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…
Human Resources · Miami, FL
Recruiter jobs in Miami, 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.
641
Open roles today
$25–$63/hr
Typical pay range
$85k
Median, full-time
10
Fresh in this list
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01
Open recruiter roles
12 shown of 641 · 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…
The RoleSupports Clinical Manager to ensure data integrity during study set up and data collection Timely reviews source data collected for data integrity and compliance with Good Documentation Practices and relevant SOP…
functions of your role, you will be asked to participate in our reasonable accommodation process. Accommodations made to facilitate the recruiting process are not a guarantee of future or continued accommodations once hi…
and tax expertise to provide insights and smarter solutions, supporting clients to navigate a rapidly changing global environment. Recruiting for this role ends on May 31, 2027Work you’ll do The Consultant II - Technolog…
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…
We are the people who give possibilities purposeBD is one of the largest global medical technology companies in the world. Advancing the world of health is our Purpose, and it’s no small feat. It takes the imagination an…
DescriptionJob SummaryWorks alongside the Child Life team to assist the child and/or family in their adjustment to hospital, diagnosis, and/or treatment plan by providing pre/post procedural/surgical teachings, emotional…
$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…
functions of your role, you will be asked to participate in our reasonable accommodation process. Accommodations made to facilitate the recruiting process are not a guarantee of future or continued accommodations once hi…
founders from day zero to help them attract, assess, and hire world-class talent. Position Overview Atomic is seeking a Technical Recruiter to join our Talent team and partner closely with Atomic founders, CEOs, and port…
RECRUITER Journey with us! Combine your career goals and sense of adventure by joining our exciting team of employees. Royal Caribbean Cruises Ltd. is pleased to offer a competitive compensation & benefits package, and e…
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What recruiters earn in Miami
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $25–$35 | $53k–$72k |
| Mid level | $35–$48 | $72k–$99k |
| Senior | $45–$63 | $94k–$132k |
Adjusted for the Miami 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
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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.
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Include time-to-fill and offer-acceptance numbers against team or industry baselines.
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Name your ATS and sourcing stack precisely, since agencies and in-house teams both screen for tool fluency.
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Distinguish agency versus in-house experience clearly; hiring teams weigh them differently.
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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
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Director of Talent Acquisition
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