Remote Family Support Consultant 100% Remote | Flexible Schedule | Purpose-Driven Career Make a Difference—From Anywhere Are you a people-oriented professional who enjoys helping others and building meaningful relationsh…
Human Resources · Cleveland, OH
Recruiter jobs in Cleveland, 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.
468
Open roles today
$21–$53/hr
Typical pay range
$71k
Median, full-time
2
Fresh in this list
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01
Open recruiter roles
12 shown of 468 · sorted by freshness
$18 per hour
Work Location: Hybrid with local travel as needed Take Another Chance is seeking an organized, motivated, and people-focused Recruiter to join our Human Resources team. This is a direct-hire, hybrid position based in Nor…
$70k - $80k
Job Description As the Human Resources Manager, you will provide HR generalist support for the Aramark Corporate functional staff / Centers of Excellence (COE). This position is also responsible for providing management…
$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…
$43.78k - $61.29k
Position Type Administration and Professionals Date Posted 2026-07-30 Location: Administration or As Assigned ABOUT CLEVELAND METROPOLITAN SCHOOL DISTRICT The Cleveland Metropolitan School District (CMSD) is Ohio's third…
Impellam Group Senior Talent Consultant Position Profile The contents of this role profile outline the role and responsibilities of the Senior Talent Consultant and should be reviewed in conjunction with the Delegation o…
$32k - $37k
to move equipment, install equipment, etc. as required Sponsorship is not provided. Expedient does not engage with third-party recruiting or staffing firms. WORKING FOR EXPEDIENT We prioritize ongoing education and conti…
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…
Description What we need: This role supports the Registered Financial Services Sales Representative’s business with day-to-day administrative assistance while enhancing the service experience of clients*. *This role requ…
Description Job Description Flexjet is currently seeking a qualified candidate to join our Human Resources Department as a Technical Recruitment Specialist at our state-of-the-art Global Headquarters in Cleveland, Ohio!…
Job Description Job Description Description: Purpose: To provide excellent guest service to each guest in person or over the phone. Coordination of guest and stylist providing the guest with a cheerful, meaningful visit…
02
What recruiters earn in Cleveland
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $21–$29 | $44k–$60k |
| Mid level | $29–$40 | $60k–$83k |
| Senior | $38–$53 | $78k–$110k |
Adjusted for the Cleveland 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.
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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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