Public Trust: None Requisition Type: Regular Your Impact Own your opportunity to serve as a critical component of our nation’s safety and security. Make an impact by using your expertise to protect our country from threa…
Human Resources · San Antonio, TX
Recruiter jobs in San Antonio, TX
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.
411
Open roles today
$22–$54/hr
Typical pay range
$72k
Median, full-time
1
Fresh in this list
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01
Open recruiter roles
11 shown of 411 · 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…
We are seeking a highly analytical and detail-oriented Senior Insurance Service Specialist to join our high-volume service team. In this role, you will act as a subject matter expert, handling complex policy inquiries ac…
$35 - $45 per hour
well-established company in the construction industry, to identify a Talent Acquisition Specialist. This opportunity is ideal for a recruiting professional who enjoys managing the full hiring lifecycle, building strong r…
Public Trust: None Requisition Type: Regular Your Impact Own your opportunity to serve as a critical component of our nation’s safety and security. Make an impact by using your expertise to protect our country from threa…
excellence, clinical integrity, and measurable outcomes. Position Summary Athra Systems is seeking an experienced Provider Recruiter with a strong background in behavioral health provider recruitment to support our conti…
Articulate job duties, client environment, process, benefits, and paid time off to potential candidates. Maintain status on all recruiting assignments. Build a pool of candidates in anticipation of client needs for quick…
We are currently seeking a Temporary Talent Acquisition Specialist - Privileged to join our team. In this role, you will recruit for various commercial, federal, military and state contracts. You will work closely with a…
JOB SUMMARY The Patient Recruitment Specialist collaborates with the Director of Research, Investigators, and clinical site staff to recruit subjects for clinical trials. Our studies span a wide range of health issues, i…
form of payment in order to proceed with your application. Kindly ensure that you are always in communication with only authorized recruiters of TaskUs. DEI: In TaskUs we believe that innovation and higher performance ar…
Position Overview: Under supervision, this position provides financial and administrative support for the Fiscal Operations team. Primary duties are related to Payroll and the issuance of customer support services. Indep…
02
What recruiters earn in San Antonio
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $22–$29 | $45k–$60k |
| Mid level | $29–$40 | $60k–$84k |
| Senior | $38–$54 | $79k–$112k |
Adjusted for the San Antonio 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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