$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…
Human Resources · Louisville, KY
Recruiter jobs in Louisville, KY
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.
219
Open roles today
$21–$52/hr
Typical pay range
$71k
Median, full-time
10
Fresh in this list
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01
Open recruiter roles
10 shown of 219 · sorted by freshness
We are looking for a Payroll Specialist to support accurate and timely payroll operations for a large, multi-state workforce in Louisville, Kentucky. This Long-term Contract position is ideal for someone who brings stron…
presence, mentoring ability, and trusted partnership mindset.About UsThis posting reflects an existing vacancy that we are actively recruiting for.Cette annonce correspond à un poste actuellement vacant pour lequel nous…
We are seeking a highly organized and motivated Clinical Recruiter/ Coordinator to support the recruitment, onboarding, and retention of clinical healthcare professionals. This role will be responsible for sourcing, scre…
$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 DescriptionWe are hiring a Senior Director -- Client Success (Retirement Services) within our Small Business Services organization.In this position as the Senior Director Client Success, you will support the teams th…
Fri at home) - Ideal candidate would have experience as an Administrative Assistant who has scheduled interviews or has been a Recruiting Coordinator Position Details/Job Scope: The Recruiting Coordinator is an integral…
attract top talent, improve time-to-fill, and ensure a positive candidate experience. Key Responsibilities Partner with recruiters and hiring managers to understand staffing needs, role requirements, and candidate profil…
ResponsibilitiesThe Clinical App Systems Analyst Epic-Spec serves as a subject matter expert for the supported clinical application technology system and demonstrates understanding of the complex functional and technical…
Role Description: This position is responsible for assigned clerical tasks. These will include but are not limited to data entry, filing, copying, scanning, mail, etc. Other duties will be assigned by management. Roles &…
02
What recruiters earn in Louisville
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $21–$28 | $44k–$59k |
| Mid level | $28–$39 | $59k–$82k |
| Senior | $37–$52 | $77k–$109k |
Adjusted for the Louisville 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.
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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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