Talent Acquisition Consultant Jobs
Talent Acquisition Consultant jobs are open across healthcare, technology, financial services, and professional services, at every level from entry-level recruiter to senior consultant and talent strategy lead, with specializations in executive search, high-volume hiring, and diversity recruiting. Find a role that fits from the openings below and apply directly.
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Hiring Department
School of Medicine Dean's Office
Job Description
Why Join Us:
The physicians, advanced practice providers, and clinical faculty that we recruit expand access to care across Missouri, teach the next generation of physicians, and lead research that improves lives. We are building a high-performing, data-driven team where good work is visible and measured. You will partner with senior clinical and academic leaders, have the support of experienced colleagues, and see how your work affects patient care at Missouri’s academic medical center.
About the Role:
The Clinical Recruiter is a strategic recruitment partner to department chairs, division chiefs, and other leaders, managing the full recruitment lifecycle for an assigned portfolio of faculty, provider, and clinical searches. The role requires strong sourcing skills, sound judgment, strong relationship management, and the ability to recruit successfully in competitive, hard-to-fill healthcare markets.
The successful candidate will take a proactive, consultative approach: building pipelines before positions open, using market data to guide hiring decisions, managing recruitment, spending carefully, and giving every candidate professional and responsive experience. As part of the team, the Clinical Recruiter will share what works, contribute to team goals, and help improve how the School of Medicine recruit clinical talent.
Key Responsibilities:
- Manage full-cycle recruitment for an assigned portfolio of physicians, advanced practice provider, clinical faculty, and other clinical searches, from intake through accepted offer and pre-employment.
- Partner with department chairs, division chiefs, and hiring managers to define position needs, candidate profiles, and timelines, and advise them on market conditions, candidate availability, and compensation considerations.
- Develop and carry out search strategies based on specialty, labor market conditions, and departmental priorities.
- Identify and engage active and passive candidates through direct sourcing, networks, databases, outreach, social media, referrals, residency and fellowship programs, professional associations, and conferences.
- Build and maintain candidate pipelines for current and anticipated needs to shorten time-to-fill and reduce reliance on external search firms.
- Screen candidates and present qualified slates to hiring departments with clear recommendations on next steps.
- Serve as the primary contact for candidates, coordinate interviews and site visits with hiring departments, and support offer development, acceptance, and pre-employment activities.
- Partner with credentialing, immigration, compensation, onboarding, and HR teams to support smooth candidate transitions.
- Represent the School of Medicine at conferences, career fairs, and residency and fellowship events as needed.
- Maintain accurate records in applicant tracking and reporting systems and track key metrics such as time-to-fill, source of hire, cost-per-hire, and offer acceptance rate.
- Evaluate the cost and effectiveness of sourcing channels, advertising, and recruitment vendors, and recommend where to invest or cut spending.
- Recommend process improvements, tools, and partnerships that make recruitment more efficient, and share knowledge with teammates to support team goals.
- Maintain working knowledge of University policies, recruitment practices, and applicable federal and state requirements.
- Perform other related duties as assigned.
Work Arrangement:
This position is onsite in Columbia, Missouri, and is not eligible for remote work. The role requires regular in-person collaboration with recruitment team members, department leaders, faculty, candidates, and other internal partners. Travel may also be required for candidate recruitment activities, conferences, career fairs, residency and fellowship outreach, and other business needs.
Shift
8:00 a.m. – 5:00 p.m.
With flexibility based on recruitment activities and business needs.
Minimum Qualifications
A bachelor's degree or an equivalent combination of education and experience and at least 4 years of experience from which comparable knowledge and skills can be acquired is necessary
Preferred Qualifications
Preferred Qualifications:
- Bachelor’s degree in human resources, business, healthcare administration, communications, marketing, or a related field.
- Three or more years of experience recruiting physicians, advanced practice providers, clinical faculty, healthcare professionals, or other difficult-to-fill professional positions.
- Demonstrated experience with proactive sourcing and passive candidate engagement.
- Experience managing multiple concurrent searches and partnering directly with senior leaders, hiring managers, department chairs, division chiefs, or other organizational leadership.
- Knowledge of physician, faculty, and advanced practice provider recruitment practices and healthcare labor markets.
- Experience recruiting within an academic medical center, health system, physician practice, healthcare organization, or similarly complex environment.
- Experience using applicant tracking systems, sourcing platforms, professional databases, social media, and other recruitment technologies.
- Strong interpersonal, consultative, negotiation, organizational, and written and verbal communication skills.
- Ability to independently manage competing priorities and multiple searches in a high-volume, fast-paced recruitment environment.
- Working knowledge of physician immigration considerations, including J-1 and H-1B processes, preferred.
- Certified Physician/Provider Recruitment Professional (CPRP) certification preferred.
- Professional human resources or recruitment certification, such as SHRM-CP, SHRM-SCP, PHR, SPHR, or a related credential, preferred.
Anticipated Hiring Range
Salary Range: $60,944 - $85,000 annually
Grade: GGS - 011
University Title: HUMAN RESOURCES CONSULTNT SR
Internal applicants can determine their university title by accessing the Talent Profile tile in myHR.
Application Materials
In addition to the Online Application, please provide Resume and cover letter.
Sponsorship Information
Employment visa sponsorship is not available for this position.
Benefit Eligibility
This position is eligible for University benefits. As part of your total compensation, the University offers a comprehensive benefits package, including medical, dental and vision plans, retirement, paid time off, short- and long-term disability, paid parental leave, paid caregiver leave, and educational fee discounts for all four UM System campuses. For additional information on University benefits, please visit the Faculty & Staff Benefits website at https://www.umsystem.edu/departments-staff/human-resources/benefits-retirement
Equal Employment Opportunity
The University of Missouri is an Equal Opportunity Employer.
To request ADA accommodations, please call the Director of Accessibility and ADA at 573-884-7278.
Hiring Department
School of Medicine Dean's Office
Job Description
Why Join Us:
The physicians, advanced practice providers, and clinical faculty that we recruit expand access to care across Missouri, teach the next generation of physicians, and lead research that improves lives. We are building a high-performing, data-driven team where good work is visible and measured. You will partner with senior clinical and academic leaders, have the support of experienced colleagues, and see how your work affects patient care at Missouri’s academic medical center.
About the Role:
The Clinical Recruiter is a strategic recruitment partner to department chairs, division chiefs, and other leaders, managing the full recruitment lifecycle for an assigned portfolio of faculty, provider, and clinical searches. The role requires strong sourcing skills, sound judgment, strong relationship management, and the ability to recruit successfully in competitive, hard-to-fill healthcare markets.
The successful candidate will take a proactive, consultative approach: building pipelines before positions open, using market data to guide hiring decisions, managing recruitment, spending carefully, and giving every candidate professional and responsive experience. As part of the team, the Clinical Recruiter will share what works, contribute to team goals, and help improve how the School of Medicine recruit clinical talent.
Key Responsibilities:
- Manage full-cycle recruitment for an assigned portfolio of physicians, advanced practice provider, clinical faculty, and other clinical searches, from intake through accepted offer and pre-employment.
- Partner with department chairs, division chiefs, and hiring managers to define position needs, candidate profiles, and timelines, and advise them on market conditions, candidate availability, and compensation considerations.
- Develop and carry out search strategies based on specialty, labor market conditions, and departmental priorities.
- Identify and engage active and passive candidates through direct sourcing, networks, databases, outreach, social media, referrals, residency and fellowship programs, professional associations, and conferences.
- Build and maintain candidate pipelines for current and anticipated needs to shorten time-to-fill and reduce reliance on external search firms.
- Screen candidates and present qualified slates to hiring departments with clear recommendations on next steps.
- Serve as the primary contact for candidates, coordinate interviews and site visits with hiring departments, and support offer development, acceptance, and pre-employment activities.
- Partner with credentialing, immigration, compensation, onboarding, and HR teams to support smooth candidate transitions.
- Represent the School of Medicine at conferences, career fairs, and residency and fellowship events as needed.
- Maintain accurate records in applicant tracking and reporting systems and track key metrics such as time-to-fill, source of hire, cost-per-hire, and offer acceptance rate.
- Evaluate the cost and effectiveness of sourcing channels, advertising, and recruitment vendors, and recommend where to invest or cut spending.
- Recommend process improvements, tools, and partnerships that make recruitment more efficient, and share knowledge with teammates to support team goals.
- Maintain working knowledge of University policies, recruitment practices, and applicable federal and state requirements.
- Perform other related duties as assigned.
Work Arrangement:
This position is onsite in Columbia, Missouri, and is not eligible for remote work. The role requires regular in-person collaboration with recruitment team members, department leaders, faculty, candidates, and other internal partners. Travel may also be required for candidate recruitment activities, conferences, career fairs, residency and fellowship outreach, and other business needs.
Shift
8:00 a.m. – 5:00 p.m.
With flexibility based on recruitment activities and business needs.
Minimum Qualifications
A bachelor's degree or an equivalent combination of education and experience and at least 4 years of experience from which comparable knowledge and skills can be acquired is necessary
Preferred Qualifications
Preferred Qualifications:
- Bachelor’s degree in human resources, business, healthcare administration, communications, marketing, or a related field.
- Three or more years of experience recruiting physicians, advanced practice providers, clinical faculty, healthcare professionals, or other difficult-to-fill professional positions.
- Demonstrated experience with proactive sourcing and passive candidate engagement.
- Experience managing multiple concurrent searches and partnering directly with senior leaders, hiring managers, department chairs, division chiefs, or other organizational leadership.
- Knowledge of physician, faculty, and advanced practice provider recruitment practices and healthcare labor markets.
- Experience recruiting within an academic medical center, health system, physician practice, healthcare organization, or similarly complex environment.
- Experience using applicant tracking systems, sourcing platforms, professional databases, social media, and other recruitment technologies.
- Strong interpersonal, consultative, negotiation, organizational, and written and verbal communication skills.
- Ability to independently manage competing priorities and multiple searches in a high-volume, fast-paced recruitment environment.
- Working knowledge of physician immigration considerations, including J-1 and H-1B processes, preferred.
- Certified Physician/Provider Recruitment Professional (CPRP) certification preferred.
- Professional human resources or recruitment certification, such as SHRM-CP, SHRM-SCP, PHR, SPHR, or a related credential, preferred.
Anticipated Hiring Range
Salary Range: $60,944 - $85,000 annually
Grade: GGS - 011
University Title: HUMAN RESOURCES CONSULTNT SR
Internal applicants can determine their university title by accessing the Talent Profile tile in myHR.
Application Materials
In addition to the Online Application, please provide Resume and cover letter.
Sponsorship Information
Employment visa sponsorship is not available for this position.
Benefit Eligibility
This position is eligible for University benefits. As part of your total compensation, the University offers a comprehensive benefits package, including medical, dental and vision plans, retirement, paid time off, short- and long-term disability, paid parental leave, paid caregiver leave, and educational fee discounts for all four UM System campuses. For additional information on University benefits, please visit the Faculty & Staff Benefits website at https://www.umsystem.edu/departments-staff/human-resources/benefits-retirement
Equal Employment Opportunity
The University of Missouri is an Equal Opportunity Employer.
To request ADA accommodations, please call the Director of Accessibility and ADA at 573-884-7278.
Talent Acquisition Consultant Jobs by Experience Level
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Find JobsTalent Acquisition Consultant Job Market
Who's Hiring
- Cesna Recruitment15C
- Wilson8
- Boston Consulting6
- Manpower Internal4M
- Indiana University Health3
Top Industries Hiring
- Healthcare & Medical Services
- Staffing & Recruiting
- Technology & Software
What Employers Look For
The qualifications that appear most often in talent acquisition consultant jobs.
- 3-5 years of full-cycle recruiting experience in a corporate or agency environment
- Proficiency with at least one enterprise ATS such as Workday, Greenhouse, or iCIMS
- Demonstrated ability to manage multiple open requisitions simultaneously across business units
- Experience building and maintaining passive candidate pipelines through direct sourcing
- Strong stakeholder management skills including regular communication with hiring managers
- Bachelor's degree in human resources, business administration, or a related field
Tips for Your Talent Acquisition Consultant Job Search
Quantify your hiring pipeline metrics
Hiring managers want numbers, not descriptions. Replace vague claims like 'managed full-cycle recruiting' with concrete output: time-to-fill averages, offer acceptance rates, and the volume of roles you closed per quarter. That specificity separates you immediately from generic resumes.
Tailor your resume to each ATS
Talent acquisition roles are almost always filtered through applicant tracking systems before a human reads them. Mirror the exact language from each job posting, including whether they call it 'sourcing,' 'talent pipelining,' or 'candidate development,' so your resume clears the initial screen.
Target openings by recruiting function type
Roles labeled 'talent acquisition consultant' split into very different functions: corporate in-house, RPO embedded, and boutique agency. Each values different experiences, so filter your search by employer type and read the responsibilities section carefully before applying to avoid mismatched interviews.
Apply early to roles that fit
Migrate Mate lists talent acquisition consultant openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Prepare a structured behavioral story bank
Interviewers for this role consistently ask how you influence hiring managers, handle pushback on compensation, or rebuild a broken process. Prepare five or six specific stories in advance using situation, action, and outcome framing so you're not improvising under pressure.
Negotiate start date alongside compensation
Talent acquisition consultants often carry open requisitions from day one, so hiring managers expect you to start quickly. If you need transition time, flag it early and frame it around proper knowledge transfer rather than asking at the offer stage, when leverage is lower.
Talent Acquisition Consultant Jobs: Frequently Asked Questions
Which companies are hiring the most talent acquisition consultants?
The companies hiring the most talent acquisition consultants right now include Cesna Recruitment, Wilson, and Boston Consulting, with the largest share of openings in New Jersey, Texas, and New York, based on current listings on Migrate Mate as of November 2026. Demand tends to concentrate in organizations scaling rapidly or undergoing restructuring.
How many talent acquisition consultant jobs are remote?
About 80% of talent acquisition consultant openings are fully remote or hybrid as of November 2026, reflecting the role's heavy reliance on video interviews and digital sourcing tools. Sub-areas focused on high-volume or hourly hiring are less likely to be remote, while corporate professional recruiting and executive search roles carry the highest remote share.
How do you become a talent acquisition consultant?
Most people enter through a coordination or sourcing role, then move into full-cycle recruiting before taking on a consultant title. Building fluency with a major ATS, developing a sourcing toolkit across job boards and professional networks, and gaining experience presenting hiring data to business leaders are the practical steps that accelerate the transition into a consultant-level position.
Can you get hired as a talent acquisition consultant with little experience?
Entry-level consultant roles exist, but they typically require at least one to two years in a recruiting coordinator, HR assistant, or sourcing role. Demonstrating hands-on familiarity with an ATS, a clear understanding of full-cycle recruiting steps, and examples of managing candidate communication independently will strengthen your candidacy more than a degree alone.
What does the talent acquisition consultant interview process look like?
Most processes include an initial screening call with HR, a competency-based interview with the hiring manager covering sourcing strategies and stakeholder scenarios, and a final round that may involve a panel or a practical exercise such as reviewing a job description or outlining a sourcing plan. Some employers also ask for references from hiring managers you have partnered with previously.
Where can I find and apply to talent acquisition consultant jobs?
You can find and apply to talent acquisition consultant jobs on Migrate Mate, which lists current openings from employers across the United States. Find roles that match your experience and apply directly to each listing without leaving the platform.
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