Remote Member Support Advisor 100% Remote | Flexible Schedule | Leadership Development Opportunity Build a Career Centered on Service, Growth, and Opportunity Are you looking for a career that offers flexibility, profess…
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.
514
Open roles today
$22–$54/hr
Typical pay range
$72k
Median, full-time
1
Fresh in this list
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01
Open recruiter roles
12 shown of 514 · sorted by freshness
$18 per hour
Seasonal Recruiting & Onboarding Coordinator In this role, you'll help connect job seekers with employment opportunities by recruiting, interviewing, and onboarding candidates while providing an exceptional experience fr…
$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…
Inside Sales & Professional Recruiter – Skilled Trades Greenwood, IN | In-Office | Base + Commission + Performance Incentives Are you someone who thrives on building relationships, exceeding goals, and helping people suc…
Summary: The Talent & Hiring Specialist is a full-time, professional-level role responsible for leading recruitment and contributing to broader Human Resources functions across the organization. This position operates as…
Indiana University Health is seeking individuals who embody these values to join our talent acquisition team in the role of Campus Recruitment Consultant- Intermediate. This is a full time, hybrid role with frequent in-s…
Overview Position Title: Behavioral Health Support Specialist (BS) Shift: Full-Time, Days Department: Psychiatry Department BHS - Collaborative Work Location: Riley Peds South and Riley Peds Morgan clinics (Southport/Mar…
$50k - $60k
Tom Wood Inc is seeking a motivated and detail-oriented Recruiter to join our team in Indianapolis, IN. In this role, you will be responsible for managing the full recruitment cycle, identifying top talent, and supportin…
compliance with policies, and flag unusual expenses Record approved purchases into the budget tracking spreadsheet Dishwasher Recruitment & Onboarding Participate in the recruitment of student dishwashers at chapters wit…
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…
Committees, in addition to supporting the NPC Release Figure Methodology (RFM) Committee with processing RFM reports, gathering recruitment dates, etc. Learn more here . Panhellenic Support Specialist – Education The ide…
Position Summary The Platform Support Specialist provides technical support, troubleshooting, and systems administration within The Wesleyan Church’s Microsoft ecosystem and key enterprise platforms, including SharePoint…
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.
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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