$32 - $38 per hour
Roles Recruiting For: Hourly Operations Specialists, Inventory roles, and Team Lead positions Service Desk positions, Operations Supervisors, and Corporate Individual Contributor roles Recruitment Volume: ~ Manage an ave…
Human Resources · Columbus, OH
Recruiter jobs in Columbus, 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.
763
Open roles today
$22–$55/hr
Typical pay range
$74k
Median, full-time
2
Fresh in this list
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01
Open recruiter roles
12 shown of 763 · sorted by freshness
$50k - $65k
Careerscape is recruiting on behalf of our client, a well-established professional services firm based in Chicago, IL for an Administrative Assistant to join their team on a remote basis. This is a great opportunity for…
Lifer" - those who want to work with us for 30+ years (not just a 9-5 job). Main Requirements: Managing our end-to-end recruiting process Sourcing, screening, and interviewing candidates Coordinating interviews and hirin…
$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…
Patient Onboarding Specialist Central Scheduling Full Time Columbus, OH AndHealth is on a mission to radically improve access and outcomes for the most challenging chronic health conditions, with the goal of making world…
$20 per hour
client. About the Role In this role, you will partner directly with Talent Acquisition Specialists and hiring managers to source and recruit top talent for a growing workforce. You will focus on proactive recruitment str…
$15 - $17 per hour
PT Support Associate We are an American luxury lifestyle brand, founded in 2004. Anchored in the casual elegance of American sportswear, Tory’s design philosophy is defined by effortless silhouettes, innovative materials…
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…
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 supp…
$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…
$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…
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What recruiters earn in Columbus
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $22–$30 | $46k–$62k |
| Mid level | $30–$41 | $62k–$86k |
| Senior | $39–$55 | $81k–$114k |
Adjusted for the Columbus 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.
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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.
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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