$65k - $80k
Apply now: Technical Recruiter, Hybrid (Washington, DC) Job Title: Technical Recruiter Location-Type: Hybrid, Washington, DC (1 day in office per week) Start Date: To be confirmed Duration: Permanent Compensation Range:…
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.
2,280
Open roles today
$29–$72/hr
Typical pay range
$97k
Median, full-time
3
Fresh in this list
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01
Open recruiter roles
8 shown of 2,280 · sorted by freshness
$62k - $82k
Corporate Recruiter – Federal GovCon ROLE We are a growth company whose mission is to empower federal government agencies with highly skilled professionals across positions in IT, Legal, HR, Finance, and a variety of oth…
Job Summary: The Human Resources Recruiter Temporary is responsible for supporting full-cycle talent acquisition efforts, focusing on efficiently managing a high volume of requisitions while ensuring compliance with fede…
$75k - $90k
transition into operations. Job Summary Under the direction of the sites HR Manager, this position is responsible for all recruiting functions for the Kettle River Operations and Curle Project. The recruiter will serve a…
$40 - $45 per hour
Position: Recruiter III Location: Atlanta, GA; Chicago, IL; Dallas, TX; or Seattle, WA Duration: Contract Job ID: 178602 Job Overview: We are seeking a highly motivated and experienced Recruiter III to join our team in S…
perspectives, together we will honor our past and make Amtrak a company of the future. SUMMARY OF DUTIES: The Lead Technical Recruiter is responsible for sourcing, attracting, and hiring top technical talent to support C…
great food and offer next-level hospitality. We work hard, make people happy, and have fun while we are doing it! We are seeking a Recruiting Coordinator to join our James Beard award winning team for the restaurant grou…
$28 - $32 per hour
Job Title: Recruiter Industry: Consulting Firm / Professional Services Location: Washington, DC (Onsite) Assignment Type: Contract | 4–6 Months Pay: $28 – $32 / Hour, depending on experience Work Schedule: Monday–Friday,…
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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.
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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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