Our client is seeking a IT Field Support Technician Location : Sacramento CA Type : Contract, Onsite This role will require: Knowledge of Active Directory or other identity management system Experience with troubleshooti…
Human Resources · Sacramento, CA
Recruiter jobs in Sacramento, CA
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.
232
Open roles today
$25–$62/hr
Typical pay range
$84k
Median, full-time
5
Fresh in this list
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01
Open recruiter roles
12 shown of 232 · sorted by freshness
Roles/Responsibilities: # Image, install and move IT-related equipment. # Experience with hardware peripherals such as label/receipt printers and barcode scanners # A good understanding of Microsoft Edge configurations (…
$29 per hour
job summary: Our client is looking for a IT Systems Support Specialist for a year long onsite contract opportunity located in Sacramento, CA. location: Sacramento, California job type: Contract salary: $29 - 33 per hour…
$4,509.53 per month
efforts including visits to secondary schools or community organizations; assist with coordination and support of campaigns for recruitment, retention and completion efforts; record and coordinate student documentation a…
$19 per hour
Ready to keep our mailroom running like a well-oiled machine? We need a mailroom clerk who's organized and ready to handle all our mail with ease. Are you great at sorting and delivering mail and enjoy making sure everyt…
Job Summary (List Format): - Minimum 5+ years of hands-on experience in SAP ERP ABAP development and programming (ECC 6.0). - Experience working with multiple SAP ERP modules. - Proficiency in Web Dynpro ABAP, BAPIs, Enh…
$75k - $90k
side responsibility. Beyond those two priorities, you'll bring broad HR range — performance management, training & development, recruiting, safety & compliance, and policy management round out the role. You'll report to…
The knowledge and experience desired include: ~5+ years of hands-on experience in SAP ERP ABAP development and programming in ECC 6.0. ~ Work experience in multiple modules within the SAP ERP system ~ Knowledge of Web Dy…
Opportunity: Join Us as a Highly Skilled Recruiter! Are you looking for a dynamic work environment where your recruiting expertise truly makes an impact? Do you thrive in a fast-paced role that values your talent and mot…
Job description: Human Resources Specialist Schedule: Monday – Friday 8:30 am - 5:00 pm Benefits: ~ Medical/Dental/Vision/Life insurance ~ Paid time off ~401(k) ~ Dental ~ Life insurance ~ Vision insurance We are seeking…
Customer Experience Coordinator (Remote) We are looking for a motivated and customer-focused Customer Experience Coordinator to join our growing remote team. In this role, you will support clients by coordinating service…
$70k - $85k
Careerscape is recruiting on behalf of our client for an entry-level Email Support Specialist to join their growing remote customer care team. This is a great opportunity for someone who loves helping people, writes clea…
02
What recruiters earn in Sacramento
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $25–$34 | $52k–$70k |
| Mid level | $34–$47 | $70k–$97k |
| Senior | $44–$62 | $92k–$130k |
Adjusted for the Sacramento 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.
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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.
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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