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Human Resources · Albuquerque, NM
Recruiter jobs in Albuquerque, NM
Recruiters find and hire candidates for open roles. They source talent, screen applicants, coordinate interviews, and guide both candidates and hiring managers from first contact through accepted offer.
141
Open roles today
$22–$54/hr
Typical pay range
$72k
Median, full-time
6
Fresh in this list
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01
Open recruiter roles
12 shown of 141 · sorted by freshness
$800 - $2,000 per week
Work From Home Truck Driver Recruiter – Earn $800–$2,000+/Week – Leads & Ad Support Provided Location: 100% Remote – Work from anywhere Schedule: Flexible Inquire about our hire own bonus About the Role: Are you a motiva…
People Success Recruiter - Taxi Recruiting Great Drivers. Building Strong Relationships. Driving Long-Term Success. At zTrip, our drivers are the heart of our business. As the nation's largest taxi transportation provide…
$25 - $28 per hour
Role: Temporary Healthcare Recruiter Life at Hueman We’re a team of people- people: relationship builders, problem solvers, encouragers, teammates, and helpers. Whether we’re celebrating a hiring win, jumping in to help…
Overview Join Lovelace Medical Group as a full-time or PRN (as-needed), Customer Service Coordinator (CSC) in Albuquerque, NM . Specialties/Clinics hiring: Sleep Clinic Plastic Surgery Primary Care (ISQ & Academy) Genera…
Customer Experience Coordinator (Remote) We are looking for a motivated and customer-focused Customer Experience Coordinator to join our growing remote team. In this role, you will support clients by coordinating service…
protected by federal, state, or local laws. This policy applies to all terms and conditions of employment at Rocket Lab, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves o…
Operations Support Specialist Supporting the Team Behind Every Trip At zTrip / WHC Worldwide , we are proud to be North America's largest taxi transportation provider, delivering safe, reliable, and innovative transporta…
Enterprises has been supporting startups and global firms through growth, change, and expansion for 19+ years. We provide flexible HR and recruiting solutions that allow leaders to focus on strategy while we handle peopl…
Summary: MassMutual New Mexico is seeking an experienced, highly motivated and community-connected Recruiter to help identify, attract, and retain exceptional talent for our growing organization. This is a critical role…
The Ministry Support Associate provides direct support to the Ministry Support Coordinator by assisting with special events, communicating with servants via phone and email, troubleshooting technical issues, and guiding…
employee relations and the various parts of performance management. As a key member of the HR team, this role will also support recruitment, administration of HRIS employee records and benefits programs. The ideal candid…
02
What recruiters earn in Albuquerque
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $22–$29 | $45k–$60k |
| Mid level | $29–$40 | $60k–$84k |
| Senior | $38–$54 | $79k–$112k |
Adjusted for the Albuquerque market from national ranges.
03
What employers ask for
The skills these listings keep naming
Candidate sourcingLinkedIn RecruiterATS (Greenhouse, Lever)Interviewing and screeningOffer negotiationHiring manager partnershipPipeline metricsCandidate experienceBoolean search
04
Interview questions worth rehearsing
With the thing the interviewer is actually listening for
Walk me through how you fill a role from intake to offer.
Show a structured process: a real intake conversation, a sourcing plan, calibrated screening, tight scheduling, and a managed offer stage. Mention typical timelines.
How do you source candidates for a hard-to-fill role?
Go beyond job posts: Boolean and X-ray search, communities, referrals, and re-engaging past candidates. Give an example of a creative find that closed.
What are your recruiting metrics?
Know your numbers: requisitions carried, time to fill, pass-through rates, and offer acceptance. Explain what you changed when a metric lagged.
How do you handle a hiring manager with unrealistic expectations?
Describe using market data — comp benchmarks, pipeline evidence — to recalibrate, and proposing tradeoffs between requirements, budget, and speed.
Tell me about an offer you almost lost and how you saved it.
Show that you understood the candidate's real motivators early, pre-closed before the formal offer, and moved fast when a competing offer appeared.
How do you keep candidates warm during a slow process?
Talk about honest, proactive communication on cadence, sharing what you can about timing, and never letting a candidate learn about delays from silence.
How do you reduce bias in your screening process?
Mention structured interviews, consistent scorecards, and skills-based criteria set at intake, rather than gut feel and resume pattern-matching.
05
Resume tips that move the needle
For recruiters specifically — generic advice costs you here
01
Lead with hires per year and the role types you filled; volume plus difficulty is the core signal.
02
Include time-to-fill and offer-acceptance numbers against team or industry baselines.
03
Name your ATS and sourcing stack precisely, since agencies and in-house teams both screen for tool fluency.
04
Distinguish agency versus in-house experience clearly; hiring teams weigh them differently.
05
Show one sourcing win in a niche market, describing how you found and closed a candidate others could not.
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Where this role goes
Typical progression
01
Recruiting Coordinator
02
Recruiter
03
Senior Recruiter
04
Recruiting Manager
05
Director of Talent Acquisition
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