$121.79k
Agency: Customs and Border ProtectionDepartment: Department of Homeland SecuritySub agency: Air and Marine OperationsSalary: Starting at $121,785 Per year (GS 13)Dates: Open 09/28/2026 to 10/02/2026Schedule: Full-timeWor…
Human Resources · Washington, DC
Recruiter jobs in Washington, DC
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.
1,365
Open roles today
$29–$72/hr
Typical pay range
$97k
Median, full-time
4
Fresh in this list
No email, no resume, no sign-up. Save any listing below and you start anonymously.
You're signed in. Saving a listing drops it straight into your pipeline.
01
Open recruiter roles
8 shown of 1,365 · sorted by freshness
$30 - $36 per hour
records, and confidential documentation with accuracy and discretionAssist with benefits administration and leave managementSupport recruiting activities, including job postings, candidate screening, and interview coordi…
Agency: Bureau of Alcohol, Tobacco, Firearms and ExplosivesDepartment: Department of JusticeSub agency: Office of Human Resources and Professional Dev Classification, Performance Mgt & Policy DivisionSalary: Starting at…
Job title: High-Volume Recruiter Location: 100% Remote Duration: 04+ months | Possible extension Working hours: As per CST time zone Required Skills: High-volume recruiting experience, Self-starter / Go-getter attitude,…
Job Title: Talent Acquisition/HR Recruiter Location: Seatle, WA-hybrid mode Duration: 6 Months Responsibilities: Key member of the recruiting strategy team, developing and maintaining the required capability and talent.…
$130.5k - $171k
About the Role As a Senior Global Recruiter, you will play a critical role in building the leadership, commercial, and corporate teams that enable Spire to grow and deliver for customers around the world. Your primary fo…
$28 per hour
advancing inclusive hiring and building diverse, global teams? A premier international development nonprofit is seeking a dynamic Recruiter to lead full-lifecycle staffing operations. Reporting to the Senior Director of…
Is seeking a motivated and detail-oriented Junior Recruiter to join our growing Talent Acquisition team. This is an excellent opportunity for an early-career recruiting professional who is passionate about connecting exc…
02
What recruiters earn in Washington
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $29–$39 | $60k–$81k |
| Mid level | $39–$54 | $81k–$112k |
| Senior | $51–$72 | $106k–$150k |
Adjusted for the Washington 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.
06
Where this role goes
Typical progression
01
Recruiting Coordinator
02
Recruiter
03
Senior Recruiter
04
Recruiting Manager
05
Director of Talent Acquisition
Ten quiet minutes a day
Applying for recruiter jobs in Washington?
Robbi carries this page into your first day: your role, your city, your shift preference. Then it hands you a few small things each morning and keeps the pipeline honest.
Save what looks right here, then let Robbi hand you a few small things each morning and keep the follow-ups honest.
Start with this search
No email, no resume, no sign-up.
Open your tracker
Everything you saved is already there.