$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 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.
943
Open roles today
$32–$81/hr
Typical pay range
$108k
Median, full-time
8
Fresh in this list
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01
Open recruiter roles
12 shown of 943 · sorted by freshness
$123k - $150k
AI experience requirements vary by role and will be assessed during the interview process.About the RoleWe're hiring a Senior GTM Recruiter who brings strong talent advisory skills to the table. We are not looking for so…
company is headquartered in San Francisco with offices in New York, Seattle, Washington D.C., Raleigh, London, and Amsterdam.Our EPD Recruiting team builds the teams that build Plaid. We partner with leaders across Engin…
$80 - $90 per hour
DescriptionKforce's client in San Francisco, CA, Rocklin CA or San Jose, CA that is seeking an Organization Change Management Consultant - PIM/MDM Transformation.Project Description: Undergoing a large-scale transformati…
At EPAM Systems, we are looking for a Consultant in Robotics and Physical AI to drive the strategy, scoping and deployment of physical AI and humanoid robotics across data center hardware and logistics ecosystems, workin…
comRecruiting Coordinator (Contract)The OpportunityYou’ll help build the teams advancing groundbreaking therapies for patients. As a Recruiting Coordinator (Contract), you’ll be at the center of the hiring process-creati…
$70k - $215k
their own codebases. Proven platform, frontier AI, real stakes - that's the moment Tanium is in right now.As our Senior Technical Recruiter, you'll own full-cycle recruiting for some of our most competitive, highest-impa…
We are looking for an experienced CPP Sr. Payroll Specialist to oversee accurate and timely payroll operations for a mid-sized employee population in California. This position is ideal for someone who can manage end-to-e…
impact at Stripe, and provide a far-reaching impact for anyone trying to grow their business online. We are looking for a University Recruiter to join our team to attract and hire the very best junior talent, while provi…
$132k - $163k
technology evolves. AI experience requirements vary by role and will be assessed during the interview process. We’re seeking a Recruiter who’s passionate about discovering top talent, driving company growth, and helping…
$160k - $210k
more information, visit [alchemy.com]( About the Role Talent is Alchemy's greatest competitive advantage. As a Technical Recruiter, you'll be responsible for identifying, attracting, and closing exceptional technical tal…
$140k - $200k
looking for a Technical Sourcer to help identify and source candidates for our engineering roles. Reporting to the Head of Technical Recruiting, this position will have high visibility and the chance to have a large impa…
02
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.
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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