People Success Recruiter - Taxi Recruiting Great Drivers. Building Strong Relationships. Driving Long-Term Success. At zTrip, our drivers are the heart of our business. As the nation's largest taxi transportation provide…
Human Resources · Milwaukee, WI
Recruiter jobs in Milwaukee, WI
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.
288
Open roles today
$22–$55/hr
Typical pay range
$74k
Median, full-time
2
Fresh in this list
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01
Open recruiter roles
11 shown of 288 · sorted by freshness
$70.35k - $205.8k
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…
Are you ready to accelerate your career? As a Cielo Recruiter , you will be responsible for service excellence throughout the recruitment cycle. You will act as a brand ambassador for the client, focusing on delivering e…
Recruiter Inland Family of Companies Milwaukee, WI Inland Family of Companies is seeking a Recruiter to support full-cycle recruiting efforts. The Recruiter will work closely with hiring managers to source, screen, and i…
$25 - $28 per hour
West Allis, WI 53214 Work Schedule: Monday - Friday 8:00 am - 5:00 pm with possible overtime (flexibility required) Our Recruiter is accountable for: Full life cycle recruiting for a variety of positions across multiple…
Are you ready to accelerate your career? As a Cielo Senior Recruiter, you will be responsible for service excellence throughout the recruitment cycle. You will act as a brand ambassador for the client, focusing on delive…
Gpac offers an excellent, remote work-life balance, in a fast-paced work environment. This is a position that allows you to help transform people's lives by placing them in their ideal positions with clients, while trans…
$30k - $36k
largest and most successful executive search firms in the country, with over 350 search consultants. We do not require previous recruiting experience because we provide the proper training, tools, resources and support t…
$36k - $150k
Overview: Gpac has grown from a small, family-owned company into a top recruiting firm in the nation over our 30+ years in business. With a reputation for excellence, we are dedicated to providing the best service to our…
$35k - $300k
Recruiting Partner - Transform Careers and Lives with gpac Make an Impact. Build a Career. Earn Without Limits. gpac (Growing People and Companies) has grown from a small, family-owned business into one of the nation's t…
$40k - $100k
largest and most successful executive search firms in the country, with over 550 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 Milwaukee
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $22–$30 | $46k–$62k |
| Mid level | $30–$41 | $62k–$86k |
| Senior | $39–$55 | $81k–$114k |
Adjusted for the Milwaukee 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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