Title: Recruiter Location: Atlanta, GA Industry: Construction Construction recruiting experience is required. We are partnering with a fast-growing construction organization headquartered in Atlanta that is looking to ad…
Human Resources · Atlanta, GA
Recruiter jobs in Atlanta, GA
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.
1,810
Open roles today
$24–$59/hr
Typical pay range
$79k
Median, full-time
4
Fresh in this list
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01
Open recruiter roles
12 shown of 1,810 · sorted by freshness
$30 - $40 per hour
We are seeking a detail-oriented and proactive Temporary Recruiter to support hiring efforts within the dental industry. This role will focus on recruiting for both dental office support positions and dental staff, inclu…
Guidant Global — provide mission‑critical skillsets across Engineering, IT, Life Sciences, and Professional Services. The Senior Recruiter plays a pivotal role in delivering high-quality talent solutions to enterprise an…
$90k
Job title Corporate Recruiter Department Human Resources Reports to Director of Human Resources Classification Full-Time / Exempt Work Location Remote Travel Requirement Occasional travel is required, including attendanc…
who own their outcomes and take pride in the relationships they build. About the Role We are hiring a Business Development Recruiter to run a full-desk seat: win new clients, grow and retain the accounts you land, and pe…
Looking for a flexible opportunity where your income is based on your results? We're seeking motivated independent recruiters to help place CDL drivers with trucking companies nationwide. This is a remote, independent co…
$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…
Recruiter. com is revolutionizing the hiring landscape by streamlining recruitment processes and enhancing the job search experience for both employers and candidates. As part of a distinguished family of workplace solut…
Employer.com , part of the Recruiter. com family of brands, has partnered with Salesforce to place contract recruiting talent supporting their North American Sales and Distribution organization. Salesforce is one of the…
Employer.com , part of the Recruiter. com family of brands, has partnered with Salesforce to place contract recruiting talent supporting their North American Engineering and Product organization. Salesforce is one of the…
$58 per hour
Employer.com , part of the Recruiter. com family of brands, has partnered with Salesforce to place contract recruiting talent supporting their North American Sales and Go-To-Market organization. Salesforce is one of the…
can lead more independent and purposeful lives when provided the right guidance, support, and opportunities. JOB SUMMARY: The Recruiter is responsible for the full life cycle of recruitment for candidates in the Contact…
02
What recruiters earn in Atlanta
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $24–$32 | $49k–$66k |
| Mid level | $32–$44 | $66k–$92k |
| Senior | $42–$59 | $87k–$122k |
Adjusted for the Atlanta market from national ranges.
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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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