develops and maintains the full-cycle talent acquisition processes for Aviation Maintenance Technicians and administrative staff. The Recruiter partners with hiring managers to understand staffing needs, develops effecti…
Human Resources · Jacksonville, FL
Recruiter jobs in Jacksonville, FL
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.
322
Open roles today
$22–$54/hr
Typical pay range
$73k
Median, full-time
11
Fresh in this list
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01
Open recruiter roles
12 shown of 322 · sorted by freshness
fault of their own. Our goal is straightforward: to help them transition from feeling helpless to hopeful. As our Fundraising Recruiter, you'll play a key role in expanding our reach. You'll be responsible for identifyin…
$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…
Job PurposeThe Principal Consultant, Elevated Client Services, is a senior individual contributor role focused on providing strategic subject matter expertise on Servicing functions across ICE Mortgage Technology Solutio…
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…
Job DescriptionADP is hiring an Upmarket Account Executive (25-49 Employee Market).Are you ready to build a rewarding future? Uncapped commissions, lavish incentive trips, and career advancement are some of the ways.Do y…
$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…
Job PurposeThe Loan Boarding Principal Consultant serves as the senior subject matter expert on loan boarding product. This individual leads client-facing engagements, guiding financial institutions through the end-to-en…
Job PurposeThe Senior Consultant is an individual contributor role serving as a strategic subject matter expert across Consumer, HELOC, and Special Products functions within ICE Mortgage Technology Solutions. This positi…
Current employees and contingent workers click here to apply and search by the Job Posting Title.Clear Channel OutdoorJob Summary:The Account Executive meets and exceeds local and export sales goals by selling our outsta…
$25 - $28 per hour
Role: Temporary Healthcare Recruiter Life at Hueman We’re a team of people- people: relationship builders, problem solvers, encouragers, teammates, and helpers. Whether we’re celebrating a hiring win, jumping in to help…
be part of a bigger story. Your work matters here. Position Summary IQ Fiber is seeking an energetic, results-driven Sales Recruiter to build the teams that power our growth. Reporting to the SVP, Sales, this role owns f…
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What recruiters earn in Jacksonville
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $22–$29 | $45k–$61k |
| Mid level | $29–$41 | $61k–$85k |
| Senior | $38–$54 | $80k–$113k |
Adjusted for the Jacksonville 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.
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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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