$75k - $100k
agency partners around the world, Via is recognized as the leading transportation technology and service provider globally. As a Recruiter at Via, you will directly shape the future of the company by identifying and cham…
Human Resources · New York, NY
Recruiter jobs in New York, NY
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.
5,116
Open roles today
$30–$76/hr
Typical pay range
$102k
Median, full-time
4
Fresh in this list
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01
Open recruiter roles
11 shown of 5,116 · sorted by freshness
Job Title: Talent Acquisition Specialist or Recruiter Location: On-site (New York, NY) We are currently seeking candidates who meet the following qualifications: KEY RESPONSIBILITIES: Manage full-cycle recruitment for as…
stipend. About the role ElevenLabs is building one of the world's fastest-growing AI companies - and we're looking for a GTM Recruiter to partner with our Revenue org. You'll run full-cycle recruiting across our high vol…
About ARQ ARQ is one of the fastest-growing fintechs in the world. Our mission is to redefine how people interact with money across borders, building the infrastructure to move value seamlessly. We’re still early in our…
$80k - $180k
managing a high volume of management and executive searches, supporting the development of our talent team, implementing leading recruiting practices, and contributing to the strategic growth of Empowered. Prior experien…
$90k - $175k
accelerate this mission. About The Role EliseAI is growing rapidly - to support that growth, we are looking to add an ambitious Recruiter to our recruiting team. You will work closely with other Recruiters, Recruiting Co…
What To Expect Tesla is looking for a highly motivated High Volume Recruiter to support talent acquisition across our manufacturing, service, energy, skilled trades, internship, and other high-throughput hiring teams. A…
Nigeria, Kenya, Ghana, Pakistan, Philippines, Bangladesh) **About the Role:** We are seeking a dynamic and results-driven Remote Recruiter to join our team. The ideal candidate will have strong communication and interper…
$188k - $210k
others. We have our work cut out for us and are looking for exceptional people to join us. About the role We're looking for a Recruiter to own full-cycle hiring across technical and non-technical functions. You'll operat…
$70k - $90k
We are supporting our client on a search for a Recruiter to join a fast-growing NYC team on a hybrid schedule (3 days in-office). This is a full-cycle seat - you will own 5-8 reqs across GTM, ops, and G&A, work directly…
**Job Title: Recruiter (Full-Time - REMOTE) – Virtual Assistant Agency** **Location:** Remote We are a fast-growing Virtual Assistant agency supporting coaches and digital businesses with remote talent across social medi…
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What recruiters earn in New York
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $30–$41 | $63k–$86k |
| Mid level | $41–$57 | $86k–$119k |
| Senior | $54–$76 | $112k–$158k |
Adjusted for the New York 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.
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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
01
Recruiting Coordinator
02
Recruiter
03
Senior Recruiter
04
Recruiting Manager
05
Director of Talent Acquisition
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