Roles › Talent Acquisition Specialist
Chicago, IL
Talent Acquisition Specialist jobs in Chicago, IL
3 open roles from 2 employers. Checked Oct 6, 2026.
What these openings look like
2 employers are hiring here: Zekelman Industries and Rewards Network. 2 of the 3 publish a pay range, running $65,000 to $100,000 a year. The rest do not say. Every posting is full time. The most recent went up on Sep 24, 2026.
Every listing links to the employer's own application. Nothing is posted here on their behalf, and nothing is reposted from anywhere else.
Open roles
What it pays here
Only some employers publish a range. These are the ones that did, as written in their own postings:
- $85,000–$100,000 a year
- $65,000–$85,000 a year
What they ask talent acquisition specialist candidates here
Drawn from the 3 open postings on this page. The ones that come up across several employers are near the top.
This role leans heavily on high-volume hourly hiring for manufacturing and construction. How have you filled a lot of plant or trade roles quickly without lowering the bar?
What they are checking: Whether they have real high-volume hourly experience and know how to move fast while still screening well.
Where do you find good candidates for roles like mill operator, electrician or crane operator?
What they are checking: Whether they go beyond job boards to trade schools, referrals, local events and community outreach.
Tell me about a hiring manager who was hard to work with. How did you build a better partnership?
What they are checking: Whether they can earn a hiring leader's trust and push back on unrealistic requests when needed.
You're recruiting across multiple locations in the U.S. and Canada. How do you keep track of priorities and avoid letting a site fall behind?
What they are checking: Whether they have systems for juggling many requisitions and know which roles hurt production most if left open.
A plant needs 15 operators for a night shift in three weeks. Walk me through your plan.
What they are checking: Whether they can build a fast, practical plan using hiring events, quick screens and coordination with the plant.
How do you keep candidates engaged so they actually show up on day one?
What they are checking: Whether they understand that hourly candidates often take another offer, so speed and follow-up matter.
Tell me about a time you had to recruit for a salaried or professional role you didn't know much about.
What they are checking: Whether they learn the role quickly by asking good questions, since this job also supports salaried hiring.
What recruiting metrics do you track, and how have you used them to change your approach?
What they are checking: Whether they use data like time to fill, source quality and early turnover to improve, not just report.
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