$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…
Human Resources · New Orleans, LA
Recruiter jobs in New Orleans, LA
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.
176
Open roles today
$22–$54/hr
Typical pay range
$73k
Median, full-time
8
Fresh in this list
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01
Open recruiter roles
12 shown of 176 · sorted by freshness
Join our team at Behavioral Services of Louisiana, LLC, as a Child Peer Support Specialist. We are a dedicated Family Support Organization, committed to providing quality mental health services in the community. This rol…
Behavioral Services of Louisiana, LLC is a leading provider of high-quality peer support services for families in need. We are currently seeking a dedicated and experienced Support Specialist Supervisor to join our Famil…
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…
$163.4k - $322.1k
leaders working with clients across industries to deliver transformational solutions optimized for their unique business needs. Recruiting for this role ends on 1/2/27. Work you’ll do As a Microsoft Dynamics365 F&O Senio…
$102.3k - $128.3k
advance objectives on the ground or at the executive level. Please submit your resume and brief cover letter. ERM does not accept recruiting agency resumes. Please do not forward resumes to our job’s alias, ERM employees…
$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…
Customer Experience Coordinator (Remote) We are looking for a motivated and customer-focused Customer Experience Coordinator to join our growing remote team. In this role, you will support clients by coordinating service…
Join the NOLA team!
The HR Generalist/ Recruiter will be required to be full-time onsite and will research job requirements and work closely with Management and HR Director to evaluate job positions. Responsible for talent acquisition and r…
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…
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…
02
What recruiters earn in New Orleans
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $22–$29 | $45k–$61k |
| Mid level | $29–$41 | $61k–$85k |
| Senior | $38–$54 | $80k–$113k |
Adjusted for the New Orleans 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
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.
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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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