of the knowledge, skills, and abilities required . Duties and Responsibilities : ~ Proactively identify , assess, and recruit qualified talent to fulfill job orders. ~ Update, review, and actively utilize a candidate ski…
Human Resources · Cincinnati, OH
Recruiter jobs in Cincinnati, OH
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.
771
Open roles today
$22–$54/hr
Typical pay range
$72k
Median, full-time
2
Fresh in this list
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01
Open recruiter roles
11 shown of 771 · sorted by freshness
$15 per hour
Requisition ID: 939671 Store # : 005722 Sunglass Hut MACYS Position: Casual Part-Time Total Rewards: Benefits/Incentive Information At Sunglass Hut, we're always in the sun. You’ll find a dynamic space with endless possi…
$17.5 - $20 per hour
Remote Recruiter (Full-Time / Part-Time – 100% Remote) Pay: Training: $15/hr for 1-2 weeks | Regular: $17.50–$20/hr + Weekly Bonuses ($1,000–$3,000+/week) Type: Hourly + Performance Bonuses | Weekly Pay | Flexible Schedu…
$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…
$60k - $65k
growth opportunity, than look no further- this hybrid role is for you! The Talent Acquisition Specialist is responsible for recruiting qualified hourly foodservice candidates. Must establish and maintain effective…
UFG, Inc. Business Advisor Field Support Specialist - Signarama Are you a problem-solver, people-person, and road warrior rolled into one? Do you love helping businesses grow and thrive? Then buckle up — this might be yo…
Agency Recruiter Gateway Logistics, Inc. ·C incinnati, OH · Full Time Gateway Logistics, Inc. is on a mission to build one of the most agent-friendly freight brokerage programs in the industry — and we're looking for a d…
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…
Job Description Job Description Description: The Opportunity EST03 Inc. is seeking a recruiter to support high-activity, full-cycle recruiting across the organization. In this role, you will build strong sourcing, screen…
Job Description Job Description Description: Job Summary Support existing customers and grow revenue by securing new customers for Clovernook’s accessible print and print materials. In addition to phone and in-person sup…
Membership Recruitment Specialist - Central Region Girl Scouts of Western Ohio has a great opportunity to join our organization as a Membership Recruitment Specialist ! Our Membership Recruitment Specialists will serve o…
02
What recruiters earn in Cincinnati
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $22–$29 | $45k–$60k |
| Mid level | $29–$40 | $60k–$84k |
| Senior | $38–$54 | $79k–$112k |
Adjusted for the Cincinnati 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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