Skyworks LLC is a family-owned and operated construction equipment rental company. Skyworks is a team inspired by a positive culture to build exceptional customer experiences. Our Indianapolis branch needs a Rental Coord…
Human Resources · Indianapolis, IN
Recruiter jobs in Indianapolis, IN
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.
452
Open roles today
$22–$54/hr
Typical pay range
$72k
Median, full-time
10
Fresh in this list
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01
Open recruiter roles
12 shown of 452 · sorted by freshness
$800 - $2,000 per week
Work From Home Truck Driver Recruiter – Earn $800–$2,000+/Week – Leads & Ad Support Provided Location: 100% Remote – Work from anywhere Schedule: Flexible Inquire about our hire own bonus About the Role: Are you a motiva…
this role, you will lead functional design and delivery across Workday VNDLY, Workday Human Capital Management (HCM), and Workday Recruiting, helping clients connect processes, data, and technology. You will work with cl…
and tax expertise to provide insights and smarter solutions, supporting clients to navigate a rapidly changing global environment. Recruiting for this role ends on May 31, 2027Work you’ll do The Consultant II - Technolog…
$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…
The Senior Benefits Consultant participates in the strategy, evaluation, selection and implementation of benefits and wellness programs. This position conducts analyses, RFPs, vendor selection and prepares recommendation…
$91.1k - $179.5k
design and implementation, work with cross-functional stakeholders, and deliver measurable business outcomes in complex environments. Recruiting for this role ends on 10/25/2026. Work you'll do As a Consultant, you will…
$110.7k - $218.3k
to modernize core processes, enable digital transformation, and help clients unlock lasting value through SAP-enabled solutions. Recruiting for this role ends on 12/18/2026. Work you’ll do As a Senior Consultant on the S…
The HR Generalist supports the day-to-day functions of the Human Resources department, including recruitment, onboarding, employee relations, benefits administration, performance management, compliance, and policy implem…
Job-ID29180204Reference26-24417 Key Objectives: • Design and implement designed experiments, attribution and other analyses to optimize investments for consumer channels • Ensure analytic outputs are translated into acti…
$65k - $75k
thrives on teamwork and making a positive impact on others' lives? If so, you might be a great fit for our Interim HealthCare Staffing Recruitment team! We're not just a company; we're a family that values collaboration…
Responsible for performing a variety of para-professional tasks related to the care of individuals served by Safe Response. Essential job duties and responsibilities are in accordance with Safe Response’s Strategic Plan…
02
What recruiters earn in Indianapolis
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $22–$29 | $45k–$60k |
| Mid level | $29–$40 | $60k–$84k |
| Senior | $38–$54 | $79k–$112k |
Adjusted for the Indianapolis 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.
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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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