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…
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.
937
Open roles today
$24–$59/hr
Typical pay range
$79k
Median, full-time
9
Fresh in this list
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01
Open recruiter roles
12 shown of 937 · sorted by freshness
providing reasonable accommodations for people with disabilities. If you require a reasonable accommodation to participate in the recruiting process, please direct your inquiries to the Global Call Center (GCC) at ****@*…
$95k - $140k
OverviewDo you consider yourself a relationship-driven recruiter with the ability to identify, engage, and attract top construction talent? Next 150 Construction is seeking a Senior Recruiter to lead the recruitment of h…
Bilingual PMO Support Specialist (English/Spanish)Location: Atlanta, GAThe PMO Support Specialist is the operational backbone of RELEX's Global Project Management Office. This role owns the setup, maintenance, and lifecy…
Job DescriptionDUTIES & RESPONSIBILITIES: Develop and maintain strong client relationship throughout the customer lifecycle Basic knowledge of platform system and tools Provide best practices to clients Strive for excell…
Corporate Recruiter - Trades Responsibilities: Source, recruit and hire professionals across a wide range of roles Develop excellent relationships with hiring managers, candidates & cross-functional partners in order to…
$123k - $150k
experience requirements vary by role and will be assessed during the interview process. About the Role We're hiring a Senior GTM Recruiter who brings strong talent advisory skills to the table. We are not looking for som…
23819The Top 3 Skills: 1. Proactive Sourcing (Not just on job boards) 2. Strong MS experience esp with shared files and Excel 3. Recruiting Analytics & Data Analysis Shift: 8am-5pm in time zone of sites they support OT:…
$39 per hour
Want to make a difference in people's lives. We are seeking experience healthcare recruiters. They are responsible for finding and placing healthcare professionals into jobs at hospitals, clinics, nursing homes, etc. The…
Are you ready to accelerate your career? As a Cielo Recruiter , you will be responsible for service excellence throughout the recruitment cycle. You will act as a brand ambassador for the client, focusing on delivering e…
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…
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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