$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 · 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.
382
Open roles today
$22–$54/hr
Typical pay range
$72k
Median, full-time
10
Fresh in this list
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01
Open recruiter roles
12 shown of 382 · sorted by freshness
DescriptionAt HDR, our employee-owners are fully engaged in creating a welcoming environment where each of us is valued and respected, a place where everyone is empowered to bring their authentic selves and novel ideas t…
part of a global network dedicated to making a positive impact on communities worldwide.Reporting to the North American Director of Recruiting, the primary duties of the Regional Recruiting Director are to lead the recru…
We are looking for an Accounting Manager to lead core accounting operations and ensure timely, accurate financial reporting for a multi-entity organization. This role will oversee the full close cycle, strengthen reporti…
Sunoco LP is a leading energy infrastructure and fuel distribution master limited partnership operating across 32 countries and territories in North America, the Greater Caribbean, and Europe. The Partnership’s midstream…
$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…
About KIPP Texas Public Schools KIPP Texas Public Schools is a free, public charter school network with more than 45 Pre-K - 12 schools across Austin, Dallas-Fort Worth, Houston, and San Antonio. With over 30 years in Te…
DescriptionAt HDR, our employee-owners are fully engaged in creating a welcoming environment where each of us is valued and respected, a place where everyone is empowered to bring their authentic selves and novel ideas t…
DescriptionAt HDR, our employee-owners are fully engaged in creating a welcoming environment where each of us is valued and respected, a place where everyone is empowered to bring their authentic selves and novel ideas t…
DescriptionAt HDR, our employee-owners are fully engaged in creating a welcoming environment where each of us is valued and respected, a place where everyone is empowered to bring their authentic selves and novel ideas t…
$47k
services. We have made “Best of Staffing” lists for multiple years and continue to enjoy many accolades in the industry! The Recruiter is primarily responsible for prospecting new candidates for the division for which th…
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…
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.
03
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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