$33 per hour
High-Volume Corporate Recruiter - Hybrid Partner with our dedicated team for privileged access to this exciting opportunity with a well-known energy industry leader. We are seeking a proactive High-Volume Corporate Recru…
Human Resources · Minneapolis, MN
Recruiter jobs in Minneapolis, MN
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.
816
Open roles today
$24–$59/hr
Typical pay range
$79k
Median, full-time
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01
Open recruiter roles
11 shown of 816 · 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…
$65k - $75k
position and candidates must live in Minnesota, Ohio or South Carolina to be considered. POSITION OVERVIEW The HR Generalist/ Recruiter, in People Operations will align day-to-day People Operations in support of the Navi…
Recruiter. com is revolutionizing the hiring landscape by streamlining recruitment processes and enhancing the job search experience for both employers and candidates. As part of a distinguished family of workplace solut…
$63k - $85.5k
shape what comes next on our mission to make better food accessible to everyone. THE OPPORTUNITY We’re looking for a Regional Recruiter to support our restaurant leadership. You should have a proven track record of inter…
to assist in filling urgent position(s) Connect clients with qualified candidates resulting in placements Proficient use of recruiting tools and materials Cold call, qualify, screen and prep candidates and clients for in…
$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…
$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…
$35k - $300k
Recruiting Partner - Transform Careers and Lives with gpac! Make a difference. Build a career. Change lives. At gpac , we've spent over 30 years growing from a small, family-owned business into one of the nation's leadin…
$35k - $300k
For more than 30 years, gpac has grown from a small, family-owned firm into one of the nation's premier executive search and recruiting organizations. Our success is built on one simple mission: connecting exceptional ta…
$35.57k
Position: Recruiter- Remote gpac offers an excellent work-life balance in a fast-paced work environment. There is tremendous earning potential with no cap. As a part of our team, you will be surrounded by passionate team…
02
What recruiters earn in Minneapolis
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $24–$32 | $49k–$66k |
| Mid level | $32–$44 | $66k–$92k |
| Senior | $42–$59 | $87k–$122k |
Adjusted for the Minneapolis 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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