The salary of a Talent Acquisition Manager in the United States varies depending on several factors, including experience, location, education level, marketing trend and company sizes.
As of April 01, 2025, the average annual salary for a Talent Acquisition Manager in the United States is $113,675. Salary.com reports that pay typically ranges from $102,302 to $127,518, with most professionals earning between $91,947 and $140,121.
| Annual Salary |
Monthly Pay |
Weekly Pay |
Hourly Wage |
|
| 75th Percentile | $127,518 | $10,627 | $2,452 | $61 |
| Average | $113,675 | $9,473 | $2,186 | $55 |
| 25th Percentile | $102,302 | $8,525 | $1,967 | $49 |
An entry-level Talent Acquisition Manager with less than 1 year of experience earns about $109,431. With 1-2 years of experience, the average salary increases to $109,941. For 2-4 years of experience, the pay typically rises to $111,638. Senior-level professionals with 5-8 years of experience earn around $113,675, and those with over 8 years of experience can expect an average of $117,187.
| Levels | Salary |
|---|---|
| Entry Level Talent Acquisition Manager | $109,431 |
| Intermediate Level Talent Acquisition Manager | $109,941 |
| Senior Level Talent Acquisition Manager | $111,638 |
| Specialist Level Talent Acquisition Manager | $113,675 |
| Expert Level Talent Acquisition Manager | $117,187 |
| Entry Level | 4% |
| Mid Level | 3% |
| Senior Level | 2% |
| Top Level | 0% |
| Experienced | 3% |
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 Manager compensation over the past six years. For example, the median salary increased from $110,040 in 2023 to approximately $110,844 in 2024. (For a detailed analysis of Talent Acquisition Manager 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 Manager information for you to search for. Click on search button below to see Talent Acquisition Manager job openings or enter a new job title here.
Here are companies hiring for Talent Acquisition Manager and their salaries, click below for more details.
| Core Compensation | ||||
| Core Compensation | Median | % of Total | ||
| Base Salary | $113,675 | 72.0% | ||
| Bonus | $0 | 0.0% | ||
| Value of Benefits | ||||
| Core Compensation | Median | % of Total | ||
| Social Security | $8,696 | 5.5% | ||
| 401K/403B | $4,774 | 3.0% | ||
| Disability | $2,274 | 1.4% | ||
| Healthcare | $8,352 | 5.3% | ||
| Pension | $6,138 | 3.9% | ||
| Time Off | $13,991 | 8.9% | ||
| Total Compensation | $157,900 | 100% | ||
The average annual salary of Talent Acquisition Manager is $113,675. In case you are finding an easy salary calculator, the average hourly pay of Talent Acquisition Manager is $55; the average weekly pay of Talent Acquisition Manager is $2,186; the average monthly pay of Talent Acquisition Manager is $9,473.
A Talent Acquisition Manager'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 Manager earns the most in San Jose, CA, where the annual salary of a Talent Acquisition Manager is $143,378.
The highest pay for Talent Acquisition Manager is $140,121.
The lowest pay for Talent Acquisition Manager is $91,947.
Implements and manages talent acquisition strategies and processes to proactively build and maintain a quality talent pipeline by sourcing passive and active candidates. Analyzes current and future organizational workforce needs and implements plans to ensure quality staffing continuity. Understands external labor market conditions and establishes networks to build relationships with candidates, agencies, schools, and associations and attract diverse quality talent. Screens resumes, evaluates assessment results, and interviews candidates to identify potential placement and fit. Requires a bachelor's degree. Typically reports to a director. Manages subordinate staff in the day-to-day performance of their jobs. True first level manager. Ensures that project/department milestones/goals are met and adhering to approved budgets. Has full authority for personnel actions. Typically requires 5 years experience in the related area as an individual contributor. 1 - 3 years supervisory experience may be required. Extensive knowledge of the function and department processes.
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.
Full-Cycle Recruiting: Full cycle recruiting, also referred to as end-to-end recruiting or full lifecycle recruiting, is a term used to describe the holistic recruitment process, often handled by a single recruiter.
Background Check: A background check or background investigation is a review of a potential employee's criminal, commercial and financial records. The goal of background checks is to ensure the safety and security of the employees in the organisation
Salary.com provides salary estimates, histograms, trends, and comparisons using data from employer job postings and third-party sources.
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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