Human Resources Generalist Recruiter Jobs
Human Resources Generalist Recruiter jobs are open from entry-level to senior across corporate enterprises, staffing agencies, healthcare systems, and technology companies, with specializations in full-cycle recruiting, generalist HR functions, and talent acquisition. Scan the live roles below and apply to whichever ones fit.
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Octagos is modernizing remote cardiac monitoring with AI-powered automation, seamless EHR integrations, and accuracy proven in high-volume, real-world clinics. Atlas AI™ triages cardiac device transmissions to filter nonactionable alerts and highlights the events that need true clinical attention. Through our Two-Brain Approach™ – combining Atlas AI with IBHRE-certified cardiac device specialists – Octagos delivers 99%+ accuracy, sensitivity, and specificity for near-perfect clinical performance. With fast, flexible, and zero-cost bi-directional EHR integrations, Octagos all-in-one solution helps clinics scale care efficiently without compromise. Recognized by TIME and Statista as one of the World’s Top HealthTech Companies in both 2025 and 2026, Octagos is redefining how cardiac care is delivered.
The Role
We're looking for an experienced Recruiter & HR Generalist to help us scale. In this hybrid role, you'll spend roughly 60–70% of your time leading full-cycle recruiting and 30–40% supporting core HR operations and people programs.
You'll own open reqs from intake to signed offer, act as a trusted advisor to hiring managers, and help build the recruiting and HR processes a growing company needs. Our hiring priorities shift as the business evolves, so you'll need to reprioritize quickly, keep stakeholders aligned, and stay effective when plans change.
This is a great fit for a well-rounded recruiter who enjoys ownership, wants broader HR exposure, and is excited to help shape the people function at a startup.
This is an in office position located in Houston, Texas.
What You'll Do
Recruiting (approximately 60–70%)
- Own full-cycle recruiting. Manage a full portfolio of open reqs end to end, from intake through offer, driving them to close quickly without sacrificing candidate quality.
- Partner with hiring managers. Lead intake meetings, help define role requirements and interview plans, and advise on market conditions, compensation, and candidate availability.
- Source strategically. Build pipelines of active and passive talent through LinkedIn Recruiter, AI-powered sourcing tools, job boards, networking, and referrals.
- Screen and assess. Review resumes, conduct phone/video screens, and present well-qualified shortlists with clear recommendations.
- Run a tight interview process. Coordinate interview loops, prepare interviewers and candidates, and drive timely feedback and decisions.
- Close candidates. Conduct reference checks, extend offers, and negotiate with candidates in partnership with leadership.
- Measure and improve. Track pipeline health and key metrics like time-to-fill and source effectiveness, and use the data to improve how we hire.
- Strengthen our recruiting engine. Build scalable recruiting processes, templates, and ATS workflows, and contribute to employer branding efforts.
HR Generalist (approximately 30–40%)
- Own the employee lifecycle. Manage onboarding and offboarding, ensuring every new hire has a smooth, consistent first experience.
- Manage HR systems and records. Maintain accurate employee records and HRIS data, and help with reporting as needed.
- Support benefits and employee questions. Support benefits administration and open enrollment, and serve as a go-to resource for employee questions on benefits, leave, and policies.
- Support employee relations. Act as a first point of contact for employee relations matters, documenting issues and escalating appropriately.
- Help keep us compliant. Help maintain compliance with employment laws and internal policies, including I-9s, required postings, and handbook updates.
- Build people programs. Contribute to performance reviews, engagement initiatives, and other people programs as the team grows.
What We're Looking For
- 3–5 years of recruiting experience, with a track record of owning full-cycle searches (in-house experience preferred; startup or high-growth experience is a plus)
- Hands-on exposure to general HR functions such as onboarding, HRIS, benefits, or employee relations
- Advanced sourcing skills on LinkedIn Recruiter, plus experience using AI tools to work more efficiently
- Confidence advising hiring managers, managing expectations, and pushing back when needed
- Experience extending offers and negotiating with candidates
- Working knowledge of employment laws and HR compliance basics
- Highly organized: you can juggle many reqs, stakeholders, and HR tasks without dropping balls
- Proactive: you spot what needs to happen next and do it without being asked
- Flexible and agile: you stay calm and effective when priorities change week to week
- Strong written and verbal communication skills, with sound judgment and discretion handling confidential information
- Comfortable working in office alongside the team
- Proficiency with an ATS and HRIS (ADP Workforce now preferred)
Nice to have:
- Experience recruiting for technical/clinical/sales roles
- SHRM-CP, PHR, or similar HR certification
- Bachelor's degree in HR, business, communications, or a related field (or equivalent experience)
What We Offer
- Health, dental, vision benefits
- Paid Time Off and Company Holidays
- 401(k) Program
Octagos is modernizing remote cardiac monitoring with AI-powered automation, seamless EHR integrations, and accuracy proven in high-volume, real-world clinics. Atlas AI™ triages cardiac device transmissions to filter nonactionable alerts and highlights the events that need true clinical attention. Through our Two-Brain Approach™ – combining Atlas AI with IBHRE-certified cardiac device specialists – Octagos delivers 99%+ accuracy, sensitivity, and specificity for near-perfect clinical performance. With fast, flexible, and zero-cost bi-directional EHR integrations, Octagos all-in-one solution helps clinics scale care efficiently without compromise. Recognized by TIME and Statista as one of the World’s Top HealthTech Companies in both 2025 and 2026, Octagos is redefining how cardiac care is delivered.
The Role
We're looking for an experienced Recruiter & HR Generalist to help us scale. In this hybrid role, you'll spend roughly 60–70% of your time leading full-cycle recruiting and 30–40% supporting core HR operations and people programs.
You'll own open reqs from intake to signed offer, act as a trusted advisor to hiring managers, and help build the recruiting and HR processes a growing company needs. Our hiring priorities shift as the business evolves, so you'll need to reprioritize quickly, keep stakeholders aligned, and stay effective when plans change.
This is a great fit for a well-rounded recruiter who enjoys ownership, wants broader HR exposure, and is excited to help shape the people function at a startup.
This is an in office position located in Houston, Texas.
What You'll Do
Recruiting (approximately 60–70%)
- Own full-cycle recruiting. Manage a full portfolio of open reqs end to end, from intake through offer, driving them to close quickly without sacrificing candidate quality.
- Partner with hiring managers. Lead intake meetings, help define role requirements and interview plans, and advise on market conditions, compensation, and candidate availability.
- Source strategically. Build pipelines of active and passive talent through LinkedIn Recruiter, AI-powered sourcing tools, job boards, networking, and referrals.
- Screen and assess. Review resumes, conduct phone/video screens, and present well-qualified shortlists with clear recommendations.
- Run a tight interview process. Coordinate interview loops, prepare interviewers and candidates, and drive timely feedback and decisions.
- Close candidates. Conduct reference checks, extend offers, and negotiate with candidates in partnership with leadership.
- Measure and improve. Track pipeline health and key metrics like time-to-fill and source effectiveness, and use the data to improve how we hire.
- Strengthen our recruiting engine. Build scalable recruiting processes, templates, and ATS workflows, and contribute to employer branding efforts.
HR Generalist (approximately 30–40%)
- Own the employee lifecycle. Manage onboarding and offboarding, ensuring every new hire has a smooth, consistent first experience.
- Manage HR systems and records. Maintain accurate employee records and HRIS data, and help with reporting as needed.
- Support benefits and employee questions. Support benefits administration and open enrollment, and serve as a go-to resource for employee questions on benefits, leave, and policies.
- Support employee relations. Act as a first point of contact for employee relations matters, documenting issues and escalating appropriately.
- Help keep us compliant. Help maintain compliance with employment laws and internal policies, including I-9s, required postings, and handbook updates.
- Build people programs. Contribute to performance reviews, engagement initiatives, and other people programs as the team grows.
What We're Looking For
- 3–5 years of recruiting experience, with a track record of owning full-cycle searches (in-house experience preferred; startup or high-growth experience is a plus)
- Hands-on exposure to general HR functions such as onboarding, HRIS, benefits, or employee relations
- Advanced sourcing skills on LinkedIn Recruiter, plus experience using AI tools to work more efficiently
- Confidence advising hiring managers, managing expectations, and pushing back when needed
- Experience extending offers and negotiating with candidates
- Working knowledge of employment laws and HR compliance basics
- Highly organized: you can juggle many reqs, stakeholders, and HR tasks without dropping balls
- Proactive: you spot what needs to happen next and do it without being asked
- Flexible and agile: you stay calm and effective when priorities change week to week
- Strong written and verbal communication skills, with sound judgment and discretion handling confidential information
- Comfortable working in office alongside the team
- Proficiency with an ATS and HRIS (ADP Workforce now preferred)
Nice to have:
- Experience recruiting for technical/clinical/sales roles
- SHRM-CP, PHR, or similar HR certification
- Bachelor's degree in HR, business, communications, or a related field (or equivalent experience)
What We Offer
- Health, dental, vision benefits
- Paid Time Off and Company Holidays
- 401(k) Program
Human Resources Generalist Recruiter Jobs by Experience Level
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Who's Hiring
What Employers Look For
The qualifications that appear most often in human resources generalist recruiter jobs.
- Bachelor's degree in human resources, business, or a related field
- Full-cycle recruiting experience from job posting through offer acceptance
- Proficiency with applicant tracking systems and HRIS platforms
- Knowledge of employment law, including EEOC compliance and I-9 requirements
- PHR or SHRM-CP certification preferred or required by many employers
- Experience conducting new-hire onboarding and benefits enrollment administration
Tips for Your Human Resources Generalist Recruiter Job Search
Tailor your resume for dual scope
Hiring managers for this hybrid role want to see both recruiting metrics and generalist HR work on the same resume. Quantify your fills and time-to-hire alongside benefits administration or employee relations experience so neither side of your background looks thin.
Highlight your ATS proficiency explicitly
Many applicant tracking systems pull resumes before a human sees them, and most job postings for this role name a specific system. List every ATS you have hands-on experience configuring or running, not just using as an end user, in a dedicated tools section.
Apply early to roles that fit
Migrate Mate lists human resources generalist recruiter openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Target postings that list both functions
Some postings lean recruiter-heavy while others lean generalist-heavy despite sharing this title. Read the responsibilities section carefully and prioritize openings where the split aligns with your stronger side so your application answers the actual day-to-day need.
Prepare a behavioral story for each HR function
Interviewers for generalist recruiter roles probe across multiple competencies in a single conversation, covering sourcing strategy, onboarding, compliance, and conflict resolution. Prepare a distinct STAR-format example for each function so you're not reusing the same story for different questions.
Negotiate based on scope, not just title
Offers for this role vary widely depending on whether you own recruiting exclusively, manage an HRIS, or handle employee relations caseloads. Before accepting, confirm the full scope in writing and use it to anchor your compensation conversation to the actual workload.
Human Resources Generalist Recruiter Jobs: Frequently Asked Questions
Which companies are hiring the most human resources generalist recruiters?
Kruger Family Industries, LVIS, and Hubbell are hiring the most human resources generalist recruiters right now, with openings concentrated in Michigan, Indiana, and Wisconsin, based on current listings on Migrate Mate as of November 2026. Healthcare systems, staffing firms, and large corporate employers tend to post this hybrid role most consistently throughout the year.
How many human resources generalist recruiter jobs are remote?
About 83% of human resources generalist recruiter openings are fully remote or hybrid as of November 2026, though the mix shifts by function. Recruiting coordination and sourcing work tends to be more remote-eligible than generalist duties like onboarding, benefits administration, and employee relations, which often require an in-person presence.
How do you become a human resources generalist recruiter?
Start with a bachelor's degree in human resources, business, or psychology, then gain early experience in either a recruiting coordinator or HR assistant role to build exposure to both functions. Earning a SHRM-CP or PHR certification strengthens your candidacy significantly. From there, move into roles that let you own both the talent acquisition pipeline and core generalist responsibilities simultaneously.
Can you get a human resources generalist recruiter job with little experience?
Yes, entry-level openings exist, particularly at staffing agencies and mid-size companies that need one person to cover both functions. Internships in HR or talent acquisition, proficiency with an applicant tracking system, and a SHRM student membership all help offset limited work history. Emphasize any recruiting or HR project work, even from coursework or volunteer roles, in your application.
What does the human resources generalist recruiter interview process look like?
Most processes run three to four stages: an initial phone screen with HR, a competency-based interview with the hiring manager covering both recruiting and generalist scenarios, and a practical exercise such as reviewing a job description or walking through a sourcing strategy. Final rounds often include a panel with department heads or a culture-fit conversation with senior leadership.
Where can I find and apply to human resources generalist recruiter jobs?
You can find and apply to human resources generalist recruiter jobs on Migrate Mate, which lists current openings from across the United States. Search the listings to find roles that match your experience and location preferences, then apply directly to each one that fits.
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