Switzerland
Job
Talent Acquisition Specialist

Average Talent Acquisition Specialist with Applicant Tracking System (ATS) Software Skills Salary in Switzerland

Pay
Job Details
Skills
Job Listings
How should I pay?Price a Job
What am I worth?Find market worth
90,000 Fr.
/ year

Avg. Base Salary (CHF)
10%
CHF 50k
MEDIAN
CHF 90k
90%
CHF 124k

The average salary for a Talent Acquisition Specialist is 90,000 Fr. in 2025

Base Salary
50k Fr. - 124k Fr.
Bonus
0 Fr. - 5k Fr.
Total Pay
50k Fr. - 134k Fr.
Based on 10 salary profiles (last updated Oct 05 2024)
Is Average Talent Acquisition Specialist with Applicant Tracking System (ATS) Software Skills Salary in Switzerland your job title? Find out what you should be paid
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What Do Talent Acquisition Specialists Do?

Find your market worth – how it works:

Common Health Benefits for a Talent Acquisition Specialist

Medical
33%
None
67%

Gender Breakdown for Talent Acquisition Specialists

Female
62.5%
Male
37.5%
This data is based on 8 survey responses. Learn more about the gender pay gap.
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FAQs About Talent Acquisition Specialists

What is the highest pay for Talent Acquisition Specialists?

Our data indicates that the highest pay for a Talent Acquisition Specialist is CHF 124k / year

What is the lowest pay for Talent Acquisition Specialists?

Our data indicates that the lowest pay for a Talent Acquisition Specialist is CHF 50k / year

How can Talent Acquisition Specialists increase their salary?

Increasing your pay as a Talent Acquisition Specialist is possible in different ways. Change of employer: Consider a career move to a new employer that is willing to pay higher for your skills. Level of Education: Gaining advanced degrees may allow this role to increase their income potential and qualify for promotions. Managing Experience: If you are a Talent Acquisition Specialist that oversees more junior Talent Acquisition Specialists, this experience can increase the likelihood to earn more.

WHAT AM I WORTH?
What your skills are worth in the job market is constantly changing.
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