We are looking for an experienced Human Resources Generalist to support core HR operations for a growing organization in Fresno, California. This long-term contract opportunity is ideal for an HR professional with thorou…
Human Resources · Fresno, CA
Recruiter jobs in Fresno, CA
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.
95
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 95 · sorted by freshness
$75.16k - $92.44k
ELIGIBILITY LIST Only the most qualified applicants who achieve a passing score on the assessment will advance to the next phase of the recruitment process. Candidates who pass all components of the assessments will be p…
About Us:BW Packaging is driving performance at the intersection of people, technology, and customer care. As part of the privately held Barry-Wehmiller family, we unite a global team of packaging experts with a clear pu…
Start your career in finance with ultimate flexibility and consistent pay! We have immediate openings for entry-level accounting clerks to support financial teams on short-term mandates. If you are highly ethical, accura…
Tyler Houk (Practice Director) with Robert Half is looking for an experienced Accounting Manager to join a growing organization and provide steady leadership across core accounting functions. This fully remote opportunit…
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…
We are seeking a detail-oriented Remote Reservations Coordinator to assist clients with researching, coordinating, and managing reservations. This role requires strong organization, accurate recordkeeping, and profession…
If you're tired of feeling stuck, overlooked, or limited in your current role, this could be the opportunity you've been searching for. We're expanding our team and seeking motivated individuals who enjoy helping people,…
Information ~ Sponsorship is not available for this position At AECOM, we are committed to maintaining a secure and trustworthy recruitment process and take any fraudulent hiring activity seriously. To support this commi…
as Remote Sales Leaders . This opportunity combines client relationship management, consultative insurance sales, coaching, recruiting, and team development . You'll continue helping working families understand valuable…
$27 - $32 per hour
Job Title: HR Generalist Industry: Distribution / Warehouse Location (city, state): Fresno, CA Assignment Type: Contract, 6+ months with potential for extension and possible conversion Pay: $27–$32 / hour Work Schedule:…
$28 - $34 per hour
About MGE MGE Underground is a growing utility infrastructure contractor serving utility companies from our Paso Robles headquarters and regional hubs throughout California. Our mission is to support our clients’ expandi…
02
What recruiters earn in Fresno
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 Fresno 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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