$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 · Richmond, VA
Recruiter jobs in Richmond, VA
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.
366
Open roles today
$23–$57/hr
Typical pay range
$77k
Median, full-time
7
Fresh in this list
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01
Open recruiter roles
12 shown of 366 · sorted by freshness
this role, you will lead functional design and delivery across Workday VNDLY, Workday Human Capital Management (HCM), and Workday Recruiting, helping clients connect processes, data, and technology. You will work with cl…
Job DescriptionADP is hiring a Sales Representative, Human Resources Outsourcing (HRO).Are you ready for your next best job where you can elevate your financial future?Are you looking to grow your career with a formal ca…
$113.93k - $242.11k
Job ID: 43594Reference: 300016180738279Location: Houston, TX, United States | Atlanta, GA, United States | Charlotte, NC, United States | Highlands Ranch, CO, United States | Jacksonville, FL, United States | Los Angeles…
$100k - $150k
Overview LMI is seeking a strategic, innovative, and high‑energy Talent Acquisition Lead to drive full‑cycle recruiting, workforce planning, and talent pipeline development for a large, multi‑site enterprise IT program s…
$55 - $58.62 per hour
Safety Specialist Pay Rate: $55-$58.62/hr Location: Richmond, VA Per Diem offered Summary: The Safety Specialist serves as an Owner Safety Representative (OSR) supporting construction activities on utility scale solar an…
$91.1k - $179.5k
design and implementation, work with cross-functional stakeholders, and deliver measurable business outcomes in complex environments. Recruiting for this role ends on 10/25/2026. Work you'll do As a Consultant, you will…
MAU is hiring a Talent Acquisition Specialist in Richmond, VA. As a Talent Acquisition Specialist, you will support on-site recruitment activities, manage candidate pipelines, and coordinate direct-hire hiring processes…
As a Recruiter, you will be responsible for identifying qualified staff to fill clinical positions within our agency. Our agency is growing and we are seeking an individual that is able to grow with us, that has a founda…
Are you ready to accelerate your career? As a Cielo Senior Recruiter, you will be responsible for service excellence throughout the recruitment cycle. You will act as a brand ambassador for the client, focusing on delive…
$15 per hour
around us. D1 is passionate about impacting and changing lives. Job Summary High energy, enthusiastic person to join our Recruiting team. This position involves taking incoming calls, making outgoing calls, booking free…
$35k - $300k
For more than 30 years, gpac has grown from a small, family-owned firm into one of the nation's premier executive search and recruiting organizations. Our success is built on one simple mission: connecting exceptional ta…
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What recruiters earn in Richmond
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 Richmond 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
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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.
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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
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Director of Talent Acquisition
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