Recruitment Account Manager Jobs
Recruitment Account Manager jobs are open across staffing, executive search, and RPO firms, as well as corporate talent acquisition teams, at every level from junior consultant to senior account director, with specializations in permanent placement, contract staffing, and client development. See the openings below and apply to the ones that match your experience.
Find JobsLooking for remote work? View remote recruitment account manager jobs →Overview
Showing 5 of 1,798+ Recruitment Account Manager jobs
Talent Acquisition Consultant II
Human Resources Administration
Georgia State University
Georgia State University is a vibrant community in the heart of Atlanta. At Georgia State University (GSU), we value the unique skills, perspective, talents, and passion that each employee contributes to its learning community. To work at GSU is to accept an invitation to participate in the growth and development of the internal and external community we serve!
WHAT MAKES GSU A GREAT PLACE?
- Generous benefits, including health, dental, vision, tuition assistance, retirement, etc.
- A knowledge-sharing organization that works collaboratively with diverse partners.
- Professional development opportunities and mentorship.
Position Summary
The Talent Acquisition Consultant II (TAC) role has a duty to ensure compliance with legal and regulatory requirements throughout the recruitment and hiring processes. They collaborate with Human Resource Officers (HROs) to align sourcing and hiring strategies with compliance guidelines based on USG/GSU requirements. TACs are also responsible for building effective partnerships with the colleges and divisions they serve. In addition to possessing strong and strategic recruitment skills, TACs must be self-starters with exceptional strategic thinking and emotional intelligence. There is an increase level of responsibility for and must be capable of making decisions that align with the organization's policies and procedures and provide expert advice on these policies and procedures.
The intent is to fill multiple vacancies from this posting, primarily recruiting for the Talent Acquisition Consultant II position. Based on the selected candidate’s relevant work experience, education, and/or credentials, the role may be filled at the Talent Acquisition Consultant I or II level.
The main competencies required to perform the duties of the TAC II include:
- Strategic Thinking: Ability to develop and implement long-term recruitment strategies.
- Compliance Expertise: Thorough understanding of employment laws and regulations.
- Relationship Building: Strong skills in building and maintaining effective partnerships.
- Communication: Excellent verbal and written communication skills.
- Emotional Intelligence: High level of self-awareness, empathy, and interpersonal skills.
- Adaptability: Ability to thrive in a dynamic and fast-paced environment.
What Will You Do?
- Assesses the needs of the hiring manager and develops a recruitment strategy. The strategy includes a recruitment calendar, selected recruitment sources, and a process to determine candidate qualifications.
- Identifies the professional and technical knowledge and skills deemed appropriate for positions based on the expectations of the manager department and/or position minimum hiring standards (MHS) when appropriate, coordinates changes in MHS for the hiring manager with the Classification and Compensation Unit.
- Utilizes creative sourcing methods, including social media, to generate a qualified pool of applications.
- Recruits for hard-to-fill positions.
- Supports hiring managers in the preparation of requisitions with specific assistance in writing position specifications, working with the department of Classification and Compensation to determine the posted salary range, selecting appropriate skill demonstrations if appropriate, and determining if a credit check is appropriate.
- Plans and attends various career fairs for various recruitment efforts. Stays abreast of changes in the relevant labor market.
- Serves as an advisor and/or consultant to hiring managers during the recruitment and selection of employees for the University, ensuring managers understand the timeliness and appropriateness of recruitment activities.
- Provides instruction and direction to managers and HR administrators, ensuring compliance with University recruitment and selection procedures and practices.
- Seeks ways to add value to the services of the Employment Office to the hiring manager and job applicant by focusing on their particular needs and utilizing the department’s capabilities appropriately.
- Works in conjunction with Talent Acquisition Consultant I to monitor the screening of all applications received by the Employment Office for adherence to the specifications of the hiring manager, established minimum hiring standards, and satisfactory completion of all prerequisite skill assessments and background investigations.
Disclaimer: This job requisition provides a high-level job definition. It is not intended to provide a comprehensive or exclusive list of job duties. As such, job duties and/or responsibilities within the context of this job requisition may change at the discretion of the employee’s direct supervisor.
MINIMUM HIRING QUALIFICATIONS:
- Bachelor's degree; or a combination of education and related experience.
PREFERRED HIRING QUALIFICATIONS:
- Experience supporting recruitment within a higher education or similarly complex, regulated environment, with an understanding of institutional policies and compliance requirements.
- Demonstrated success managing a high-volume requisition load while maintaining quality, timeliness, and a positive candidate and stakeholder experience.
- Strong ability to adapt to changing priorities, processes, and organizational needs, with a proactive and solutions-oriented mindset.
- Proven ability to exercise sound judgment and discretion when advising hiring managers, particularly in complex or ambiguous situations.
- Ability to quickly learn and apply new systems, policies, and procedures, with minimal supervision.
- Strong consulting and relationship-building skills, with the ability to influence and guide stakeholders throughout the recruitment process.
- Experience using applicant tracking systems (e.g., Taleo or similar) and leveraging data to inform recruitment strategies and decisions.
Salary offers will be determined based on the candidate’s qualifications in relation to the Minimum Hiring Standards. Candidates earlier in their careers are typically offered salaries closer to the minimum of the hiring range, while those with more advanced or relevant experience may be considered for compensation at or above the hiring range.
College/Business Unit:
Human Resource Services
Department: Human Resources Administration
LOCATION:
Atlanta Campus
Shift: 8:30AM - 5:15PM
Salary: $50,100 - $60,000
FLSA Status: Exempt
Job Type: Full Time (Benefits Eligible)
JOB POSTING:
11/13/26, 7:27:26 AM
CLOSING DATE:
11/27/26, 10:59:00 PM
Special Instructions:
To be fully considered for this position, all candidates must submit the following at the time of submission:
- A complete and accurate GSU application
- Resume
- Cover Letter (Recommended)
- Final candidates must provide three professional references.
LI-BD1
Georgia State University Values COMMUNITY: Fostering a distinctive shared identity and common purpose across our multi-campus university, IDENTITY, PLACEMAKING & BELONGING: Respecting the dignity and value of all people and perspectives through honorable conduct based on engagement, fairness, access, and civility, TRANSFORMATION: Intentionally pursuing knowledge, practice, and scholarly rigor to inspire lifelong learning, and to make our community and the world a better place INTEGRITY: Adhering to our values, mission, and the truth through respectful cooperation and effective stewardship of resources, EXCELLENCE: Achieving the highest standards and distinction in teaching, research, and service, STRATEGIC INNOVATION: Embracing invention and creativity in the pursuit of meaningful discovery using our collective talents.
USG Core Value Statement
The University System of Georgia is comprised of our 25 institutions of higher education and learning, as well the System Office. Our USG Statement of Core Values are Integrity, Excellence, Accountability and Respect. These values serve as the foundation for all that we do as an organization, and each USG community member is responsible for demonstrating and upholding these standards. More details on the USG Statement of Core Values and Code of Conduct are available in USG Board Policy 8.2.18.1.2 and can be found online at https://www.usg.edu/policymanual/section8/C224/#p8.2.18_personnel_conduct. Additionally, USG supports Freedom of Expression as stated in Board Policy 6.5 Freedom of Expression and Academic Freedom found online at https://www.usg.edu/policymanual/section6/C2653.
Equal Employment Opportunity
Georgia State University is an equal opportunity employer with regard to veterans and individuals with disabilities and prohibits discrimination on the basis of an individual’s race, color, religion, sex, national origin, age, disability, genetic information, or protected veteran status.
Background Check
Successful candidate must be able to pass a comprehensive criminal background investigation and other background searches as applicable to the job such as credit check and Motor Vehicle Record.
Clery Disclosure of Campus Security Policy and Campus Crime:
Georgia State University is committed to its students' and employees' safety and security. It complies with the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act (Clery Act) to provide information on certain crimes on campus. This position may be designated as a Campus Security Authority, ensuring that reported crimes are routed to the appropriate University office.
Please note, Georgia State University’s career board updates daily and requisitions are subject to be removed without prior notice or before the posting expires. Georgia State University prohibits discrimination on the basis of an individual's age, color, disability, genetic information, national origin, race, religion, sex, or veteran status.
Talent Acquisition Consultant II
Human Resources Administration
Georgia State University
Georgia State University is a vibrant community in the heart of Atlanta. At Georgia State University (GSU), we value the unique skills, perspective, talents, and passion that each employee contributes to its learning community. To work at GSU is to accept an invitation to participate in the growth and development of the internal and external community we serve!
WHAT MAKES GSU A GREAT PLACE?
- Generous benefits, including health, dental, vision, tuition assistance, retirement, etc.
- A knowledge-sharing organization that works collaboratively with diverse partners.
- Professional development opportunities and mentorship.
Position Summary
The Talent Acquisition Consultant II (TAC) role has a duty to ensure compliance with legal and regulatory requirements throughout the recruitment and hiring processes. They collaborate with Human Resource Officers (HROs) to align sourcing and hiring strategies with compliance guidelines based on USG/GSU requirements. TACs are also responsible for building effective partnerships with the colleges and divisions they serve. In addition to possessing strong and strategic recruitment skills, TACs must be self-starters with exceptional strategic thinking and emotional intelligence. There is an increase level of responsibility for and must be capable of making decisions that align with the organization's policies and procedures and provide expert advice on these policies and procedures.
The intent is to fill multiple vacancies from this posting, primarily recruiting for the Talent Acquisition Consultant II position. Based on the selected candidate’s relevant work experience, education, and/or credentials, the role may be filled at the Talent Acquisition Consultant I or II level.
The main competencies required to perform the duties of the TAC II include:
- Strategic Thinking: Ability to develop and implement long-term recruitment strategies.
- Compliance Expertise: Thorough understanding of employment laws and regulations.
- Relationship Building: Strong skills in building and maintaining effective partnerships.
- Communication: Excellent verbal and written communication skills.
- Emotional Intelligence: High level of self-awareness, empathy, and interpersonal skills.
- Adaptability: Ability to thrive in a dynamic and fast-paced environment.
What Will You Do?
- Assesses the needs of the hiring manager and develops a recruitment strategy. The strategy includes a recruitment calendar, selected recruitment sources, and a process to determine candidate qualifications.
- Identifies the professional and technical knowledge and skills deemed appropriate for positions based on the expectations of the manager department and/or position minimum hiring standards (MHS) when appropriate, coordinates changes in MHS for the hiring manager with the Classification and Compensation Unit.
- Utilizes creative sourcing methods, including social media, to generate a qualified pool of applications.
- Recruits for hard-to-fill positions.
- Supports hiring managers in the preparation of requisitions with specific assistance in writing position specifications, working with the department of Classification and Compensation to determine the posted salary range, selecting appropriate skill demonstrations if appropriate, and determining if a credit check is appropriate.
- Plans and attends various career fairs for various recruitment efforts. Stays abreast of changes in the relevant labor market.
- Serves as an advisor and/or consultant to hiring managers during the recruitment and selection of employees for the University, ensuring managers understand the timeliness and appropriateness of recruitment activities.
- Provides instruction and direction to managers and HR administrators, ensuring compliance with University recruitment and selection procedures and practices.
- Seeks ways to add value to the services of the Employment Office to the hiring manager and job applicant by focusing on their particular needs and utilizing the department’s capabilities appropriately.
- Works in conjunction with Talent Acquisition Consultant I to monitor the screening of all applications received by the Employment Office for adherence to the specifications of the hiring manager, established minimum hiring standards, and satisfactory completion of all prerequisite skill assessments and background investigations.
Disclaimer: This job requisition provides a high-level job definition. It is not intended to provide a comprehensive or exclusive list of job duties. As such, job duties and/or responsibilities within the context of this job requisition may change at the discretion of the employee’s direct supervisor.
MINIMUM HIRING QUALIFICATIONS:
- Bachelor's degree; or a combination of education and related experience.
PREFERRED HIRING QUALIFICATIONS:
- Experience supporting recruitment within a higher education or similarly complex, regulated environment, with an understanding of institutional policies and compliance requirements.
- Demonstrated success managing a high-volume requisition load while maintaining quality, timeliness, and a positive candidate and stakeholder experience.
- Strong ability to adapt to changing priorities, processes, and organizational needs, with a proactive and solutions-oriented mindset.
- Proven ability to exercise sound judgment and discretion when advising hiring managers, particularly in complex or ambiguous situations.
- Ability to quickly learn and apply new systems, policies, and procedures, with minimal supervision.
- Strong consulting and relationship-building skills, with the ability to influence and guide stakeholders throughout the recruitment process.
- Experience using applicant tracking systems (e.g., Taleo or similar) and leveraging data to inform recruitment strategies and decisions.
Salary offers will be determined based on the candidate’s qualifications in relation to the Minimum Hiring Standards. Candidates earlier in their careers are typically offered salaries closer to the minimum of the hiring range, while those with more advanced or relevant experience may be considered for compensation at or above the hiring range.
College/Business Unit:
Human Resource Services
Department: Human Resources Administration
LOCATION:
Atlanta Campus
Shift: 8:30AM - 5:15PM
Salary: $50,100 - $60,000
FLSA Status: Exempt
Job Type: Full Time (Benefits Eligible)
JOB POSTING:
11/13/26, 7:27:26 AM
CLOSING DATE:
11/27/26, 10:59:00 PM
Special Instructions:
To be fully considered for this position, all candidates must submit the following at the time of submission:
- A complete and accurate GSU application
- Resume
- Cover Letter (Recommended)
- Final candidates must provide three professional references.
LI-BD1
Georgia State University Values COMMUNITY: Fostering a distinctive shared identity and common purpose across our multi-campus university, IDENTITY, PLACEMAKING & BELONGING: Respecting the dignity and value of all people and perspectives through honorable conduct based on engagement, fairness, access, and civility, TRANSFORMATION: Intentionally pursuing knowledge, practice, and scholarly rigor to inspire lifelong learning, and to make our community and the world a better place INTEGRITY: Adhering to our values, mission, and the truth through respectful cooperation and effective stewardship of resources, EXCELLENCE: Achieving the highest standards and distinction in teaching, research, and service, STRATEGIC INNOVATION: Embracing invention and creativity in the pursuit of meaningful discovery using our collective talents.
USG Core Value Statement
The University System of Georgia is comprised of our 25 institutions of higher education and learning, as well the System Office. Our USG Statement of Core Values are Integrity, Excellence, Accountability and Respect. These values serve as the foundation for all that we do as an organization, and each USG community member is responsible for demonstrating and upholding these standards. More details on the USG Statement of Core Values and Code of Conduct are available in USG Board Policy 8.2.18.1.2 and can be found online at https://www.usg.edu/policymanual/section8/C224/#p8.2.18_personnel_conduct. Additionally, USG supports Freedom of Expression as stated in Board Policy 6.5 Freedom of Expression and Academic Freedom found online at https://www.usg.edu/policymanual/section6/C2653.
Equal Employment Opportunity
Georgia State University is an equal opportunity employer with regard to veterans and individuals with disabilities and prohibits discrimination on the basis of an individual’s race, color, religion, sex, national origin, age, disability, genetic information, or protected veteran status.
Background Check
Successful candidate must be able to pass a comprehensive criminal background investigation and other background searches as applicable to the job such as credit check and Motor Vehicle Record.
Clery Disclosure of Campus Security Policy and Campus Crime:
Georgia State University is committed to its students' and employees' safety and security. It complies with the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act (Clery Act) to provide information on certain crimes on campus. This position may be designated as a Campus Security Authority, ensuring that reported crimes are routed to the appropriate University office.
Please note, Georgia State University’s career board updates daily and requisitions are subject to be removed without prior notice or before the posting expires. Georgia State University prohibits discrimination on the basis of an individual's age, color, disability, genetic information, national origin, race, religion, sex, or veteran status.
Recruitment Account Manager Jobs by Experience Level
See All 1,798+ Recruitment Account Manager Jobs
Find roles that match your experience and apply in just a few clicks.
Find JobsRecruitment Account Manager Job Market
Who's Hiring
- TikTok29
- Amazon16
- Prime Healthcare Services11
- Legora9
- CARVANA9
Top Industries Hiring
- Technology & Software40
- Healthcare & Medical Services22
- Construction & Real Estate18
- Consulting & Professional Services11
- Food & Beverage7
What Employers Look For
The qualifications that appear most often in recruitment account manager jobs.
- 1-3 years of experience in staffing, recruiting, or B2B account management
- Proven ability to develop and grow client relationships in a quota-carrying role
- Experience using an applicant tracking system to manage job orders and candidate pipelines
- Strong written and verbal communication skills for client-facing presentations and negotiations
- Proficiency with CRM software to log activity, track accounts, and forecast revenue
- Bachelor's degree in business, human resources, communications, or a related field
Tips for Your Recruitment Account Manager Job Search
Quantify your client revenue and retention
Hiring managers want to see the size of accounts you managed and the revenue you influenced. Replace vague descriptions with specific outcomes, like growing a client from a single department to a company-wide staffing agreement or reducing client churn across your book of business.
Distinguish your BD and AM experience clearly
Many postings separate candidates who hunt new logos from those who grow existing accounts. Read each job description carefully to identify which the role prioritizes, then lead your resume with the experience that matches, so the hiring team immediately places you in the right bucket.
Apply early to roles that fit
Migrate Mate lists recruitment account manager openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Tailor your pitch to the vertical they serve
A staffing firm focused on technology hiring expects different account management instincts than one serving light industrial or healthcare. Research the firm's client base before you apply and reference the vertical explicitly in your cover letter and interview to signal sector fluency.
Prepare a client scenario for every interview stage
Expect behavioral questions about handling a dissatisfied client, re-engaging a dormant account, and negotiating a rate increase. Have a concise, outcome-focused example ready for each scenario, because interviewers at staffing firms probe these situations in detail across multiple rounds.
Negotiate total compensation, not just base salary
Commission structure, draw periods, quota ramp timelines, and car allowances vary widely across recruitment firms. During the offer stage, ask for the full compensation breakdown in writing so you can compare the realistic first-year earning potential across any competing offers you have.
Recruitment Account Manager Jobs: Frequently Asked Questions
Which companies are hiring the most recruitment account managers?
The companies hiring the most recruitment account managers right now include TikTok, Amazon, and Prime Healthcare Services, with the largest share of openings in Texas, California, and New York, based on current listings on Migrate Mate as of November 2026. Demand is consistent across national staffing firms, regional search boutiques, and corporate talent acquisition functions.
How many recruitment account manager jobs are remote?
About 62% of recruitment account manager openings are fully remote or hybrid as of November 2026, with remote availability varying by company type and client tier. Business development roles tied to in-person client meetings tend to require more on-site presence, while account management focused on delivery coordination and renewals is more likely to be offered remotely.
How do you become a recruitment account manager?
Most people move into recruitment account management after starting as a recruiter or staffing coordinator, building sourcing and candidate management skills first. From there, you take on client-facing responsibilities, eventually owning job orders and account relationships independently. Firms typically promote internally, so joining a staffing company in a recruiting role is one of the most direct paths into account management.
Can you get hired as a recruitment account manager with little experience?
Yes, some firms hire candidates with limited direct experience if you can demonstrate strong communication skills, comfort with sales conversations, and the ability to manage competing priorities. Highlighting any client-facing work from retail, hospitality, or customer success roles helps. Many staffing companies also run structured training programs specifically designed to develop new account managers from scratch.
What does the recruitment account manager interview process look like?
The process typically starts with a phone screen focused on your sales background and comfort with commission-based roles, followed by one or two rounds covering client scenario questions and your approach to growing an account. Some firms include a mock sales pitch or role-play exercise to assess how you handle objections. Final rounds often involve the branch manager or regional director.
Where can I find and apply to recruitment account manager jobs?
You can find and apply to recruitment account manager jobs on Migrate Mate, which lists current openings from across the United States. Search for roles that match your experience level and specialization, then apply directly to each listing that fits your background and target market.
See All 1,798+ Recruitment Account Manager Jobs
Find roles that match your experience and apply in just a few clicks.
Find Jobs