Department: Recruiting / Sales Reports to: Branch Manager / Operations Leadership Location: Houston, TX (in-office with field/client visits as needed) Job Type: Full-Time (can discuss contract-to-hire) About the Role We'…
Human Resources · Houston, TX
Recruiter jobs in Houston, TX
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.
927
Open roles today
$23–$57/hr
Typical pay range
$76k
Median, full-time
6
Fresh in this list
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01
Open recruiter roles
12 shown of 927 · sorted by freshness
$95k - $140k
OverviewDo you consider yourself a relationship-driven recruiter with the ability to identify, engage, and attract top construction talent? Next 150 Construction is seeking a Senior Recruiter to lead the recruitment of h…
and subsequent development of DFW Midstream, Grand River, Polar & Divide, Niobrara G&P, and Double E Pipeline. About the Role The Recruiter will support the full life cycle recruiting efforts across multiple functions of…
$26.79 per hour
Human Resources Recruiter Houston, TX. 77054 $26.79/hr. M-F 8:00am-5:00pm POSITION SUMMARY: This position manages the full hiring cycle for staff, from sourcing and screening candidates to onboarding, ensuring a positive…
Job Overview: Weatherford has an exciting opportunity for an experienced Sourcing Recruiter to join the Talent Acquisition team in Houston. The Sourcing Recruiter is a key member of the Talent Acquisition Center of Excel…
Job Overview: Weatherford has an exciting opportunity for an experienced Senior Recruiter to join the Talent Acquisition team in Houston. The Senior Recruiter is an integral member of the Talent Acquisition Center of Exc…
Recruiter – Start date ASAP – In person only Houston, TX • Full-time • Human Resources We are hiring a Recruiter to own full-cycle hiring for our field and corporate teams, with the heaviest focus on technicians and oper…
Job Summary The Junior Recruiter supports the recruitment process for assigned positions across the organization. This role assists with sourcing, screening, interview coordination, and pre-employment processing, and hel…
medical assistance, emergency response, and workforce support services worldwide. Job Description You'll manage full-cycle recruiting for assigned work groups, from identifying hiring needs through candidate selection, o…
, architects, builders, and designers on some of the most spectacular homes in the country. And we're growing. The Role The Recruiter owns the full-cycle hiring process for BRAVAS, partnering with hiring managers across…
$25 - $35 per hour
Talent Acquisition Recruiter I Houston, TX Type: 6-Month Contract (Contract-to-Hire Possible) Compensation: $25.00 - $35.00/hr Work Model: Onsite (Hybrid Possible) Schedule: 9 Hours Monday - Thursday / 4 Hours Friday (Su…
HR Specialist ( Recruiter) Locations: Houston (8718) Business Units: Central About the Job: Full Time Job Function The Recruiter is responsible for leading end-to-end recruitment activities, developing effective talent a…
02
What recruiters earn in Houston
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $23–$31 | $47k–$64k |
| Mid level | $31–$42 | $64k–$88k |
| Senior | $40–$57 | $83k–$118k |
Adjusted for the Houston 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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