About This Role We are looking for a Recruiting Leader with 4+ years of experience to be the first dedicated recruiting hire at a well-funded, high-growth vertical AI company. You will own full-cycle recruiting across te…
Human Resources · Austin, TX
Recruiter jobs in Austin, TX
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.
875
Open roles today
$24–$61/hr
Typical pay range
$81k
Median, full-time
3
Fresh in this list
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01
Open recruiter roles
12 shown of 875 · sorted by freshness
$34.2 per hour
job summary: Join a global medical technology leader advancing healthcare and robotics innovation. As a Senior Technical Recruiter, you will partner directly with hiring teams to source, attract, and hire top-tier techni…
joints and dental prostheses. client has operations in more than 40 countries around the world Job Title: Senior Technical Recruiter Work Location: Austin, TX, 78744 Duration: 12 Months Job Type: Temporary Assignment Wor…
$32 - $35 per hour
Job Title: Recruiter Location: Remote Industry: Insurance Assignment Type: Contract Pay: $32.00 – $35.00 per hour Work Schedule: Monday – Friday | Full-time Benefits: This position is eligible for Medical, Dental, Vision…
Holden Roofing is looking for a driven, high-energy recruiter who knows how to find talent, build relationships, and bring proven sales professionals onto a winning team. This position is for someone who thrives in a fas…
footprint, 40% CapEx savings, 80% OpEx savings, and 40% less energy use. Job Summary: VVater is hiring a hands-on technical recruiter who will serve as the company's entire hiring function for engineering talent. You wil…
$50k - $65k
Superior Skilled Trades is seeking a recruiter with prior high-volume experience sourcing, screening, and interviewing candidates for roles within the construction industry . Location: Austin, TX Salary Range: $50,000-65…
Equipment) required (safety glasses, gowning, gloves, lab coat, ear plugs etc.) Job Description Join Us as a Research Team Recruiter – Make an Impact at the Forefront of Innovation The Research Team Recruiter is responsi…
Job Description Overview We are seeking a University Recruiter as an integral part of our University Relations & Recruiting Team. This position can be hybrid (remote and in-office) and based out of our Austin, Houston, o…
$51.3k - $68.4k
value your contribution, we work with integrity, and we always put people first – so your impact really will change lives. Our Recruiter is accountable for: Full life cycle recruiting for a variety of positions across mu…
$15 - $16 per hour
about fitness, building relationships, and creating engaging social media content? We're looking for an energetic and motivated Recruiter to help grow our community both online and in person! Responsibilities Making outb…
performing teams. As we continue to grow and deliver exceptional value to our clients, we are seeking a dedicated and skilled Contract Recruiter to join our team and play a key role in sourcing and hiring top-tier talent…
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What recruiters earn in Austin
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $24–$33 | $50k–$68k |
| Mid level | $33–$45 | $68k–$94k |
| Senior | $43–$61 | $89k–$126k |
Adjusted for the Austin 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
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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.
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Resume tips that move the needle
For recruiters specifically — generic advice costs you here
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Lead with hires per year and the role types you filled; volume plus difficulty is the core signal.
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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.
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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
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Recruiter
03
Senior Recruiter
04
Recruiting Manager
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Director of Talent Acquisition
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