looking for people who are excited to build, take ownership, and grow with us. Job Description We are looking for a Senior Recruiter who can hire across functions, levels, and geographies in a fast-growing startup enviro…
Human Resources · San Jose, CA
Recruiter jobs in San Jose, 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.
405
Open roles today
$32–$80/hr
Typical pay range
$107k
Median, full-time
10
Fresh in this list
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01
Open recruiter roles
12 shown of 405 · 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…
$104k - $202k
000/yearType: Full time / Regular/PermanentCompany: WalmartBusiness Segment: Home OfficeRole summary: Walmart is seeking a Senior Recruiter to lead talent acquisition efforts by partnering with business leaders to develo…
a full-time, on-site, permanent role based in SJO10 building in San Jose, Costa Rica and does not offer relocation benefits.The Recruiting Coordinator (RC) serves as one of the very first impressions for candidates when…
We are looking for a Payroll Specialist to support accurate and timely payroll operations for a large, multi-state workforce in San Jose, California. This Long-term Contract position is ideal for someone who brings stron…
Key Responsibilities Gather business requirements and translate them into Teamcenter solutions. Configure and support Teamcenter modules, workflows, PDM, BOM, Change Management (ECR/ECO/ECN), and Release processes . Supp…
$85.8k - $140.96k
Role SummaryExecutes channel marketing activities and manages partner engagement by developing marketing collateral, coordinating product launch logistics, and tracking the effectiveness of partner campaigns. Maintains r…
$65 - $90 per hour
want to help define what comes next, let’s talk. Job Description About the Role We are looking for a Senior Technical Recruiter to partner with engineering leadership and help build our U.S. engineering teams behind the…
We are looking for an experienced Labor Relations Governance and SOP Consultant to lead a Contract engagement focused on strengthening labor and employee relations practices fora client in San Jose, California. This role…
Coordinator to support day-to-day human resources operations. This role will assist with onboarding, employee records management, recruiting coordination, HR administration, and employee support while ensuring a positive…
$100k - $177k
problems. We are growing our team and looking for contributors of all seniorities. Tenstorrent is hiring full time and contract recruiters. We're looking for people who own searches rather than fill them. You would carry…
Semiconductor Recruiter / Talent Analyst (Bilingual Mandarin) Location: San Jose, CA Work Arrangement: Onsite, 5 days/week Employment Type: Full-time Experience: Entry Level Compensation: Base Salary + Commission About t…
02
What recruiters earn in San Jose
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $32–$43 | $66k–$90k |
| Mid level | $43–$60 | $90k–$124k |
| Senior | $56–$80 | $117k–$166k |
Adjusted for the San Jose 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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