Talent Acquisition Director Jobs in Florida
Talent Acquisition Director jobs in Florida are among the most active in the Southeast, with consistent demand from healthcare systems, financial services, hospitality, and aerospace across all seniority levels from early-career talent leads to VP-level recruiting executives. Most openings are concentrated in Miami, Tampa, and Orlando, where major employers like AdventHealth, Carnival Corporation, and Lockheed Martin have deep, ongoing hiring needs. The most in-demand specialties are executive recruiting, high-volume hiring operations, and diversity and inclusion-focused talent strategy. Find a role that fits below and apply directly.
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Morgan 6 “M6” is a Service-Disabled Veteran-Owned Small Business (SDVOSB) and SBA-certified HUBZone company headquartered in Charleston, SC. We deliver expert talent with high-demand, low-density skill sets to support critical U.S. Government missions in areas such as special operations, intelligence, cybersecurity, agile development, and IT support.
Most importantly, we are — and we support — Warriors First.
M6 Core Values – HEROIC
- Honor – Act with integrity and truthfulness.
- Excellence – Strive for quality in all we do.
- Resourcefulness – Innovate and embrace change.
- One Team – Stand together and treat each other with respect.
- Iron Sharpens Iron – Encourage personal and professional growth.
- Castle Defense – Protect the resources entrusted to us.
This is a hands-on talent acquisition leadership role responsible for supporting Morgan 6’s immediate hiring needs while building the talent pipelines necessary for future growth. The Lead, Talent Acquisition will own full-cycle recruiting across the organization and proactively develop candidate pipelines for active contracts, anticipated awards, proposals, recompetes, and emerging business opportunities.
The position will partner closely with M6 leadership, Program Management, Growth, technical leads, and hiring managers to anticipate workforce needs and ensure qualified talent is identified before staffing requirements become critical. The role requires someone who understands the pace and complexity of federal contracting and can effectively balance immediate vacancies with longer-term recruiting priorities, including cleared and specialized positions, contingent hires, and proposal-driven staffing requirements.
The ideal candidate is a proactive recruiter and trusted talent advisor who can independently drive recruiting efforts, build relationships with high-quality candidates, and help M6 develop a scalable talent acquisition capability as the company continues to grow.
Full-Cycle Recruiting
- Own the recruiting lifecycle from requisition development through accepted offer.
- Partner with hiring managers to define position requirements, labor categories, qualifications, compensation, and hiring timelines.
- Develop and maintain job descriptions and requisitions.
- Source, screen, interview, and qualify candidates.
- Coordinate interviews and partner with the VP, People & Culture on hiring decisions.
- Maintain consistent candidate communication throughout the recruiting process.
- Support offer development, negotiation, acceptance, and transition into onboarding.
- Deliver a professional candidate experience representative of Morgan 6 values.
Contract & Cleared Recruiting
- Recruit personnel supporting DoD, Intelligence Community, and other federal customers.
- Source candidates with Secret, TS, TS/SCI, SCI eligibility, and other required clearances.
- Evaluate candidates against contract labor categories, education requirements, certifications, years of experience, and customer-specific qualifications.
- Support rapid staffing requirements following contract awards and during contract transitions.
- Develop pipelines for difficult-to-fill technical, intelligence, operational, and program management positions.
Proposal & Growth Recruiting
- Partner directly with the M6 Growth team to understand the opportunity pipeline and anticipated staffing requirements.
- Support proposal efforts by identifying and qualifying key personnel and contingent hires.
- Build candidate pipelines before contract award to reduce staffing and transition risk.
- Develop recruiting strategies for recompetes, new contract pursuits, OTAs, CSOs, IDIQ task orders, and other growth opportunities.
- Maintain relationships with qualified candidates who may support future opportunities.
- Provide recruiting input during capture and proposal development regarding labor availability, compensation, qualifications, and staffing risk.
- Assist with letters of commitment, contingent offer letters, resumes, and other proposal staffing documentation when required.
Talent Pipeline Development
- Build long-term candidate pipelines aligned with M6’s core markets and capabilities.
- Establish talent communities around recurring and high-value labor categories.
- Develop sourcing strategies using LinkedIn Recruiter, job boards, professional networks, referrals, cleared candidate databases, and direct outreach.
- Build and maintain relationships with qualified candidates, including when an immediate vacancy does not exist.
- Develop and manage an employee referral strategy.
- Maintain awareness of market compensation and talent availability for priority skill sets.
Recruiting Operations
- Serve as the lead owner of M6 recruiting workflows and the Applicant Tracking System (ATS).
- Maintain accurate tracking of requisitions, candidates, interviews, offers, contingent hires, and pipeline candidates.
- Establish repeatable recruiting processes and standards across the organization.
- Develop recruiting dashboards and provide leadership visibility into open requisitions, priority vacancies, candidate pipelines, proposal and contingent candidates, time-to-fill, offer acceptance, staffing risks, and upcoming contract requirements.
- Ensure recruiting practices comply with applicable employment, EEO, federal contracting, and company requirements.
Talent Acquisition Leadership
- Serve as M6’s primary recruiting advisor to company leadership.
- Establish and continuously improve M6’s overall recruiting strategy.
- Prioritize recruiting activity based on contract execution requirements and company growth objectives.
- Develop workforce plans supporting anticipated contract awards and strategic pursuits.
- Recommend recruiting tools, platforms, processes, and investments.
- Develop scalable recruiting processes as Morgan 6.
- 5+ years of full-cycle recruiting or talent acquisition experience in a government contracting environment.
- Demonstrated ability to independently manage multiple concurrent recruiting requirements.
- Strong candidate sourcing and direct-recruiting experience.
- Experience recruiting technical and professional personnel.
- Experience partnering directly with hiring managers and senior leadership.
- Experience with Applicant Tracking Systems (ATS) and recruiting platforms.
- Strong working knowledge of LinkedIn Recruiter and other sourcing tools.
- Excellent written and verbal communication skills.
- Strong organizational and prioritization skills.
- Ability to operate independently in a fast-moving, growth-oriented environment.
- U.S. citizenship required due to the nature of M6’s government contracting work.
Preferred Qualifications
- Defense, Intelligence Community, federal contracting, or national security recruiting experience.
- Demonstrated experience recruiting cleared personnel.
- Experience with proposal recruiting and contingent hiring.
- Experience supporting contract transitions and rapid staffing following contract award.
- Understanding of federal contract labor categories and minimum qualification requirements.
- Experience supporting proposals, capture teams, and business development organizations.
- Experience recruiting intelligence professionals, data scientists and analysts, software and full-stack engineers, cloud and infrastructure engineers, cybersecurity professionals, program and project managers, and technical SMEs.
- Experience with Paylocity or similar ATS/HRIS platforms.
- Established professional network within the defense, intelligence, cleared, or government technology communities.
- Experience developing or scaling a recruiting capability within a growing small business.
Equal Opportunity Employer
M6 is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, pregnancy, sexual orientation, gender identity, national origin, age, protected veteran status, or disability status.
Competitive Compensation & Benefits
Compensation varies based on factors such as location, experience, and skill set. For positions based in California, Colorado, D.C., Maryland, New York, or Washington, the salary range is $90,000 – $140,000 (if annualized).
Our comprehensive benefits package includes health insurance (medical, dental, vision), voluntary short and long-term disability, voluntary additional life, Sect. 125 dependent care, Health Savings Account (HSA), 401(k) retirement plan with company match, paid time off (PTO), and professional development opportunities.
Drug Free Workplace:
M6 is a Drug Free Workplace where post offer applicants and employees are subject to testing for marijuana, cocaine, opioids, amphetamines, PCP, and alcohol when criteria is met as outlined in our policies.
Reasonable Accommodations
As an Equal Opportunity Employer, M6 is committed to providing reasonable accommodation to applicants with disabilities. If you are interested in applying for employment with M6 and need assistance or accommodation to use our website, please contact us by phone (843) 258-9947. Provide your contact information and describe the nature of your accessibility issue. We will only respond to inquiries related to accommodation requests.
Morgan 6 “M6” is a Service-Disabled Veteran-Owned Small Business (SDVOSB) and SBA-certified HUBZone company headquartered in Charleston, SC. We deliver expert talent with high-demand, low-density skill sets to support critical U.S. Government missions in areas such as special operations, intelligence, cybersecurity, agile development, and IT support.
Most importantly, we are — and we support — Warriors First.
M6 Core Values – HEROIC
- Honor – Act with integrity and truthfulness.
- Excellence – Strive for quality in all we do.
- Resourcefulness – Innovate and embrace change.
- One Team – Stand together and treat each other with respect.
- Iron Sharpens Iron – Encourage personal and professional growth.
- Castle Defense – Protect the resources entrusted to us.
This is a hands-on talent acquisition leadership role responsible for supporting Morgan 6’s immediate hiring needs while building the talent pipelines necessary for future growth. The Lead, Talent Acquisition will own full-cycle recruiting across the organization and proactively develop candidate pipelines for active contracts, anticipated awards, proposals, recompetes, and emerging business opportunities.
The position will partner closely with M6 leadership, Program Management, Growth, technical leads, and hiring managers to anticipate workforce needs and ensure qualified talent is identified before staffing requirements become critical. The role requires someone who understands the pace and complexity of federal contracting and can effectively balance immediate vacancies with longer-term recruiting priorities, including cleared and specialized positions, contingent hires, and proposal-driven staffing requirements.
The ideal candidate is a proactive recruiter and trusted talent advisor who can independently drive recruiting efforts, build relationships with high-quality candidates, and help M6 develop a scalable talent acquisition capability as the company continues to grow.
Full-Cycle Recruiting
- Own the recruiting lifecycle from requisition development through accepted offer.
- Partner with hiring managers to define position requirements, labor categories, qualifications, compensation, and hiring timelines.
- Develop and maintain job descriptions and requisitions.
- Source, screen, interview, and qualify candidates.
- Coordinate interviews and partner with the VP, People & Culture on hiring decisions.
- Maintain consistent candidate communication throughout the recruiting process.
- Support offer development, negotiation, acceptance, and transition into onboarding.
- Deliver a professional candidate experience representative of Morgan 6 values.
Contract & Cleared Recruiting
- Recruit personnel supporting DoD, Intelligence Community, and other federal customers.
- Source candidates with Secret, TS, TS/SCI, SCI eligibility, and other required clearances.
- Evaluate candidates against contract labor categories, education requirements, certifications, years of experience, and customer-specific qualifications.
- Support rapid staffing requirements following contract awards and during contract transitions.
- Develop pipelines for difficult-to-fill technical, intelligence, operational, and program management positions.
Proposal & Growth Recruiting
- Partner directly with the M6 Growth team to understand the opportunity pipeline and anticipated staffing requirements.
- Support proposal efforts by identifying and qualifying key personnel and contingent hires.
- Build candidate pipelines before contract award to reduce staffing and transition risk.
- Develop recruiting strategies for recompetes, new contract pursuits, OTAs, CSOs, IDIQ task orders, and other growth opportunities.
- Maintain relationships with qualified candidates who may support future opportunities.
- Provide recruiting input during capture and proposal development regarding labor availability, compensation, qualifications, and staffing risk.
- Assist with letters of commitment, contingent offer letters, resumes, and other proposal staffing documentation when required.
Talent Pipeline Development
- Build long-term candidate pipelines aligned with M6’s core markets and capabilities.
- Establish talent communities around recurring and high-value labor categories.
- Develop sourcing strategies using LinkedIn Recruiter, job boards, professional networks, referrals, cleared candidate databases, and direct outreach.
- Build and maintain relationships with qualified candidates, including when an immediate vacancy does not exist.
- Develop and manage an employee referral strategy.
- Maintain awareness of market compensation and talent availability for priority skill sets.
Recruiting Operations
- Serve as the lead owner of M6 recruiting workflows and the Applicant Tracking System (ATS).
- Maintain accurate tracking of requisitions, candidates, interviews, offers, contingent hires, and pipeline candidates.
- Establish repeatable recruiting processes and standards across the organization.
- Develop recruiting dashboards and provide leadership visibility into open requisitions, priority vacancies, candidate pipelines, proposal and contingent candidates, time-to-fill, offer acceptance, staffing risks, and upcoming contract requirements.
- Ensure recruiting practices comply with applicable employment, EEO, federal contracting, and company requirements.
Talent Acquisition Leadership
- Serve as M6’s primary recruiting advisor to company leadership.
- Establish and continuously improve M6’s overall recruiting strategy.
- Prioritize recruiting activity based on contract execution requirements and company growth objectives.
- Develop workforce plans supporting anticipated contract awards and strategic pursuits.
- Recommend recruiting tools, platforms, processes, and investments.
- Develop scalable recruiting processes as Morgan 6.
- 5+ years of full-cycle recruiting or talent acquisition experience in a government contracting environment.
- Demonstrated ability to independently manage multiple concurrent recruiting requirements.
- Strong candidate sourcing and direct-recruiting experience.
- Experience recruiting technical and professional personnel.
- Experience partnering directly with hiring managers and senior leadership.
- Experience with Applicant Tracking Systems (ATS) and recruiting platforms.
- Strong working knowledge of LinkedIn Recruiter and other sourcing tools.
- Excellent written and verbal communication skills.
- Strong organizational and prioritization skills.
- Ability to operate independently in a fast-moving, growth-oriented environment.
- U.S. citizenship required due to the nature of M6’s government contracting work.
Preferred Qualifications
- Defense, Intelligence Community, federal contracting, or national security recruiting experience.
- Demonstrated experience recruiting cleared personnel.
- Experience with proposal recruiting and contingent hiring.
- Experience supporting contract transitions and rapid staffing following contract award.
- Understanding of federal contract labor categories and minimum qualification requirements.
- Experience supporting proposals, capture teams, and business development organizations.
- Experience recruiting intelligence professionals, data scientists and analysts, software and full-stack engineers, cloud and infrastructure engineers, cybersecurity professionals, program and project managers, and technical SMEs.
- Experience with Paylocity or similar ATS/HRIS platforms.
- Established professional network within the defense, intelligence, cleared, or government technology communities.
- Experience developing or scaling a recruiting capability within a growing small business.
Equal Opportunity Employer
M6 is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, pregnancy, sexual orientation, gender identity, national origin, age, protected veteran status, or disability status.
Competitive Compensation & Benefits
Compensation varies based on factors such as location, experience, and skill set. For positions based in California, Colorado, D.C., Maryland, New York, or Washington, the salary range is $90,000 – $140,000 (if annualized).
Our comprehensive benefits package includes health insurance (medical, dental, vision), voluntary short and long-term disability, voluntary additional life, Sect. 125 dependent care, Health Savings Account (HSA), 401(k) retirement plan with company match, paid time off (PTO), and professional development opportunities.
Drug Free Workplace:
M6 is a Drug Free Workplace where post offer applicants and employees are subject to testing for marijuana, cocaine, opioids, amphetamines, PCP, and alcohol when criteria is met as outlined in our policies.
Reasonable Accommodations
As an Equal Opportunity Employer, M6 is committed to providing reasonable accommodation to applicants with disabilities. If you are interested in applying for employment with M6 and need assistance or accommodation to use our website, please contact us by phone (843) 258-9947. Provide your contact information and describe the nature of your accessibility issue. We will only respond to inquiries related to accommodation requests.
See All 80 Talent Acquisition Director Jobs in Florida
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Find JobsTalent Acquisition Director Jobs by City in Florida
Where Florida roles are concentrated, by current openings.
Talent Acquisition Director Job Market in Florida
A snapshot from current Florida openings, updated as new roles post.
Who's Hiring
Top Industries Hiring
- Education
- Insurance
- Staffing & Recruiting
- Healthcare & Medical Services
What Florida Employers Look For
The qualifications that appear most often in talent acquisition director jobs across Florida.
- Bachelor's degree in human resources, business administration, or a related field required
- Seven or more years of progressive recruiting experience including team leadership
- SHRM-CP, SHRM-SCP, or PHR certification strongly preferred by Florida employers
- Demonstrated experience building talent pipelines across multiple business units
- Proficiency with applicant tracking systems such as Workday, Taleo, or iCIMS
- Strong stakeholder management and executive communication skills required
Talent Acquisition Director Jobs in Florida: Frequently Asked Questions
How do you become a talent acquisition director in Florida?
Most talent acquisition directors in Florida reach the role through a combination of a bachelor's degree in human resources or business and several years of progressive recruiting experience capped with a leadership role managing a team. Florida employers, particularly in healthcare and financial services, give a meaningful edge to candidates holding SHRM-SCP or SPHR credentials. No Florida state license is required, but certification from SHRM or HRCI signals professional standing and opens doors at larger organizations.
How much do talent acquisition directors make in Florida?
Talent acquisition directors in Florida earn a median of about $137,790 a year, based on May 2025 Bureau of Labor Statistics wage data, ranging from around $79,420 for the lowest 10% to over $232,760 for the top 10%. Pay rises with experience, specialty, and employer.
Which companies hire talent acquisition directors in Florida?
Employers hiring talent acquisition directors in Florida right now include Mount Sinai Medical Center, Citi, and Kelley Kronenberg, based on current listings on Migrate Mate as of October 2026. Florida's mix of large healthcare networks, hospitality conglomerates, aerospace contractors, and regional financial institutions means demand for experienced recruiting leaders stays relatively steady throughout the year.
Which Florida cities have the most talent acquisition director jobs?
Miami, Tampa, and Fort Lauderdale account for the most talent acquisition director openings in Florida. Miami's concentration of multinational corporations and financial services firms drives demand there, Tampa draws heavily from healthcare systems and corporate headquarters relocating from the Northeast, and Orlando's large hospitality and theme-park employers generate consistent high-volume and executive recruiting needs year-round.
Are there remote talent acquisition director jobs in Florida?
Yes, and more than most fields. Talent acquisition work is largely desk-based and technology-driven, making it well suited to remote and hybrid arrangements. About 75% of talent acquisition director openings tied to Florida are remote or hybrid as of October 2026, reflecting a broader shift that accelerated after pandemic-era hiring transformations. Strategic and executive recruiting roles tend to offer the most scheduling flexibility, while high-volume or site-specific roles typically require more on-site presence.
How can I get hired as a talent acquisition director in Florida with little or no experience?
The most realistic entry path is starting as a recruiter or HR generalist inside a large Florida employer and building toward a senior recruiter or talent acquisition manager role before stepping into a director position. Healthcare systems like AdventHealth and HCA Florida, along with large hospitality groups based in the Orlando area, regularly post entry-level and coordinator-level recruiting roles that develop into leadership tracks. Earning a SHRM-CP certification early and gaining experience with applicant tracking systems can accelerate that progression noticeably.
Where can I find and apply to talent acquisition director jobs in Florida?
You can find and apply to talent acquisition director jobs in Florida on Migrate Mate, which lists current Florida openings updated regularly. Find the roles that fit your experience and apply directly to the ones that match.
See All 80 Talent Acquisition Director Jobs in Florida
Find roles in Florida that match your experience and apply in just a few clicks.
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