Talent Acquisition Intern Jobs in District of Columbia
Talent Acquisition Intern jobs in District of Columbia concentrate heavily in Washington, D.C.'s federal contracting corridor and nonprofit sector, with openings for entry-level and pre-professional candidates in sourcing, employer branding, and recruiting operations. Major employers with a lasting presence here include Booz Allen Hamilton, Deloitte, and the American Red Cross, all of which run active early-career hiring programs. The most in-demand specialties center on government-sector talent pipelines, diversity recruiting, and internship program coordination. Find a role that fits below and apply directly.
Find JobsOverview
Showing 5 of 13+ Talent Acquisition Intern 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 13 Talent Acquisition Intern Jobs in District of Columbia
Find roles in District of Columbia that match your experience and apply in just a few clicks.
Find JobsTalent Acquisition Intern Jobs by City in District of Columbia
Where District of Columbia roles are concentrated, by current openings.
Talent Acquisition Intern 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 intern jobs across District of Columbia.
- Currently enrolled in a bachelor's or master's program in human resources or a related field
- Familiarity with applicant tracking systems such as Workday or Taleo
- Strong written and verbal communication skills for candidate outreach and stakeholder coordination
- Experience or coursework in recruiting, HR operations, or organizational psychology
- Ability to handle confidential candidate information with discretion and professionalism
- Proficiency in Microsoft Office Suite, particularly Excel and PowerPoint, for reporting and presentations
Talent Acquisition Intern Jobs in District of Columbia: Frequently Asked Questions
How do you become a talent acquisition intern in District of Columbia?
Talent acquisition intern roles in D.C. do not require a state-issued license, but most employers expect active enrollment in a bachelor's or master's program in human resources, business, or a related discipline. D.C.'s market skews heavily toward federal contractors and policy-driven organizations, so coursework or experience aligned with government-sector recruiting, compliance, or diversity and inclusion gives candidates a meaningful edge during the application process.
Which companies hire talent acquisition interns in District of Columbia?
Employers hiring talent acquisition interns 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 contractors, consulting firms, and large nonprofits makes it one of the more active markets for early-career HR and recruiting talent.
Which District of Columbia cities have the most talent acquisition intern jobs?
Washington lead for talent acquisition intern openings in District of Columbia. Washington, D.C. itself drives the overwhelming majority of demand, anchored by federal agencies, major consulting firms, and large association headquarters, while nearby areas like Arlington and Bethesda contribute openings tied to the dense concentration of government contractors and healthcare organizations operating just across the district line.
Are there remote talent acquisition intern jobs in District of Columbia?
Yes, and more than most fields, since talent acquisition work is largely desk-based and relies on digital tools for sourcing, scheduling, and communication. About 91% of talent acquisition intern openings tied to District of Columbia are remote or hybrid as of November 2026, reflecting the broader shift among D.C.-area employers toward flexible arrangements. Sourcing, candidate research, and employer branding tasks are the functions most commonly done fully remotely.
How can I get hired as a talent acquisition intern in District of Columbia with little or no experience?
The most realistic path into D.C.'s talent acquisition market without prior experience is through structured internship programs at large federal contractors and consulting firms, where Booz Allen Hamilton, Deloitte, and Accenture Federal Services regularly accept HR interns with no prior professional background. Lateral entry from administrative, event coordination, or research assistant roles at D.C. nonprofits and associations is also common. A SHRM Student Member certification or demonstrated proficiency with an applicant tracking system strengthens a resume significantly at this level.
Where can I find and apply to talent acquisition intern jobs in District of Columbia?
You can find and apply to talent acquisition intern jobs in District of Columbia on Migrate Mate, which lists current openings in the district. Search the available roles, find the ones that match your background and availability, and apply directly to the employers posting them.
See All 13 Talent Acquisition Intern Jobs in District of Columbia
Find roles in District of Columbia that match your experience and apply in just a few clicks.
Find Jobs