$17 per hour
Are you a master of the dock? We are urgently hiring shipping and receiving clerks who can handle the physical and administrative demands of both inbound and outbound material flow. Secure immediate contract income and w…
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.
174
Open roles today
$22–$55/hr
Typical pay range
$74k
Median, full-time
3
Fresh in this list
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01
Open recruiter roles
12 shown of 174 · sorted by freshness
$70k - $75k
on support, and grow together in a shared mission. The Role California Autism Center is seeking an experienced and hands-on Recruitment Manager to lead and scale our talent acquisition efforts across multiple centers. Th…
$37k - $41k
the position Schedule qualified candidates for interviews with the hiring manager Maintain accurate candidate records and recruiting notes Communicate professionally with applicants throughout the hiring process Follow u…
Sierra Sunrise is an innovative, low-barrier, service enhanced emergency shelter serving Fresno County. Sierra Sunrise provides onsite mental health services, case management, peer support and housing navigation to suppo…
Ready to enhance your customer service skill set, earn more and advance your career? Experienced customer service professionals are on the front lines they keep businesses moving, resolve a wide range of challenges and c…
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…
Requirements / Qualifications Applicants interested in this position must, electronically, complete a current online EdJoin application. It is required that the following documents be attached to all EdJoin applications:…
requirements are met. Basic Requirements: United States Citizenship: Non-citizens may only be appointed when it is not possible to recruit qualified citizens in accordance with VA Policy Education The individual must hav…
Ready to take on more meaningful work? You'll get it in the skilled inventory roles we're hiring for today. Working in safety- and team-oriented warehouse environments, you'll not only facilitate the movement of products…
We are currently hiring multiple Remote Customer Support Coordinators to join our growing team. This position is fully remote and designed for individuals who enjoy assisting others and working in a flexible environment.…
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,…
Job Title Bob’s Squad Support Associate Job Overview Join Bob’s Discount Furniture as a Bob’s Squad Support Associate and be a key part of delivering exceptional support throughout the customer journey. In this omnichann…
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.
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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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