and development to prioritizing work-life balance, we’re committed to helping our team members thrive. That's Perdue. We are recruiter for a Contract Recruiter to support the Skilled and Administrative Technical Team for…
Human Resources · Charlotte, NC
Recruiter jobs in Charlotte, NC
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.
706
Open roles today
$23–$57/hr
Typical pay range
$76k
Median, full-time
10
Fresh in this list
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01
Open recruiter roles
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re committed to helping our team members thrive. That's Perdue. Summary Shape the future of our workforce as a Contract Recruiter, playing a key role in attracting and securing top talent across the organization. In this…
The position is described below. If you want to apply, click the Apply Now button at the top or bottom of this page. After you click Apply Now and complete your application, you'll be invited to create a profile, which w…
Join a high-impact Talent Process Center of Excellence (COE) team focused on delivering scalable, digital-first talent solutions across Honeywell Technologies. As a Senior Talent Specialist, you will play a pivotal role…
$70.35k - $205.8k
functions of your role, you will be asked to participate in our reasonable accommodation process. Accommodations made to facilitate the recruiting process are not a guarantee of future or continued accommodations once hi…
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…
$91.1k - $179.5k
design and implementation, work with cross-functional stakeholders, and deliver measurable business outcomes in complex environments. Recruiting for this role ends on 10/25/2026. Work you'll do As a Consultant, you will…
$89.3k - $127k
reviewing and evaluating job applications, fraud prevention, and candidate matching and comparisons. These AI tools support our human recruiters in the initial review process but do not make final hiring decisions withou…
functions of your role, you will be asked to participate in our reasonable accommodation process. Accommodations made to facilitate the recruiting process are not a guarantee of future or continued accommodations once hi…
DescriptionAt HDR, our employee-owners are fully engaged in creating a welcoming environment where each of us is valued and respected, a place where everyone is empowered to bring their authentic selves and novel ideas t…
with vertically integrated solutions and exceptional self-perform work. Reporting to the Manager of Labour Relations, the Craft Recruiter is responsible for providing recruitment support for trades positions and will ass…
$36.83 - $45 per hour
Senior Talent Acquisition Recruiter Charlotte, NC Type: 6-month contract. Direct hire possible Compensation: $36.83 - $45/hr Work Schedule: Flexible, 4/9s and a 4 or 5/8s Hours: 40.0 System One is seeking a Senior...
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What recruiters earn in Charlotte
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $23–$31 | $47k–$64k |
| Mid level | $31–$42 | $64k–$88k |
| Senior | $40–$57 | $83k–$118k |
Adjusted for the Charlotte 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
01
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.
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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.
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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
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Recruiting Manager
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Director of Talent Acquisition
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