standards.• Assist with talent acquisition efforts by helping schedule interviews, support candidate coordination, and participate in recruitment- related activities.• Provide support on employee relations matters, docum…
Human Resources · Los Angeles, CA
Recruiter jobs in Los Angeles, CA
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.
947
Open roles today
$28–$70/hr
Typical pay range
$95k
Median, full-time
6
Fresh in this list
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01
Open recruiter roles
10 shown of 947 · sorted by freshness
We are looking for a Payroll Specialist to join a school district team in Downey, California on a Long-term Contract basis. This position will play a central role in supporting payroll operations, partnering with cross-f…
We are looking for an experienced Workday Payroll Implementation Specialist to join a large retail organization in Gardena, California. This Long-term Contract opportunity is ideal for a payroll specialist with strong at…
$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…
Robert Half is searching for Human Resources Recruiters for local ongoing opportunities. If you are looking to advance your career in recruitment, please apply today. For immediate consideration email your resume and the…
JOIN OUR TEAM! We're hiring! Staffing Specialist for our Compton office!! Schedule: Monday-Friday 8AM-5PM Pay rate: $20h/r Must have at least 1 year of experience Excellent computer skills Excellent communication and int…
complete candidate experience from the moment a candidate applies through their first 30 days with the company. As a Vice President Recruiter in Private Banking, you will ensure your clients are best positioned to attrac…
$120k - $140k
The Wonderful Company is seeking a strategic Senior Recruiter to lead full-cycle recruitment across our corporate organization, partnering with leaders across multiple business units and functions. While the role will su…
$51.6k - $91.5k
Remote Recruiter – Flexible Hours | Commission + Lifetime Residuals About Us Since 2006, our company has been a trusted leader in the payment solutions industry. We’ve earned an A+ rating with the Better Business Bureau…
$45k - $150k
largest and most successful executive search firms in the country, with over 750 search consultants. We do not require previous recruiting experience because we provide the proper training, tools, resources and support t…
02
What recruiters earn in Los Angeles
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $28–$38 | $59k–$79k |
| Mid level | $38–$53 | $79k–$110k |
| Senior | $50–$70 | $104k–$146k |
Adjusted for the Los Angeles 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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