DescriptionAt HDR, our employee-owners are fully engaged in creating a welcoming environment where each of us is valued and respected, a place where everyone is empowered to bring their authentic selves and novel ideas t…
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.
760
Open roles today
$24–$59/hr
Typical pay range
$79k
Median, full-time
4
Fresh in this list
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01
Open recruiter roles
9 shown of 760 · sorted by freshness
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…
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…
We are looking for an experienced HR integration specialist to support enterprise connectivity initiatives. This position focuses on building, refining, and resolving integrations centered on Workday as the system of rec…
$35 - $41.5 per hour
Job Title: Recruiter Location: Minneapolis, Minnesota Type: 9 month Contract Compensation: $35.00 - $41.50 Work Model: Hybrid – onsite and remote Responsibilities • Manage the full recruitment lifecycle, including...
$35 - $50 per hour
Title : Contract Experienced Recruiter Schedule: Monday – Thursday, 9am-5pm CST Location : Minneapolis, MN Job Type : Contract (5 months) Compensation : $35-50/hr Industry: Food & Beverage Manufacturing --- About the Rol…
$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 - $150k
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 supp…
$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…
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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.
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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.
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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