$75k
Role Overview The Caregiver Recruiter owns the full caregiver hiring cycle, from proactive sourcing and candidate outreach through on boarding and hand off to scheduling. This role is responsible for building and maintai…
Human Resources · San Diego, CA
Recruiter jobs in San Diego, 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.
391
Open roles today
$27–$68/hr
Typical pay range
$91k
Median, full-time
9
Fresh in this list
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01
Open recruiter roles
12 shown of 391 · 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…
Coordinator to support the daily human resources operations of a nonprofit organization in San DIego. This role will assist with recruiting, onboarding, employee records, benefits administration, and general HR support w…
Payroll Specialist - TemporaryRobert Half is seeking an experienced Payroll Specialist for a temporary opportunity with an established organization. This position will support payroll processing for multiple locations as…
We are looking for a Laptop Refresh Specialist to support a large-scale device deployment initiative for an insurance organization in San Diego, California. This Long-term Contract position is ideal for a desktop support…
this position. This is not a complete listing of all responsibilities, duties and/or skills required. Other duties may be assigned. Recruiting: Attract and recruit applicants by placing job advertisements and using job s…
IntroductionWelcome to Gallagher - a global community of people who bring bold ideas, deep expertise, and a shared commitment to doing what’s right. We help clients navigate complexity with confidence by empowering busin…
$263.9k - $359.5k
certifications, and/or training. The full salary range for certain locations is listed below. For locations not listed below, the recruiter can share more details about compensation for the role in your location during t…
$88.9k - $168.3k
applicable federal, state or local law. Accommodation for applicants with disabilities is available upon request in connection with the recruitment process and/or employment/partnership. RSM is committed to providing equ…
Guidant Global — provide mission‑critical skillsets across Engineering, IT, Life Sciences, and Professional Services. The Senior Recruiter plays a pivotal role in delivering high-quality talent solutions to enterprise an…
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$120k - $140k
elevate how we attract, assess, and hire exceptional talent. This is first and foremost a hands-on TA leadership role, you will set recruiting strategy, run searches end to end, and raise the bar on candidate and hiring-…
02
What recruiters earn in San Diego
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $27–$37 | $57k–$77k |
| Mid level | $37–$51 | $77k–$106k |
| Senior | $48–$68 | $100k–$142k |
Adjusted for the San Diego 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.
06
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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