$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…
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.
2,154
Open roles today
$30–$76/hr
Typical pay range
$102k
Median, full-time
5
Fresh in this list
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01
Open recruiter roles
12 shown of 2,154 · sorted by freshness
$140k - $170k
the airport, stadium, or throughout your everyday life, CLEAR unlocks the magic of frictionless experiences.As a Senior Business Recruiter, you’ll lead business-critical searches across CLEAR, with a focus on senior and…
We are seeking a motivated Recruiter to identify, attract, and hire top talent to meet organizational staffing needs. The Recruiter will manage the full recruitment lifecycle, from sourcing and screening candidates to co…
Job title: High-Volume Recruiter Location: 100% Remote Duration: 04+ months | Possible extension Working hours: As per CST time zone Required Skills: High-volume recruiting experience, Self-starter / Go-getter attitude,…
$123k - $150k
experience requirements vary by role and will be assessed during the interview process. About the Role We're hiring a Senior GTM Recruiter who brings strong talent advisory skills to the table. We are not looking for som…
$23.77 - $25.35 per hour
We help job seekers and career changers prepare for and advance in careers with a focus on sustainable, high-growth, high-demand industries. Our committed and well-trained workforce professionals deliver comprehensive wo…
Roles and Responsibilities Provide day-to-day production support for Boomi Runtimes, Runtime Clusters, and Atom topology. Troubleshoot and resolve runtime availability, deployment, execution, connectivity, configuration,…
$96k - $125k
the world. As we enter a period of significant go-to-market growth, we're investing heavily in our sales organization and need a recruiter who can match that pace.We're looking for a Recruiter, Go-to-Market who will own…
$165k - $220k
that directly shape how companies move and manage billions, Ramp is the place to do it. About the Role Ramp is hiring a Senior Recruiter to lead critical searches across our G&A functions. These teams shape how Ramp grow…
$125k - $230k
build relationships before they enter the broader talent market, and develop the next generation of Ramp talent. We’re hiring a Recruiter to help build and execute our Emerging Talent programs. You’ll own full-cycle recr…
$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…
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…
02
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.
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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