$22 - $25 per hour
allied health professionals who are passionate about supporting students in K–12 settings. We are seeking a driven, people-focused Recruiter and Social Media Coordinator to help expand staffing for our Maryland school pa…
Human Resources · Baltimore, MD
Recruiter jobs in Baltimore, MD
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.
952
Open roles today
$24–$61/hr
Typical pay range
$81k
Median, full-time
5
Fresh in this list
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01
Open recruiter roles
12 shown of 952 · sorted by freshness
looking to advance your career? We have an amazing opportunity for you with Maryland529 Customer Care! (This is an internal only recruitment limited to the employees in the Maryland529 Division of the State Treasurer's O…
Technical Recruiter Elite Technical is seeking a Technical Recruiter with a diverse background in sourcing/screening/identifying/placing IT professionals. Must be strong in the following job categories: SW Engineers, Dat…
$42.11 per hour
Talent Acquisition Specialist (IT Recruiting) Location: Maryland (Hybrid - Canton or Columbia/Merriweather area, approximately 3 days per month onsite) Duration: 6-Month Contract-to-Hire Schedule: Monday-Friday, 40 hours…
age, veteran status, disability, or any other protected class. We believe that diversity and inclusion among our team members is critical to our success as a company, and we seek to recruit, develop, and retain the most…
$37.6 - $62.08 per hour
Summary With a strong understanding of the physician recruitment marketplace, the Physician Recruiter will guide the organization in creating market-attractive practice opportunities for both new and experienced physicia…
$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 Elite Technical is seeking a Recruiter with a diverse background in recruiting professionals in the following categories: Clinical, Operational, Finance, Pharmacy and Technical. This position is a hybrid opport…
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…
$21 - $22 per hour
Driver Recruiter About Us: Formed in 1924 Cowan Systems is a subsidiary of Schneider National headquartered in Baltimore, MD and enjoys a history of excellence and quality in the transportation business. Starting out as…
$18.5 - $20 per hour
Machine Operator Job Summary The Machine Operator is responsible for operating and monitoring the production bottling line to ensure products are filled, labeled, packaged, and prepared for shipment accurately and effici…
Company Summary: We are a well established, and growing technology firm that provides cutting-edge services to businesses across the country. We are committed to delivering top-quality customer service and innovative sol…
02
What recruiters earn in Baltimore
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 Baltimore 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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