including enrollments, changes, and terminations. Track employee attendance, PTO, FMLA, and other leave programs. Assist with recruiting, interviewing, hiring, and pre-employment screening. Ensure compliance with DOT emp…
Human Resources · Omaha, NE
Recruiter jobs in Omaha, NE
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.
361
Open roles today
$21–$53/hr
Typical pay range
$71k
Median, full-time
4
Fresh in this list
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01
Open recruiter roles
10 shown of 361 · sorted by freshness
$20 - $22.4 per hour
Do you have a passion for enhancing the lives of others? Become part of the Better Living team today and make a difference!Better Living specializes in the reunification of families through a collaborative effort with DH…
Job Description Job Description Roles and Responsibilities:The team lead position is responsible for providing quality and efficient customer service to customers through the daily management of a team of employees to in…
Recruiter Recruit Top Talent. Build Relationships. Drive Growth. Join the Team at zTrip zTrip is seeking a motivated and relationship-focused Recruiter to help grow our driver network and support our continued expansion.…
$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…
What will I do: The Recruiter develops, negotiates, and implements partnerships with traveling long-term care, allied and nursing healthcare professional across the nation. The Recruiter position is integral in sourcing…
Recruiter (Healthcare & Sales) Status: Full-Time, Exempt (competitve salary & comprehensive benefits) Location: West Omaha, NE Help Build the Team Behind the World's #1 Laser Hair Removal Company With nearly 400 clinics…
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…
$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…
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…
02
What recruiters earn in Omaha
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $21–$29 | $44k–$60k |
| Mid level | $29–$40 | $60k–$83k |
| Senior | $38–$53 | $78k–$110k |
Adjusted for the Omaha 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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