The Southern Nevada Regional Housing Authority (SNVRHA) is currently recruiting for an Eligibility Specialist to join our team. Through its public housing programs, SNRHA provides affordable housing to low- and moderate-…
Human Resources · Las Vegas, NV
Recruiter jobs in Las Vegas, NV
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.
321
Open roles today
$23–$58/hr
Typical pay range
$78k
Median, full-time
8
Fresh in this list
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01
Open recruiter roles
12 shown of 321 · 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…
Caesars Digital, America’s leading sports book operator, is hiring a Licensing Specialist to the join the Compliance team. As a Licensing Specialist, you will be responsible for the preparation, completion, submission, m…
Senior Account Executive - Commercial FlooringPosition OverviewWe are seeking an experienced Senior Account Executive to drive sales and strategic growth in our commercial flooring division. This role combines business d…
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…
iGaming: If it’s iGaming, we know a thing or two. At Light & Wonder, It’s all about the games, and our digital team leads the global iGaming market, providing jaw-dropping content and innovative software that powers the…
As an Account Executive, you will be responsible for driving and achieving specific sales goals by managing the business relationship of strategic accounts for our OEM segment. You will be utilizing all resources to maxi…
$122.76k - $184.14k
Job ID: 43750Reference: 300016197209376Location: Highlands Ranch, CO, United States | Reno, NV, United States | Salt Lake City, UT, United States | Las Vegas, NV, United States | Phoenix, AZ, United States | Irvine, CA,…
Responsibilities We are seeking an experienced Senior Talent Acquisition Partner to deliver high-impact recruiting for our game development studios. This senior individual contributor will serve as a trusted talent advis…
DESCRIPTION Work Schedule Standard (Mon-Fri) Environmental Conditions Office Job Description Join us as a Phone Recruiter - And play a crucial role in identifying and engaging potential participants for clinical trials,…
Remote (Worldwide) **Position Type:** Contract / Hybrid (Guaranteed Base vs. Milestone Commission) We are seeking motivated B2B Recruiters, HR Consultants, and Outbound Sales Professionals to introduce a zero-cost workfo…
Our Nurse Recruiter is responsible for sourcing, screening, and referring candidates for nursing and other healthcare positions throughout an assigned region of the company. Ideal candidate will have experience in high v…
02
What recruiters earn in Las Vegas
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $23–$31 | $48k–$65k |
| Mid level | $31–$43 | $65k–$90k |
| Senior | $41–$58 | $85k–$120k |
National ranges — pay in Las Vegas typically tracks these.
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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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