Technology Recruiter – Direct Hire (Perm) Randstad Digital is seeking a dynamic and driven Technology Recruiter to specialize in Direct Hire IT placements . In this role, you will act as a strategic talent advisor, conne…
Human Resources · Raleigh, NC
Recruiter jobs in Raleigh, NC
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.
540
Open roles today
$23–$57/hr
Typical pay range
$77k
Median, full-time
8
Fresh in this list
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01
Open recruiter roles
12 shown of 540 · sorted by freshness
$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…
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…
manufacturing and industrial markets across the Southeast. Job Summary Southern Industrial Constructors, Inc. is seeking a Recruiter based in the Wilmington, NC or Raleigh, NC location. The Recruiter supports workforce n…
Now hiring! Head of US Customer ServiceResearch Triangle Park, NC We are looking for a Head of US Customer Service to join our Agricultural Solutions team for our BASF Supply Chain organization in Research Triangle Park,…
$112.88k - $179.48k
DLA Piper is, at its core, bold, exceptional, collaborative and supportive. Our people are the backbone, heart and soul of our firm. Wherever you are in your professional journey, DLA Piper is a place you can engage in m…
$81.11k - $137.89k
Please note: This role is contingent upon a contract award. While it is not an immediate opening, we are actively conducting interviews and extending offers in anticipation of the award.The WorkAt ICF Next, we are fearle…
work through a sales apprenticeship program designed to develop you into an elite sales professional. You will initially learn the recruitment life cycle for a period of 6 months, then complete our mentorship-focused Sal…
service, staffing, or construction professional who enjoys working with people and keeping a fast-moving process on track. Direct recruiting experience is welcome but not required. Candidates with strong communication, s…
Patient Recruitment Associate I - Onsite Hybrid ICON is a global healthcare intelligence and clinical research organisation united by a mission to bring new medicines and treatments to patients faster. As a values-driven…
Accentuate Staffing is currently recruiting for a Contract Recruiter for a global pharmaceutical manufacturer in RTP, NC. The Recruiter will play a key role in attracting, sourcing, and hiring top talent to support the o…
Talent Sourcing Recruiter - Contract ICON plc is a world-leading healthcare intelligence and clinical research organization. We’re proud to foster an inclusive environment driving innovation and excellence, and we welcom…
02
What recruiters earn in Raleigh
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $23–$31 | $48k–$64k |
| Mid level | $31–$43 | $64k–$89k |
| Senior | $40–$57 | $84k–$119k |
Adjusted for the Raleigh 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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