Position Summary: The Certified Peer Specialist is a person who has lived the experience of mental health, substance use or co-occurring needs, is in recovery, has had formal training in the peer specialist model of supp…
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.
355
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 355 · sorted by freshness
Recruiter Recruit Top Talent. Build Relationships. Drive Growth. Join the Team at zTrip zTrip is seeking a motivated and relationship-focused Recruiter to help grow our driver network and support our continued expansion.…
Job Summary The Peer Support Specialist uses lived experience with mental health, substance use, co-occurring, and other life challenges to support, engage, and advocate for individuals and families in services. Through…
$35.57k
executive search firms in the country, with an extensive and ever-growing network of search consultants. We do not require previous recruiting experience because we provide the proper training, tools, resources and suppo…
Join a Mission-Driven Team Making a Daily Impact in the Lives of Others Social Services Professional | Wisconsin Community Services (WCS) Are you a change-maker at heart? Ready to use your passion for social justice, men…
Job Summary The Peers Empowering Peers program serves people with significant substance use and co-occurring mental health needs. The Peer Specialist works in collaboration with the individual’s assigned treatment provid…
$20 per hour
About Carmen Carmen Schools of Science and Technology is seeking an enthusiastic and community-minded Parent Recruiter to help us connect with families interested in enrolling their children at Carmen South Middle School…
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…
$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…
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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.
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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.
03
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.
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
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Recruiting Coordinator
02
Recruiter
03
Senior Recruiter
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Recruiting Manager
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Director of Talent Acquisition
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