$63.15k - $90k
positive change, both within the company and in their own careers. Job Duties and Responsibilities This role transforms our recruitment function from a reactive model into a proactive, sourcing-led engine, driving high-d…
Human Resources · Denver, CO
Recruiter jobs in Denver, CO
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.
1,783
Open roles today
$25–$63/hr
Typical pay range
$85k
Median, full-time
2
Fresh in this list
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01
Open recruiter roles
11 shown of 1,783 · sorted by freshness
Guidant Global — provide mission‑critical skillsets across Engineering, IT, Life Sciences, and Professional Services. The Senior Recruiter plays a pivotal role in delivering high-quality talent solutions to enterprise an…
talent to help us get there. The Role: We're looking for an energetic, driven individual to become our next Operaltions Recruiter . No prior recruiting experience? No problem. We'll teach you the ropes — you just need to…
experience that genuinely rebuilds American communities, come build with us. The Role We are looking for a high-horsepower, Lead Recruiter to be the architect of our team’s growth. This is not a "behind the scenes" HR ro…
Position Summary The Associate Technical Recruiter is responsible for supporting the recruitment and delivery of technical talent across Information Technology, Engineering, Life Sciences, Data Center, and other STEM-foc…
$57k - $65k
services. We have made “Best of Staffing” lists for multiple years and continue to enjoy many accolades in the industry! The Recruiter is primarily responsible for prospecting new candidates for the division for which th…
$72.35k - $110k
positive change, both within the company and in their own careers. Job Duties and Responsibilities This role transitions our recruitment function from a reactive model to a proactive, sourcing-led engine that drives high…
$22 per hour
HIRING IMMEDIATELY – TALENT ACQUISITION RECRUITER Ready to elevate your recruitment career with one of the region’s leading faith-inspired healthcare networks? We’re actively hiring a driven, service-minded, and highly a…
Hybrid role: Onsite in East Denver 4 x week, Fridays Remote (non-negotiable) Role summary You will manage full-cycle recruitment for finance-related positions while partnering closely with hiring managers to attract and…
$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…
$11.54 per hour
Position: Recruiter- Remote gpac offers an excellent work-life balance in a fast-paced work environment. There is tremendous earning potential with no cap. As a part of our team, you will be surrounded by passionate team…
02
What recruiters earn in Denver
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $25–$35 | $53k–$72k |
| Mid level | $35–$48 | $72k–$99k |
| Senior | $45–$63 | $94k–$132k |
Adjusted for the Denver 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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