral and/or job-related knowledge, skills, and abilities.
- Follow company and industry-specific recruiting procedures including but not limited to screening, interviewing, extending job offers, and proactive follow-up.
- Responsible for understanding, using, updating, and maintaining candidate information within the HRIS as required.
- Ensure compliance with legal and regulatory requirements relative to employment including EEO, HIPAA, Right to Work, and Human Resources Management.
- Coordinate with Human Resources leadership and hiring managers on approved compensation ranges and offer details, and ensure recruiting activities follow applicable employment laws and organizational procedures.
- Identify resources including but not limited to networking, sourcing, local trade schools, job fairs, contracting agencies, and other creative ways to fill open and difficult-to-fill positions.
- Prepare and present weekly, monthly recruiting, staffing KPI, and related headcount reports.
- Maintain accurate and up-to-date candidate records, requisition information, interview activity, and hiring status in the applicant tracking system (ATS) and HRIS.
- Participate in the promotion of NCC career opportunities by cultivating and maintaining relationships, as well as attending career fairs sponsors, veteran transition programs, and local college, trade, and university institutions.
- Coordinate with HR leaders and business units to identify current and anticipated staffing needs and support recruitment planning.
- Meet with hiring managers to discuss job openings, establish position requirements, confirm qualifications, and understand recruitment timelines and priorities.
- Identifies and implements efficient and effective recruiting methods and strategies based on the role, industry standards, and the needs of the organization.
- Researches and suggests job advertising options (including social media platforms) and oversees job posting and advertisement processes.
- Identifies and implements new sourcing methods as appropriate.
- Trains hiring managers, as applicable, to use the NCC’s self-service recruiting tools and serves as a guide and resource through the recruiting process.
- Advises hiring managers on interviewing techniques. Prepares interview questions and other hiring and selection materials.
- Oversees and assists with checking candidate references and credentials, verifying experience and backgrounds.
- Extend approved employment offers, communicate offer details to candidates, respond to candidate questions, and coordinate the transition from offer acceptance to pre-employment and onboarding activities.
- Coordinate pre-employment onboarding tasks for new hires, including requesting, collecting, and tracking required employment documents and ensuring outstanding items are communicated and followed up on before the start date.
- Coordinate new-hire orientation logistics, including scheduling, communicating orientation details, preparing materials, confirming attendance, and coordinating with HR and applicable departments.
- Review new-hire files and onboarding checklists for completion and accuracy; follow up on missing documentation, forms, and required acknowledgments.
- Serve as a point of contact for new hires during the onboarding process by providing timely instructions, answering process-related questions, and directing questions to the appropriate HR representative.
- Coordinate the handoff of completed onboarding information to the appropriate HR and operational contacts to support a smooth first day and transition into the organization.
- Collaborates with other human resource staff through the process as necessary.
- Monitor labor market dynamics and share information with the team and managers.
- Performs other human resources-related duties as assigned.
QUALIFICATION REQUIREMENTS: (Required to perform essential functions)
The requirements listed below are representative of the knowledge, skills, and/or abilities required to successfully perform this job. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.
- At least 5 years of recruiting experience preferred with at least 7 years of related work experience.
- Experience recruiting for an association, or nonprofit is highly preferred.
- Proven work experience in Talent Acquisition.
- Thorough understanding of full lifecycle recruiting methods and best practices.
- Ability to create and implement sourcing strategies for recruitment of a variety of roles.
- Contributes to the organization’s diversity, equity, inclusion, and belonging initiatives through sourcing, screening, and selection.
- Adept, consultative approach and demonstrated ability to act as an internal advisor. Ability to develop trusted relationships across all levels of the organization, built on professionalism, follow-up, and accurate communication.
- Strong verbal and written communication skills, including organizational, and project management skills.
- Proactive and independent with the ability to take initiative. Excellent time management skills with a proven ability to meet deadlines.
- Ability to work independently and as part of the broader HR team.
- Hands-on experience with Applicant Tracking Systems, web-based sourcing tools, and HR databases. Proficient in Microsoft Office Suite. Experience with ADP is a plus. Experience leveraging social media for recruiting purposes is a plus.
EDUCATION:
A Bachelor of Arts or Bachelor of Science Degree in Human Resources Management or Business Administration
SUMMARY: The Talent Acquisition Specialist is an integral member of the Human Resources team, responsible for supporting the organization’s talent acquisition efforts by identifying, attracting, and recruiting qualified candidates. This position coordinates full-cycle recruitment activities, partners with hiring managers to understand staffing needs, and helps ensure a positive and efficient candidate experience from application through hire. The Talent Acquisition Specialist also coordinates new-hire onboarding activities and facilitates the administrative and logistical components of new-hire orientation. Success in this role requires strong communication, organization, relationship-building, and follow-through, along with knowledge of recruiting practices and employment requirements.
REPORTS TO: Senior Director of Human Resources
KEY RESPONSIBILITIES:
Talent Acquisition:
- Work closely with company stakeholders and hiring managers to identify organizational hiring needs including open positions, newly created positions, and timelines for hiring.
- Perform analysis of hiring needs and provide employee hiring forecast.
- Develop, update, and maintain a sustainable talent acquisition and hiring strategy.
- Conduct position evaluations, job classifications and prepare job descriptions.
- Analyze prospective employees’ resumes, conduct interviews, and determine the suitability of the applicant for employment.
- Apply in-depth interview techniques including behavioral and/or job-related knowledge, skills, and abilities.
- Follow company and industry-specific recruiting procedures including but not limited to screening, interviewing, extending job offers, and proactive follow-up.
- Responsible for understanding, using, updating, and maintaining candidate information within the HRIS as required.
- Ensure compliance with legal and regulatory requirements relative to employment including EEO, HIPAA, Right to Work, and Human Resources Management.
- Coordinate with Human Resources leadership and hiring managers on approved compensation ranges and offer details, and ensure recruiting activities follow applicable employment laws and organizational procedures.
- Identify resources including but not limited to networking, sourcing, local trade schools, job fairs, contracting agencies, and other creative ways to fill open and difficult-to-fill positions.
- Prepare and present weekly, monthly recruiting, staffing KPI, and related headcount reports.
- Maintain accurate and up-to-date candidate records, requisition information, interview activity, and hiring status in the applicant tracking system (ATS) and HRIS.
- Participate in the promotion of NCC career opportunities by cultivating and maintaining relationships, as well as attending career fairs sponsors, veteran transition programs, and local college, trade, and university institutions.
- Coordinate with HR leaders and business units to identify current and anticipated staffing needs and support recruitment planning.
- Meet with hiring managers to discuss job openings, establish position requirements, confirm qualifications, and understand recruitment timelines and priorities.
- Identifies and implements efficient and effective recruiting methods and strategies based on the role, industry standards, and the needs of the organization.
- Researches and suggests job advertising options (including social media platforms) and oversees job posting and advertisement processes.
- Identifies and implements new sourcing methods as appropriate.
- Trains hiring managers, as applicable, to use the NCC’s self-service recruiting tools and serves as a guide and resource through the recruiting process.
- Advises hiring managers on interviewing techniques. Prepares interview questions and other hiring and selection materials.
- Oversees and assists with checking candidate references and credentials, verifying experience and backgrounds.
- Extend approved employment offers, communicate offer details to candidates, respond to candidate questions, and coordinate the transition from offer acceptance to pre-employment and onboarding activities.
- Coordinate pre-employment onboarding tasks for new hires, including requesting, collecting, and tracking required employment documents and ensuring outstanding items are communicated and followed up on before the start date.
- Coordinate new-hire orientation logistics, including scheduling, communicating orientation details, preparing materials, confirming attendance, and coordinating with HR and applicable departments.
- Review new-hire files and onboarding checklists for completion and accuracy; follow up on missing documentation, forms, and required acknowledgments.
- Serve as a point of contact for new hires during the onboarding process by providing timely instructions, answering process-related questions, and directing questions to the appropriate HR representative.
- Coordinate the handoff of completed onboarding information to the appropriate HR and operational contacts to support a smooth first day and transition into the organization.
- Collaborates with other human resource staff through the process as necessary.
- Monitor labor market dynamics and share information with the team and managers.
- Performs other human resources-related duties as assigned.
QUALIFICATION REQUIREMENTS: (Required to perform essential functions)
The requirements listed below are representative of the knowledge, skills, and/or abilities required to successfully perform this job. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.
- At least 5 years of recruiting experience preferred with at least 7 years of related work experience.
- Experience recruiting for an association, or nonprofit is highly preferred.
- Proven work experience in Talent Acquisition.
- Thorough understanding of full lifecycle recruiting methods and best practices.
- Ability to create and implement sourcing strategies for recruitment of a variety of roles.
- Contributes to the organization’s diversity, equity, inclusion, and belonging initiatives through sourcing, screening, and selection.
- Adept, consultative approach and demonstrated ability to act as an internal advisor. Ability to develop trusted relationships across all levels of the organization, built on professionalism, follow-up, and accurate communication.
- Strong verbal and written communication skills, including organizational, and project management skills.
- Proactive and independent with the ability to take initiative. Excellent time management skills with a proven ability to meet deadlines.
- Ability to work independently and as part of the broader HR team.
- Hands-on experience with Applicant Tracking Systems, web-based sourcing tools, and HR databases. Proficient in Microsoft Office Suite. Experience with ADP is a plus. Experience leveraging social media for recruiting purposes is a plus.
EDUCATION:
A Bachelor of Arts or Bachelor of Science Degree in Human Resources Management or Business Administration
See All 14 Talent Acquisition Associate Jobs in District of Columbia
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Find JobsTalent Acquisition Associate Jobs by City in District of Columbia
Where District of Columbia roles are concentrated, by current openings.
Talent Acquisition Associate Job Market in District of Columbia
A snapshot from current District of Columbia openings, updated as new roles post.
Who's Hiring
What District of Columbia Employers Look For
The qualifications that appear most often in talent acquisition associate jobs across District of Columbia.
- Bachelor's degree in human resources, business administration, or a closely related field
- One to three years of full-cycle recruiting or talent acquisition coordinator experience
- Proficiency with applicant tracking systems such as Workday, iCIMS, or Taleo
- Experience supporting cleared or federal contractor recruiting programs preferred
- Strong sourcing skills using professional networks, job boards, and Boolean search techniques
- Familiarity with OFCCP compliance and equal employment opportunity recordkeeping requirements
Talent Acquisition Associate Jobs in District of Columbia: Frequently Asked Questions
How do you become a talent acquisition associate in District of Columbia?
Most talent acquisition associate roles in D.C. require a bachelor's degree in human resources, business, or a related field, though no District of Columbia-specific state license governs the position. The practical path involves earning a degree, gaining experience through HR coordinator or recruiting assistant roles, and pursuing credentials such as the SHRM-CP or PHR through HRCI. D.C.'s federal contracting environment also rewards familiarity with security clearance recruiting processes and OFCCP compliance from the outset.
Which companies hire talent acquisition associates in District of Columbia?
Employers hiring talent acquisition associates in District of Columbia right now include Legence, Kroll, and Cato Institute, based on current listings on Migrate Mate as of November 2026. D.C.'s concentration of federal agencies, government contractors, and large professional services firms creates consistent year-round demand for talent acquisition professionals at all experience levels.
Which District of Columbia cities have the most talent acquisition associate jobs?
The cities with the most talent acquisition associate openings in District of Columbia are Washington. Washington D.C. dominates this distribution because the federal government, major consulting firms, and national associations headquartered there generate the highest and most consistent volume of recruiting roles, while nearby suburban areas in the broader metro corridor add openings tied to large defense and technology contractors.
Are there remote talent acquisition associate jobs in District of Columbia?
Yes, and more than many fields, because talent acquisition work is largely desk-based and communication-driven rather than requiring physical presence. About 92% of talent acquisition associate openings tied to District of Columbia are remote or hybrid as of November 2026, reflecting how broadly employers have adopted flexible arrangements for recruiting roles. Sourcing, screening, and coordination tasks are most commonly performed remotely, while onsite presence is more often expected for onboarding and stakeholder partnership work.
How can I get hired as a talent acquisition associate in District of Columbia with little or no experience?
The most realistic entry path is through an HR coordinator or recruiting coordinator role at a federal contractor or large association headquartered in D.C., where volume hiring creates openings for candidates who are still building their experience. Employers such as Booz Allen Hamilton and Deloitte run structured rotational or associate programs that accept recent graduates. A SHRM student membership, completion of the SHRM-CP exam, or hands-on experience through a university career services internship strengthens candidacy significantly in this market.
Where can I find and apply to talent acquisition associate jobs in District of Columbia?
You can find and apply to talent acquisition associate jobs in District of Columbia on Migrate Mate, which lists current openings across the D.C. market. Search the available roles, identify the ones that match your background and interests, and apply directly to each position that fits.
See All 14 Talent Acquisition Associate Jobs in District of Columbia
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