Roush Honda is a 100% employee-owned company and Top-Rated Auto Dealership. When you step into our dealerships, you will understand why we're different. We strive to provide a sense of belonging within our family-like wo…
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.
576
Open roles today
$22–$55/hr
Typical pay range
$74k
Median, full-time
6
Fresh in this list
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01
Open recruiter roles
12 shown of 576 · sorted by freshness
$97k - $180k
Are you passionate about being part of a team at a Fortune 100 company with nearly $70 billion in annual sales that delivers extraordinary care to help individuals and businesses prepare for and protect their future? If…
$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…
Job-ID29227685Reference26-25251Hardware Admin Hybrid position - 3 days onsite, 2 remote. Standard business hours. Duties: Global Business Purchase Agreement (GBPA) & FIT updates: Handle large-volume updates ranging from…
$97k - $180k
If you’re passionate about being part of a dynamic organization that enables a Fortune 100 company with nearly $70 billion in annual sales to drive innovation and adopt new technologies that deliver business results, the…
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…
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…
The Business Services Recruiter is a professional workforce development position responsible for developing and implementing strategic talent acquisition and employer engagement solutions that support regional workforce…
$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…
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…
$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…
02
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.
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.
06
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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