Staff Recruiter Jobs
Staff recruiter jobs are open across corporate enterprises, staffing agencies, healthcare, tech, and financial services, from entry-level to senior and lead, with specializations in technical recruiting, volume hiring, and executive search. Find a role that fits below and apply directly.
Find Staff Recruiter JobsOverview
Showing 5 of 47+ Staff Recruiter jobs
Overview
Responsibilities
- Deliver consistent hiring outcomes: at least 3 hires per month, with a minimum of 2 external (9 per quarter, at least 6 external), and 99%+ attainment of your assigned hiring plan.
- Run full-cycle recruiting for complex, high-priority roles from intake and scoping through sourcing strategy, assessment, and close.
- Build quarterly hiring plans with realistic ramps, pipeline strategy, and risk mitigation, and anticipate risks early. Escalate with solutions, not just status.
- Source competitively, including from competitor talent, and place hires at the right level to support the tech pyramid strategy.
- Lead offer negotiation and closing with Compensation, HRBP, and hiring managers. Deliver an inclusive, high-quality candidate and hiring manager experience at every stage.
- Act as the account manager for your business unit, with a clear view of hiring progress at any point.
- Influence decisions on leveling, location, compensation, and talent profile using market intelligence and competitive data.
- Deliver insight-driven reporting, such as weekly updates, QBR content, and talent landscape briefings, in partnership with Finance and HRBP. Guide hiring managers on assessment, interview best practices, and calibration against Intuit's updated rubrics and craft skills.
- Diagnose system-level roadblocks (slow interview loops, sourcing gaps, misaligned expectations) and build fixes that are adopted beyond your own reqs.
- Lead or contribute meaningfully to TA-wide projects, such as assessment redesign, pooled hiring, or talent mapping, with measurable outcomes.
- Create repeatable playbooks, trackers, and training that raise team capability.
- Use AI tools in daily recruiting and build or share AI-enabled workflows that save time or improve quality. Mentor recruiters and sourcers and share what works.
- Hiring plan attainment (99%+) and monthly hire volume, including the external minimum
- Time-to-fill and funnel conversion
- Quality of hire and candidate experience
- Stakeholder satisfaction from L3/L4 leaders and hiring managers
- Adoption and measurable impact of projects, tools, and process improvements you lead
- Evidence of system-level problem solving and influence on business decisions
At Staff level, you demonstrate Intuit's five craft skills in how you work:
- People Champion: You build trust with candidates and leaders and improve the experience we deliver.
- Business Accelerator: You understand BU strategy and connect talent decisions to business outcomes.
- Data Driven: You synthesize funnel, market, and stakeholder data into insights that change decisions.
- Change Leader: You turn a diagnosed problem into an end-to-end plan, align stakeholders, and drive adoption.
- Domain Expert: You bring deep recruiting and market expertise, challenge the status quo, and teach others.
Qualifications
- [7+] years of full-cycle recruiting experience, ideally in a fast-paced technology company, with a track record of closing senior and hard-to-fill roles
- Proven success partnering with senior leaders (director level and above) and influencing leveling, location, and compensation decisions
- Demonstrated ability to hit hiring goals consistently, with data to show it
- Experience leading a project or process improvement that was adopted beyond your own requisitions
- Strong command of recruiting data and ATS reporting, and comfort building trackers, dashboards, or insights for leaders
- Hands-on use of AI tools to improve recruiting workflows, and curiosity to keep learning
- Experience building diverse, inclusive talent pipelines
- [Domain depth in Tech / Fintech / Mid-Market / other: specify]
- BA/BS or equivalent practical experience
Intuit provides a competitive compensation package with a strong pay for performance rewards approach. This position may be eligible for a cash bonus, equity rewards and benefits, in accordance with our applicable plans and programs (see more about our compensation and benefits at Intuit®: Careers | Benefits). Pay offered is based on factors such as job-related knowledge, skills, experience, and work location. To drive ongoing fair pay for employees, Intuit conducts regular comparisons across categories of ethnicity and gender.
New York $158,000 - $213,500
Overview
Responsibilities
- Deliver consistent hiring outcomes: at least 3 hires per month, with a minimum of 2 external (9 per quarter, at least 6 external), and 99%+ attainment of your assigned hiring plan.
- Run full-cycle recruiting for complex, high-priority roles from intake and scoping through sourcing strategy, assessment, and close.
- Build quarterly hiring plans with realistic ramps, pipeline strategy, and risk mitigation, and anticipate risks early. Escalate with solutions, not just status.
- Source competitively, including from competitor talent, and place hires at the right level to support the tech pyramid strategy.
- Lead offer negotiation and closing with Compensation, HRBP, and hiring managers. Deliver an inclusive, high-quality candidate and hiring manager experience at every stage.
- Act as the account manager for your business unit, with a clear view of hiring progress at any point.
- Influence decisions on leveling, location, compensation, and talent profile using market intelligence and competitive data.
- Deliver insight-driven reporting, such as weekly updates, QBR content, and talent landscape briefings, in partnership with Finance and HRBP. Guide hiring managers on assessment, interview best practices, and calibration against Intuit's updated rubrics and craft skills.
- Diagnose system-level roadblocks (slow interview loops, sourcing gaps, misaligned expectations) and build fixes that are adopted beyond your own reqs.
- Lead or contribute meaningfully to TA-wide projects, such as assessment redesign, pooled hiring, or talent mapping, with measurable outcomes.
- Create repeatable playbooks, trackers, and training that raise team capability.
- Use AI tools in daily recruiting and build or share AI-enabled workflows that save time or improve quality. Mentor recruiters and sourcers and share what works.
- Hiring plan attainment (99%+) and monthly hire volume, including the external minimum
- Time-to-fill and funnel conversion
- Quality of hire and candidate experience
- Stakeholder satisfaction from L3/L4 leaders and hiring managers
- Adoption and measurable impact of projects, tools, and process improvements you lead
- Evidence of system-level problem solving and influence on business decisions
At Staff level, you demonstrate Intuit's five craft skills in how you work:
- People Champion: You build trust with candidates and leaders and improve the experience we deliver.
- Business Accelerator: You understand BU strategy and connect talent decisions to business outcomes.
- Data Driven: You synthesize funnel, market, and stakeholder data into insights that change decisions.
- Change Leader: You turn a diagnosed problem into an end-to-end plan, align stakeholders, and drive adoption.
- Domain Expert: You bring deep recruiting and market expertise, challenge the status quo, and teach others.
Qualifications
- [7+] years of full-cycle recruiting experience, ideally in a fast-paced technology company, with a track record of closing senior and hard-to-fill roles
- Proven success partnering with senior leaders (director level and above) and influencing leveling, location, and compensation decisions
- Demonstrated ability to hit hiring goals consistently, with data to show it
- Experience leading a project or process improvement that was adopted beyond your own requisitions
- Strong command of recruiting data and ATS reporting, and comfort building trackers, dashboards, or insights for leaders
- Hands-on use of AI tools to improve recruiting workflows, and curiosity to keep learning
- Experience building diverse, inclusive talent pipelines
- [Domain depth in Tech / Fintech / Mid-Market / other: specify]
- BA/BS or equivalent practical experience
Intuit provides a competitive compensation package with a strong pay for performance rewards approach. This position may be eligible for a cash bonus, equity rewards and benefits, in accordance with our applicable plans and programs (see more about our compensation and benefits at Intuit®: Careers | Benefits). Pay offered is based on factors such as job-related knowledge, skills, experience, and work location. To drive ongoing fair pay for employees, Intuit conducts regular comparisons across categories of ethnicity and gender.
New York $158,000 - $213,500
Staff Recruiter Jobs by Experience Level
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Find Staff Recruiter JobsStaff Recruiter Job Market
Who's Hiring
Top Industries Hiring
- Technology & Software
- Manufacturing
- Aerospace & Defense
- Consulting & Professional Services
What Employers Look For
The qualifications that appear most often in staff recruiter jobs.
- Two or more years of full-cycle recruiting experience in a corporate or agency setting
- Hands-on experience with one or more applicant tracking systems
- Proven ability to source passive candidates through professional networking sites and resume databases
- Strong written and verbal communication skills for candidate outreach and hiring manager partnerships
- Bachelor's degree in human resources, business, or a related field, or equivalent work experience
- Familiarity with EEOC compliance, offer letter processes, and background check coordination
Tips for Your Staff Recruiter Job Search
Tailor your resume to sourcing metrics
Staff recruiter resumes that land interviews show concrete outcomes: time-to-fill, offer acceptance rates, and pipeline volume. Pull those numbers from your ATS reports before you apply, and lead with them in your summary and bullet points.
Match your resume to the requisition load
A role posting 50-plus reqs per quarter wants evidence you've handled high-volume sourcing. A role posting niche technical positions wants Boolean search experience and passive candidate strategies. Read the job description closely and mirror its language.
Apply early to roles that fit
Migrate Mate lists staff recruiter openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Get your ATS familiarity on the page
Hiring managers for recruiter roles scan for the specific applicant tracking systems you've used. Name them explicitly in your skills section. Generic phrases like 'proficient with recruiting software' get skipped over by both screeners and automated filters.
Prepare a sourcing strategy for the interview
Most staff recruiter interviews include a live or scenario-based sourcing exercise. Know how you'd build a pipeline for two or three common role types in the company's industry. Walk through your Boolean logic, your outreach cadence, and how you qualify passive candidates.
Negotiate total comp, not just base
Recruiter offers often include variable pay tied to filled requisitions or hiring goals. Ask how the bonus structure is calculated, what the typical attainment rate is, and whether on-target earnings are realistic based on current requisition volume.
Staff Recruiter Jobs: Frequently Asked Questions
Which companies are hiring the most staff recruiters?
Intuit, Anduril, and LegalZoom are hiring the most staff recruiters right now, with openings concentrated in California, Texas, and Florida, based on current listings on Migrate Mate as of November 2026. Demand tends to be highest at large healthcare systems, enterprise tech companies, and national staffing agencies.
How many staff recruiter jobs are remote?
About 43% of staff recruiter openings are fully remote or hybrid as of November 2026, making it one of the more flexible roles in human resources. Corporate talent acquisition teams and staffing agencies tend to offer the highest share of remote arrangements, while on-site recruiting roles are more common in healthcare and manufacturing.
How do you become a staff recruiter?
Start with a degree in human resources, business, or communications, or build equivalent experience in a customer-facing or coordination role. Move into a recruiting coordinator or sourcing specialist position to learn ATS workflows, candidate screening, and hiring manager communication. From there, full-cycle recruiter roles become accessible as you demonstrate you can manage requisitions end to end.
Can you get a staff recruiter job with little or no experience?
Yes, many staffing agencies and high-growth companies hire recruiting coordinators or junior recruiters with no prior recruiting experience, especially if you have a background in sales, customer service, or HR administration. Focus your application on transferable skills like communication, organization, and persuasion. Agency roles are often the fastest entry point because training is built into the model.
What does the staff recruiter interview process look like?
Most staff recruiter interviews move through a phone screen with HR, a hiring manager conversation about your recruiting philosophy and past volume, and a practical exercise where you source candidates for a sample role or walk through how you'd build a pipeline. Final rounds often include a panel with members of the talent acquisition team and sometimes a cross-functional partner whose roles you'd be filling.
Where can I find and apply to staff recruiter jobs?
You can find and apply to staff recruiter jobs on Migrate Mate, which lists current openings from companies across the United States. Search the roles available, find the ones that match your experience and preferences, and apply directly to each listing.
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