$14.5 - $15 per hour
HomeGoods At TJX Companies, every day brings new opportunities for growth, exploration, and achievement. You’ll be part of our vibrant team that embraces diversity, fosters collaboration, and prioritizes your development…
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.
391
Open roles today
$23–$57/hr
Typical pay range
$77k
Median, full-time
1
Fresh in this list
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01
Open recruiter roles
12 shown of 391 · sorted by freshness
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…
$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…
Ready to elevate your career? GFL is expanding! We are officially hunting for our next HR Data Analyst in Raliegh—someone ready to bring fresh ideas and grow alongside a dynamic team. GFL is one of the largest diversifie…
Accentuate Staffing is seeking a Recruiting Coordinator with a growing industrial services organization in Fuquay-Varina to join its Human Resources team. This is an excellent opportunity for a recruiting professional wh…
Recruiter. com is part of a family of incredible brands alongside Flawless Recruit and Employer.com. Together, we provide talent acquisition services to fit the unique hiring challenges of our clients. Whether they need…
Be the reason our customers feel taken care of. At Carolinas Collision Centers, a division of Capital Automotive Group, we know that an accident can turn someone's day upside down. That's why we're looking for a Collisio…
At CarCutter, we're redefining automotive sales with AI-driven image technology that helps dealerships and marketplaces sell more cars faster. By seamlessly incorporating state-of-the-art AI models into every step of the…
$40 per hour
A global leader in the industrial technology and manufacturing sector is seeking an experienced Senior Talent Acquisition Partner/ Recruiter to join its growing Human Resources team. This role is ideal for a strategic re…
Accentuate Staffing seeking an experienced and driven Recruiter to manage full-cycle recruiting efforts for a variety of positions across operations, project management, field teams, and corporate functions. This individ…
Accentuate Staffing is seeking a knowledgeable, proactive, and hands-on HR Generalist to support recruiting, employee relations, payroll processing, benefits administration, onboarding, and day-to-day HR operations. This…
applicable state and local laws governing nondiscrimination in employment. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, t…
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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