$40 - $45 per hour
and post-tax optionsPaid Sick Time LeaveLegal and Identity Protection PlansPre-tax Commuter Benefit529 College Saver PlanMotion Recruitment Partners (MRP) is an Equal Opportunity Employer. All applicants must be currentl…
Human Resources · Boston, MA
Recruiter jobs in Boston, MA
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.
1,068
Open roles today
$29–$74/hr
Typical pay range
$99k
Median, full-time
6
Fresh in this list
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01
Open recruiter roles
12 shown of 1,068 · sorted by freshness
Job-ID29349929Reference26-26752Scientific - Flow Cytometry Specialist, Manager Job Title: Flow Cytometry Core Manager Location: 100% onsite at Cambridge, MA Kendall Square Site, Cambridge, MA Working Hours: 9-5 PM Job De…
$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…
We are looking for an experienced Recruiter to support hiring efforts for a healthcare-focused organization in Woburn, Massachusetts. This Long-term Contract position will lead end-to-end recruitment activities, helping…
Reference: 631229Posted: 2026-09-25Location: Cambridge, RomaCompany: Planet Pharma GroupContact: ApplicationsEmail: ****@*****.*** Title: Pharmacovigilance Support Specialist - PV ItalyOverview: Join a dynamic team suppo…
$89.6k - $149.3k
Overview:The Office of the Customer Strategy & Business Performance position serves as a strategic partner to senior leadership, providing competitive intelligence, performance management, executive reporting, financial…
experience and deep industry expertise to drive our customers’ influencer performance marketing programs forward. As a Creator Campaigns Recruiter Co-op, you will play a pivotal role in our Campaigns team, assisting in t…
executive search firms in the country, with an extensive and ever-growing network of search consultants. We do not require previous recruiting experience because we provide the proper training, tools, resources and suppo…
$30k - $36k
largest and most successful executive search firms in the country, with over 350 search consultants. We do not require previous recruiting experience because we provide the proper training, tools, resources and support t…
Gpac offers an excellent, remote work-life balance, in a fast-paced work environment. This is a position that allows you to help transform people's lives by placing them in their ideal positions with clients, while trans…
$36k - $300k
For more than 30 years, gpac has grown from a small, family-owned firm into one of the nation's premier executive search and recruiting organizations. Our success is built on one simple mission: connecting exceptional ta…
$36k - $150k
Overview: Gpac has grown from a small, family-owned company into a top recruiting firm in the nation over our 30+ years in business. With a reputation for excellence, we are dedicated to providing the best service to our…
02
What recruiters earn in Boston
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $29–$40 | $61k–$83k |
| Mid level | $40–$55 | $83k–$115k |
| Senior | $52–$74 | $109k–$154k |
Adjusted for the Boston 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.
06
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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