As of April 01, 2025, the average annual salary for a Talent Acquisition & Recruiting Director in the United States is $177,925. Salary.com reports that pay typically ranges from $161,014 to $201,792, with most professionals earning between $145,617 and $223,522.
| Annual Salary |
Monthly Pay |
Weekly Pay |
Hourly Wage |
|
| 75th Percentile | $201,792 | $16,816 | $3,881 | $97 |
| Average | $177,925 | $14,827 | $3,422 | $86 |
| 25th Percentile | $161,014 | $13,418 | $3,096 | $77 |
An entry-level Talent Acquisition & Recruiting Director with less than 1 year of experience earns about $171,615. With 1-2 years of experience, the average salary increases to $172,372. For 2-4 years of experience, the pay typically rises to $174,139. Senior-level professionals with 5-8 years of experience earn around $176,158, and those with over 8 years of experience can expect an average of $178,637.
| Levels | Salary |
|---|---|
| Entry Level Talent Acquisition & Recruiting Director | $171,615 |
| Intermediate Level Talent Acquisition & Recruiting Director | $172,372 |
| Senior Level Talent Acquisition & Recruiting Director | $174,139 |
| Specialist Level Talent Acquisition & Recruiting Director | $176,158 |
| Expert Level Talent Acquisition & Recruiting Director | $178,637 |
| Entry Level | 4% |
| Mid Level | 3% |
| Senior Level | 2% |
| Top Level | 1% |
| Experienced | 0% |
Salaries in the United States differ widely between states due to factors like cost of living, local economies, and industry presence.
What Am I Worth?
Salaries in the United States can vary greatly between cities due to factors like cost of living, local economies, and industry presence.
As of April 01, 2025, our research reveals a significant shift in Talent Acquisition & Recruiting Director compensation over the past six years. For example, the median salary increased from $167,387 in 2023 to approximately $166,294 in 2024. (For a detailed analysis of Talent Acquisition & Recruiting Director salary trends, click here.)
Key factors like location, experience, industry demand, and economic growth significantly influence salary variations, making them important to consider.
Salary.com job board provides millions of Talent Acquisition & Recruiting Director information for you to search for. Click on search button below to see Talent Acquisition & Recruiting Director job openings or enter a new job title here.
Here are companies hiring for Talent Acquisition & Recruiting Director and their salaries, click below for more details.
| Core Compensation | ||||
| Core Compensation | Median | % of Total | ||
| Base Salary | $177,925 | 73.6% | ||
| Bonus | $0 | 0.0% | ||
| Value of Benefits | ||||
| Core Compensation | Median | % of Total | ||
| Social Security | $13,033 | 5.4% | ||
| 401K/403B | $7,473 | 3.1% | ||
| Disability | $3,559 | 1.5% | ||
| Healthcare | $8,352 | 3.5% | ||
| Pension | $9,608 | 4.0% | ||
| Time Off | $21,898 | 9.1% | ||
| Total Compensation | $241,848 | 100% | ||
The average annual salary of Talent Acquisition & Recruiting Director is $177,925. In case you are finding an easy salary calculator, the average hourly pay of Talent Acquisition & Recruiting Director is $86; the average weekly pay of Talent Acquisition & Recruiting Director is $3,422; the average monthly pay of Talent Acquisition & Recruiting Director is $14,827.
A Talent Acquisition & Recruiting Director's earning potential can vary widely depending on several factors, including location, industry, experience, education, and the specific employer. According to the latest salary data by Salary.com, a Talent Acquisition & Recruiting Director earns the most in San Jose, CA, where the annual salary of a Talent Acquisition & Recruiting Director is $224,417.
The highest pay for Talent Acquisition & Recruiting Director is $223,522.
The lowest pay for Talent Acquisition & Recruiting Director is $145,617.
Directs, plans, and develops strategies and processes to attract, proactively build, and maintain a quality talent pipeline and fill open positions by sourcing passive and active candidates. Identifies current and future workforce needs. Assesses external labor market conditions, develops the most effective, economical, and appropriate sources/channels and methods to recruit talent. Executes a strategy to position the organization as a preferred employer. Builds and maintains relationships with potential candidates, recruitment agencies, schools, and associations. Ensures candidate pipeline is sufficient to meet workforce needs and all sourcing and talent acquisition activities are consistent with organization's policies and standards. Requires a bachelor's degree. Typically reports to top management. Manages a departmental sub-function within a broader departmental function. Creates functional strategies and specific objectives for the sub-function and develops budgets/policies/procedures to support the functional infrastructure. Typically requires 5+ years of managerial experience. Deep knowledge of the managed sub-function and solid knowledge of the overall departmental function.
Specify the abilities and skills that a person needs in order to carry out the specified job duties. Each competency has five to ten behavioral assertions that can be observed, each with a corresponding performance level (from one to five) that is required for a particular job.
Leadership: Knowledge of and ability to employ effective strategies that motivate and guide other members within our business to achieve optimum results.
Workforce Planning: Workforce planning is a continual process used to align the needs and priorities of the organization with those of its workforce to ensure it can meet its legislative, regulatory, service and production requirements and organizational objectives. Workforce planning enables evidence based workforce development strategies.
Forecasting: Forecasting is the process of making predictions of the future based on past and present data and most commonly by analysis of trends. A commonplace example might be estimation of some variable of interest at some specified future date. Prediction is a similar, but more general term. Both might refer to formal statistical methods employing time series, cross-sectional or longitudinal data, or alternatively to less formal judgmental methods. Usage can differ between areas of application: for example, in hydrology the terms "forecast" and "forecasting" are sometimes reserved for estimates of values at certain specific future times, while the term "prediction" is used for more general estimates, such as the number of times floods will occur over a long period. Risk and uncertainty are central to forecasting and prediction; it is generally considered good practice to indicate the degree of uncertainty attaching to forecasts. In any case, the data must be up to date in order for the forecast to be as accurate as possible. In some cases the data used to predict the variable of interest is itself forecasted.
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We offer detailed salary information across multiple percentiles for your reference. (Click here to learn Why the Salary Midpoint Formula Is Crucial for Achieving Pay Equity.)
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