The Senior Technical Recruiter i s responsible for identifying , screening, and managing candidates and consultants for contract and direct-hire positions. This position works with the sales team to fulfill open job orde…
Human Resources · Tampa, FL
Recruiter jobs in Tampa, FL
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.
508
Open roles today
$23–$57/hr
Typical pay range
$77k
Median, full-time
2
Fresh in this list
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01
Open recruiter roles
11 shown of 508 · sorted by freshness
maintaining confidentiality and delivering excellent employee support. Key Responsibilities: Human Resources Duties Coordinate recruitment activities, including posting jobs, scheduling interviews, and onboarding new emp…
$17.5 - $20 per hour
Remote Recruiter (Full-Time / Part-Time – 100% Remote) Pay: Training: $15/hr for 1-2 weeks | Regular: $17.50–$20/hr + Weekly Bonuses ($1,000–$3,000+/week) Type: Hourly + Performance Bonuses | Weekly Pay | Flexible Schedu…
Our goal is straightforward: to help them transition from feeling helpless to hopeful. As our Seasonal Christmas Fundraising Recruiter, you'll play a key role in expanding our reach. You'll be responsible for identifying…
VetsEZ is currently looking for a Technical Recruiter for a 100% remote position supporting a growing portfolio of federal government healthcare technology programs. You will recruit for a wide range of Information Techn…
$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…
Unlimited Earning Potential Are you motivated, competitive, and looking for a way to earn from home? We're looking for independent recruiters to help connect CDL drivers with top trucking companies across the country. Th…
$22.19 - $33.83 per hour
new hires from offer acceptance through orientation, this role provides consistent communication and status updates to candidates, recruiters, and hiring managers. The position may also oversee onboarding and screening p…
$35k - $150k
Gpac offers an excellent, remote work-life balance, in a fast-paced work environment. This is a position that allows you to help transform people's lives by placing them in their ideal positions with clients, while trans…
$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…
$45k - $150k
largest and most successful executive search firms in the country, with over 750 search consultants. We do not require previous recruiting experience because we provide the proper training, tools, resources and support t…
02
What recruiters earn in Tampa
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $23–$31 | $48k–$64k |
| Mid level | $31–$43 | $64k–$89k |
| Senior | $40–$57 | $84k–$119k |
Adjusted for the Tampa 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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