Talent Acquisition Officer Jobs
Talent Acquisition Officer jobs are open across healthcare, technology, financial services, and professional services, from early-career to senior and director levels, with specializations in employer branding, full-cycle recruiting, and university relations. Scan the live roles below and apply to whichever ones fit.
Find JobsOverview
Showing 4 of 11+ Talent Acquisition Officer jobs
Role Overview
- Recruit experienced producing loan officers, branches and teams to Loan Factory.
- Stay involved from first contact through onboarding and activation.
Who You Recruit
- Loan officers with at least 12 verified funded units in the preceding 12 months.
- Branches and teams made up primarily of qualified producing loan officers.
- Newly licensed LOs and anyone below 12 verified units do not count toward recruiter KPI or bonus and may be routed to another team.
Core Responsibilities
- Source qualified producing LOs, branches and teams, and register prospects in the CRM and referral system.
- Conduct recruiting conversations and, when helpful, provide a one-to-one tour of Loan Factory and TERA.
- Register prospects for the weekly Loan Factory webinar and follow up afterward.
- Address concerns, support the candidate decision, and stay involved through onboarding and activation.
Activity Expectations
- Use the company's Zoom Phone for recruiting calls.
- Work assigned inbound leads and company-provided call lists while also using your own network and sourcing methods.
- Complete at least 10 meaningful recruiting conversations per week through Zoom Phone or Zoom.
- A meaningful conversation discusses Loan Factory's platform, benefits and a possible move - not just initial outreach or a brief introduction.
Performance Standards
- First 60 days: 3 separate qualified recruits.
- Ongoing monthly minimum: 2 qualified recruits, or 1 qualified recruit with at least 48 verified trailing-12-month units.
- A month with 0 recruits, or only 1 recruit below 48 units, earns no production bonus and remains a missed-performance month.
- Planning target: approximately 7 qualified recruits per month.
Compensation Details
- Base salary: $40,000-54,000 per year.
- Production bonus: the existing Loan Factory one-time cash referral schedule, based on the combined verified trailing-12-month units of all qualified recruits in the locked recruiting month.
- Bonus eligibility begins with 2 qualified recruits in the month, or 1 qualified recruit with at least 48 verified trailing-12-month units.
- Bonus is paid after the recruit completes 60 active days, or earlier if the recruit funds 5 loans before the 60-day mark.
- Estimated annualized target compensation range: $229,500 - $351,900, with a modeled midpoint of $306,000.
Job Type: Full-time
Pay: $50,000.00 - $150,000.00 per year
Benefits:
- 401(k)
- Health insurance
- Paid time off
- Retirement plan
- Vision insurance
Work Location: Remote
Role Overview
- Recruit experienced producing loan officers, branches and teams to Loan Factory.
- Stay involved from first contact through onboarding and activation.
Who You Recruit
- Loan officers with at least 12 verified funded units in the preceding 12 months.
- Branches and teams made up primarily of qualified producing loan officers.
- Newly licensed LOs and anyone below 12 verified units do not count toward recruiter KPI or bonus and may be routed to another team.
Core Responsibilities
- Source qualified producing LOs, branches and teams, and register prospects in the CRM and referral system.
- Conduct recruiting conversations and, when helpful, provide a one-to-one tour of Loan Factory and TERA.
- Register prospects for the weekly Loan Factory webinar and follow up afterward.
- Address concerns, support the candidate decision, and stay involved through onboarding and activation.
Activity Expectations
- Use the company's Zoom Phone for recruiting calls.
- Work assigned inbound leads and company-provided call lists while also using your own network and sourcing methods.
- Complete at least 10 meaningful recruiting conversations per week through Zoom Phone or Zoom.
- A meaningful conversation discusses Loan Factory's platform, benefits and a possible move - not just initial outreach or a brief introduction.
Performance Standards
- First 60 days: 3 separate qualified recruits.
- Ongoing monthly minimum: 2 qualified recruits, or 1 qualified recruit with at least 48 verified trailing-12-month units.
- A month with 0 recruits, or only 1 recruit below 48 units, earns no production bonus and remains a missed-performance month.
- Planning target: approximately 7 qualified recruits per month.
Compensation Details
- Base salary: $40,000-54,000 per year.
- Production bonus: the existing Loan Factory one-time cash referral schedule, based on the combined verified trailing-12-month units of all qualified recruits in the locked recruiting month.
- Bonus eligibility begins with 2 qualified recruits in the month, or 1 qualified recruit with at least 48 verified trailing-12-month units.
- Bonus is paid after the recruit completes 60 active days, or earlier if the recruit funds 5 loans before the 60-day mark.
- Estimated annualized target compensation range: $229,500 - $351,900, with a modeled midpoint of $306,000.
Job Type: Full-time
Pay: $50,000.00 - $150,000.00 per year
Benefits:
- 401(k)
- Health insurance
- Paid time off
- Retirement plan
- Vision insurance
Work Location: Remote
See All 11 Talent Acquisition Officer Jobs
Find roles that match your experience and apply in just a few clicks.
Find JobsTalent Acquisition Officer Job Market
Who's Hiring
What Employers Look For
The qualifications that appear most often in talent acquisition officer jobs.
- Three or more years of full-cycle recruiting experience across multiple business functions
- Proficiency with enterprise applicant tracking systems and HRIS platforms
- Experience building and executing sourcing strategies using professional networking sites and job boards
- Bachelor's degree in human resources, business administration, or a related field
- Demonstrated ability to partner with hiring managers on job scoping and candidate assessment
- Familiarity with EEOC compliance, offer letter processes, and employment law basics
Tips for Your Talent Acquisition Officer Job Search
Tailor your resume to sourcing metrics
Talent acquisition officers are expected to own the numbers behind their pipelines. Quantify your time-to-fill improvements, offer acceptance rates, and volume of roles closed per quarter so hiring managers can immediately see your impact.
Highlight your ATS administration depth
Many postings distinguish between users and administrators of applicant tracking systems. If you've built workflows, configured requisition templates, or trained hiring managers inside an ATS, call that out explicitly rather than listing the tool name alone.
Apply early to roles that fit
Migrate Mate lists talent acquisition officer openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Target postings by recruiting function
Job titles vary widely: some postings say talent acquisition officer while others say talent acquisition partner, recruiter, or talent specialist. Search across these variants so you don't miss roles that match your experience just because the title differs.
Prepare a portfolio of job architecture work
Interviewers for talent acquisition roles often ask how you've structured leveling guides, written job descriptions, or partnered with compensation teams. Bring two or three concrete examples showing the before and after of a role you redesigned.
Negotiate start date around active searches
If you're wrapping up open requisitions at a current employer, be direct about it in negotiations. Most hiring teams respect a two-to-three week transition window, and offering a clean handoff plan signals exactly the operational maturity the role demands.
Talent Acquisition Officer Jobs: Frequently Asked Questions
Which companies are hiring the most talent acquisition officers?
The companies hiring the most talent acquisition officers right now include Security Industry Specialists, Towne Insurance, and Loan Factory, with the largest share of openings in California, New York, and Texas, based on current listings on Migrate Mate as of November 2026. Demand is especially strong at large healthcare systems, enterprise technology firms, and staffing organizations scaling their internal recruiting functions.
How many talent acquisition officer jobs are remote?
About 50% of talent acquisition officer openings are fully remote or hybrid as of November 2026, reflecting how broadly companies have accepted distributed recruiting teams. Roles focused on corporate and professional hiring tend to offer the most location flexibility, while positions tied to high-volume hourly or on-site workforce programs more often require an in-person presence.
How do you become a talent acquisition officer?
Most talent acquisition officers start in a coordinator or sourcer role, building experience with candidate screening, scheduling, and ATS management before moving into full-cycle recruiting. From there, taking ownership of a complete requisition portfolio, developing relationships with hiring managers, and demonstrating measurable hiring outcomes positions you for an officer-level title. A background in human resources, psychology, or business supports the transition, and certifications from SHRM or HRCI can strengthen your candidacy.
Can you get a talent acquisition officer job with little experience?
Entry-level candidates can break into talent acquisition by starting as a recruiting coordinator, sourcer, or HR assistant and building practical skills with applicant tracking systems, interview scheduling, and candidate communication. Internships with in-house recruiting teams or staffing agencies give you the pipeline exposure that officer-level hiring managers want to see. Framing any people-operations, event planning, or project coordination experience in terms of organizing and moving candidates through a process helps close the experience gap.
What does the talent acquisition officer interview process look like?
Most talent acquisition officer interviews include an initial recruiter screen focused on your recruiting philosophy and tool experience, followed by a structured panel with HR leadership and business partners. Many employers add a practical exercise such as a live debrief simulation, a job description critique, or a sourcing strategy presentation for a sample role. Final rounds typically involve a conversation with a senior HR leader or CHRO and a reference check covering your ability to manage stakeholder relationships under hiring pressure.
Where can I find and apply to talent acquisition officer jobs?
You can find and apply to talent acquisition officer jobs on Migrate Mate, which lists current openings from across the United States in one place. Search the roles that match your experience level and specialization, then apply directly to each listing that fits your background and target employer type.
See All 11 Talent Acquisition Officer Jobs
Find roles that match your experience and apply in just a few clicks.
Find Jobs