Betty Jean Kerr Peoples Health Centers is a Certified Community Behavioral Health Organization that provides comprehensive mental health services to children and adults in the northern and central parts of the City of St…
Human Resources · St. Louis, MO
Recruiter jobs in St. Louis, MO
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.
379
Open roles today
$21–$53/hr
Typical pay range
$71k
Median, full-time
4
Fresh in this list
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01
Open recruiter roles
11 shown of 379 · 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…
PROGRAM: Mississippi Behavioral Health Services, LLC REPORTS TO: Director of Community Support Services; Clinical Manager SUPERVISED BY: Director of Community Support Services , Clinical Manager (LMHP); Case Manager; Psy…
$50k - $55k
We are seeking a Caregiver Recruiter to bring fresh ideas and invigorating energy to our company! This position is perfect for a self-starter that enjoys a challenge and will be motivated by the desire to track down the…
$16.5 per hour
About the Role Grimco has been built by great people — and finding those people is what this role is all about. As a Corporate Recruiter, you'll own full-cycle recruiting across a wide range of positions: hourly warehous…
environment that’s welcoming, flexible, and empowering for our team. The Role: We’re looking for a proactive, relationship-driven Recruiter to join our team. In this role, you’ll play a hands-on role in sourcing, attract…
$50k - $60k
? Well, dream no more! AccuCare Home Health of St. Louis is on the hunt for a rock star. Our ideal Talent Acquisition Specialist/ Recruiter will help us build the dream team. You will represent our employer brand to pote…
executive search firms in the country, with an extensive and ever-growing network of search consultants. We do not require previous recruiting experience because we provide the proper training, tools, resources and suppo…
$36k - $150k
Overview: Gpac has grown from a small, family-owned company into a top recruiting firm in the nation over our 30+ years in business. With a reputation for excellence, we are dedicated to providing the best service to our…
$30k - $36k
largest and most successful executive search firms in the country, with over 350 search consultants. We do not require previous recruiting experience because we provide the proper training, tools, resources and support t…
$35k - $300k
Recruiting Partner - Transform Careers and Lives with gpac Make an Impact. Build a Career. Earn Without Limits. gpac (Growing People and Companies) has grown from a small, family-owned business into one of the nation's t…
02
What recruiters earn in St. Louis
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $21–$29 | $44k–$60k |
| Mid level | $29–$40 | $60k–$83k |
| Senior | $38–$53 | $78k–$110k |
Adjusted for the St. Louis 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.
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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