$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 · Pittsburgh, PA
Recruiter jobs in Pittsburgh, PA
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.
441
Open roles today
$23–$56/hr
Typical pay range
$75k
Median, full-time
8
Fresh in this list
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01
Open recruiter roles
12 shown of 441 · sorted by freshness
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…
As a Senior Specialist - Marketing (Campaign Management), you will help lead the campaign intake, planning, and production activities within an assigned business area. You will serve as the primary liaison between the st…
Company Overview:Blink Health is the fastest growing healthcare technology company that builds products to make prescriptions accessible and affordable to everybody. Our two primary products - BlinkRx and Quick Save - re…
$110.7k - $218.3k
to modernize core processes, enable digital transformation, and help clients unlock lasting value through SAP-enabled solutions. Recruiting for this role ends on 12/18/2026. Work you’ll do As a Senior Consultant on the S…
Industry/SectorNot ApplicableSpecialismOperationsManagement LevelDirectorJob Description & SummaryThe OpportunityAs a Manufacturing QMS Consultant within our Operations practice, you will specialize in optimizing operati…
Columbia, Brazil, Australia, Canada and the U.S. you will be joining a dynamic international team that provides a best-in-class recruitment service. As a Talent Acquisition Specialist, you possess a unique blend of speci…
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…
remotely when needed, we encourage our teams to be in the office for most of the time. We encourage candidates to connect with their recruiter and hiring manager to understand workplace expectations and ensure the role a…
Senior Technical Recruiter Techstra Solutions is seeking an experienced Senior Technical Recruiter to support the recruitment of technology professionals across banking and financial services clients. This role is ideal…
based in Pittsburgh on a 12-month contract. Reporting to the Lead, Talent Acquisition - USA, you will play a key role in supporting recruitment activities across the region. Working within a collaborative and high-perfor…
$48 - $65 per hour
passive talent. Compass is looking for a Talent Sourcing Specialist who wants to keep their hands on the pulse of high-impact recruiting without managing full end-to-end desks. We need a high-level tactical Sourcer who c…
02
What recruiters earn in Pittsburgh
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $23–$30 | $47k–$63k |
| Mid level | $30–$42 | $63k–$87k |
| Senior | $39–$56 | $82k–$116k |
Adjusted for the Pittsburgh 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.
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.
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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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