$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…
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.
218
Open roles today
$21–$53/hr
Typical pay range
$71k
Median, full-time
11
Fresh in this list
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01
Open recruiter roles
12 shown of 218 · sorted by freshness
this role, you will lead functional design and delivery across Workday VNDLY, Workday Human Capital Management (HCM), and Workday Recruiting, helping clients connect processes, data, and technology. You will work with cl…
$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…
Rockwell Automation is a global technology leader focused on helping the world’s manufacturers be more productive, sustainable, and agile. With more than 28,000 employees who make the world better every day, we know we h…
$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…
Account ExecutiveMRI Software is seeking a driven, collaborative Account Executive to support the continued growth of ProLease Central and related product offerings. This is a fast-paced, high-visibility role ideal for s…
skillset, knowledge, territory/ geography, education, business needs, market demand and performance versus quota. Agency and Third Party Recruiter Notice:Agencies that submit a resume to Hologic must have a current execu…
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…
Nurse curious about whats next for your career? Join Lee Health for a Virtual Nursing Open House and connect directly with an RN Recruiter through a convenient 10-minute, text-based chat. Theres no phone call, no video,…
$105.4k - $207.8k
is an opportunity to contribute to an evolving capability area while delivering solutions in a high-demand cybersecurity market. Recruiting for this role ends on 12/31/2026.Work you'll doAs a Non-Human Identity SC on the…
$105.4k - $207.8k
simplify complexity, we enable our clients to operate with resilience, grow with confidence, and proactively manage to secure success. Recruiting for this role ends on 12/31/2026.Work you'll doAs a Senior Engineering Man…
$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…
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.
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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.
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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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