$160k - $200k
Starline, and Google Lens. Before that, Clay led the product and design teams for Google Workspace. What You'll Do:Lead full-cycle recruitment processes, from sourcing and screening to closing and onboarding, ensuring a…
Human Resources · San Francisco, CA
Recruiter jobs in San Francisco, 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.
889
Open roles today
$32–$81/hr
Typical pay range
$108k
Median, full-time
1
Fresh in this list
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01
Open recruiter roles
12 shown of 889 · 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…
All JobsView all categories → Popular Categories Healthcare36.0k Sales26.4k Operations22.6k Engineering21.0k Software Engineering14.1k Retail13.3k Marketing7.9k Data7.1k Product Management5.2k Education & Training3.8k Pr…
$175k - $240k
business leaders working together to build beneficial AI systems. About the role Anthropic is seeking a strategic Go-To-Market Recruiter specializing in Applied AI to join our GTM recruiting organization. In this role, y…
Employer.com , part of the Recruiter. com family of brands, has partnered with Salesforce to place contract recruiting talent supporting their North American Engineering and Product organization. Salesforce is one of the…
$58 per hour
Employer.com , part of the Recruiter. com family of brands, has partnered with Salesforce to place contract recruiting talent supporting their North American Sales and Go-To-Market organization. Salesforce is one of the…
Employer.com , part of the Recruiter. com family of brands, has partnered with Salesforce to place contract recruiting talent supporting their North American Sales and Distribution organization. Salesforce is one of the…
Employer.com is part of a family of incredible brands alongside Flawless Recruit and Recruiter.com. Together, we provide talent acquisition services to fit the unique hiring challenges of our clients. Whether they need h…
$109.07k - $125.59k
Nurse Recruiter – Elevate Your Career with Clinical Management Consultants Are you a driven and relationship-focused Nurse Recruiter ready to make a national impact in healthcare staffing? Join Clinical Management Consul…
turn ideas into impact. If you're ready to learn fast and help shape what's next, you'll fit right in. About the role As a Recruiter for the Marketing, Product, and Creative pipelines, you will help shape how we attract,…
$150k - $195k
their passion into a business, and bring people together through commerce. &##128187; Role We’re looking to hire a Senior Design Recruiter to manage end-to-end recruiting for our Product Design and Creative teams. You’ll…
$175k - $295k
business leaders working together to build beneficial AI systems. About the role: Anthropic is looking for a talented Technical Recruiter to partner with our Core Tech teams. In this pivotal role, you will be instrumenta…
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What recruiters earn in San Francisco
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $32–$44 | $67k–$91k |
| Mid level | $44–$61 | $91k–$126k |
| Senior | $57–$81 | $119k–$168k |
Adjusted for the San Francisco 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.
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Include time-to-fill and offer-acceptance numbers against team or industry baselines.
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Name your ATS and sourcing stack precisely, since agencies and in-house teams both screen for tool fluency.
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Distinguish agency versus in-house experience clearly; hiring teams weigh them differently.
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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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