What does a Vice President of Talent Acquisition do?

A corporate recruiter is responsible for filling open positions for an organization. They conduct the process from the stage of locating potential applicants via various sources, such as social media or resume banks, to interviewing and offering positions to qualified applicants. Corporate recruiters often specialize in one job field, such as information technology, and recruit only candidates from this area. To find recruits, some corporate recruiters travel to job fairs or attend networking events.

Corporate recruiters usually have a background in human resources (HR) and often possess a bachelor's degree in business or HR. A recruiter may also pursue certifications, after working for at least one year in the role, from the Society for Human Resource Management (SHRM). Successful workers in this industry have strong verbal and written communication skills, the ability to weigh multiple variables to make important decisions, and have a good sense of character.

What responsibilities are common for Vice President of Talent Acquisition jobs?
  • Locate qualified, potential applicants using databases or online job posting boards
  • Communicate with potential applicants by phone, email, or in person
  • Screen resumes and interview candidates for various positions within an organization
  • Create job announcements that list requirements for each job, such as desired work experience, education, and job skills
  • Apply principles of behavioral interviewing to access the qualifications of candidates
  • Investigate referrals, references, and social media sources to formulate a well-rounded view of applicants
  • Establish and maintain professional relationships with colleges and local organizations to participate in job fairs or networking events
  • Prepare attracting hiring packages and communicate with selected applicants to offer employment
What are the typical qualifications for Vice President of Talent Acquisition jobs?
  • Significant recruiting experience for a high-volume organization, agency, or executive search firm strongly preferred
  • Willingness to use cold or warm calling methods to recruit or research potential applicants
  • Familiarity with applicant tracking systems and social media applications
  • Excellent analytical skills to track metrics and interpret data for strategic recruiting campaigns
  • A professional, courteous demeanor on the phone and in-person
  • An impeccable public image, including on social media
  • Strong interpersonal skills, especially the ability to network and establish professional relationships
  • Availability to travel within the United States to attend job fairs and networking events
  • Ability to work under pressure and prioritize in a demanding, fast-paced environment with strict deadlines
EducationGraduate Degree
Work/Life Balance
4.2 ★
Salary Range--
Career Opportunity
4.2 ★
Avg. Experience8+ years

Vice President of Talent Acquisition Salaries

Average Base Pay

€91,650 /yr
Same as national average
Not including cash compensation
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Not enough salaries reported to show distribution
Median: €92K
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Glassdoor Estimated Salary

Vice President of Talent Acquisition Career Path

Learn how to become a Vice President of Talent Acquisition, what skills and education you need to succeed, and what level of pay to expect at each step on your career path.

Senior Director of HR
Vice President of Recruiting
No Salary Reports
Vice President of Talent Acquisition

Years of Experience Distribution

0 - 1
2 - 4
5 - 7
Not including years spent in education and/or training

Vice President of Talent Acquisition Insights

Read what Vice President of Talent Acquisition professionals have to say about their job experiences and view top companies for this career.
Senior Talent Acquisition Specialist
22 Apr 2021

“Flexible working is employee led so I can choose and manage my own schedule which varies everyday.”

Talent Acquisition
22 Dec 2022

“AppLovin is by far one of the best companies in terms of company culture and career development”

Alpha SiliconAlpha Silicon
Talent Acquisition Specialist
4 May 2022

“It is a great opportunity for freshers to learn about recruitment and start their professional career”

Talent Acquisition Specialist
3 Aug 2020

“I was not happy and worked my butt off with no recognition except from my peers.”

Talent Acquisition
21 Jan 2022

“Career and performance review is not clear and people with different seniorities develop almost the same role.”

Talent Acquisition Manager
10 Feb 2022

“I feel good about what I do here and I love the people I work with.”

Talent Acquisition
6 Jan 2022

“Ozow is growing at an incredible pace and the possibilities for personal growth in your career is endless.”

Dell TechnologiesDell Technologies
Senior Analyst Talent Acquisition
30 Nov 2022

“I have been here 8 months and have not only learned so much but made some amazing friends.”

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Vice President of Talent Acquisition Interviews

Frequently asked questions about the role and responsibilities of corporate recruiters

The typical day of a corporate recruiter involves seeking out and attracting talent to fill open positions at a corporation. They usually work at all stages of recruiting, from finding candidates via resumes and social media, to interviewing and accepting candidates.

Yes, becoming a corporate recruiter can be the start of a successful career and can allow you to move into more senior roles. An advantage of this job is that you can expect a good work/life balance. Because corporate recruiters work for a single organization, they are typically in an office and have normal business hours.

Yes, in the U.S. corporate recruiters make an average salary of €91,650 per year, with a salary range of €91,650 to €91,650 per year. Gaining experience can lead to lead and senior positions, which will come with salary bumps as well.

As with any job, there are some difficult aspects to working as a corporate recruiter. For example, finding qualified candidates for job openings can be difficult, so corporate recruiters need to work closely with hiring managers to ensure recruitment of top talent. The job may also include pressure to fill roles that have remained open for too long.

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