5 free templates by role and seniority: standard HR recruiter, junior, senior/corporate, agency/staffing, and a small-business first-recruiter version, with the FLSA classification, salary-band, and pay-transparency guidance the generic templates skip. Download as DOCX.
An HR recruiter owns full-cycle hiring: sourcing, screening, coordinating interviews, and helping you land the right candidates. For a growing business, the recruiter is often the person who takes hiring off the founder's plate and turns it into a real, repeatable function. The job description you write sets the scope, gets the classification right, and becomes the basis for the offer and onboarding once you hire.
These five templates cover the role across seniority and type: standard HR recruiter, junior, senior or corporate, agency or staffing, and a small-business first-recruiter version. Each is ready to use, with the FLSA classification, salary-band, and pay-transparency guidance the generic templates skip. For the fundamentals behind any posting, the guide to writing a job description is a useful companion.
TL;DR
An HR recruiter manages full-cycle recruiting: sourcing, screening, interviewing, and offers. The closest federal occupation reports a median wage of $72,910 a year. A junior or first recruiter is usually non-exempt and overtime-eligible, since the work is procedural rather than discretionary; senior strategic recruiters may be exempt. A small business typically hires its first recruiter around 10 to 20 planned hires a year. Download five templates as DOCX, by role and seniority, with FLSA and salary guidance built in.
What an HR Recruiter Does
An HR recruiter manages the full hiring cycle: writing and posting job ads, sourcing and screening candidates, coordinating interviews with hiring managers, extending offers, and supporting background checks, all while managing the candidate experience. The role keeps hiring moving and represents the company to every candidate.
The closest federal occupation is human resources specialists, which the Bureau of Labor Statistics defines as workers who recruit, screen, interview, and place individuals within an organization. At a small business, the recruiter often owns the entire process and builds it from the ground up; at a larger company, the role may specialize by function, seniority, or recruiter type. Naming the right version of the role is the first step in writing the posting.
HR Recruiter Duties and Responsibilities
HR recruiter duties cluster into four areas: sourcing and screening, process and coordination, stakeholders and candidates, and quality and compliance. A strong job description picks the specific responsibilities from each area that match your hiring needs, rather than listing every possible task.
Sourcing and screening
Source candidates across channels
Screen resumes and conduct phone screens
Build and maintain talent pipelines
Process and coordination
Write and post compliant job ads
Schedule and coordinate interviews
Maintain the applicant tracking system
Stakeholders and candidates
Partner with hiring managers
Deliver a great candidate experience
Extend offers and close candidates
Quality and compliance
Support background checks and references
Follow EEO and pay-transparency rules
Track recruiting metrics and outcomes
For a junior role the duties center on sourcing and scheduling support; for a senior role, on strategy and hiring-manager advising. For a structured way to scope the role, the guide to defining job responsibilities walks through the process.
Which Template Should You Use?
Pick the template by role and seniority. The core structure is the same across all five, but each one emphasizes the responsibilities, experience, and framing that fit a specific kind of recruiting hire. Use this guide to choose the closest fit, then adjust.
Standard HR Recruiter
Full-cycle, any employer
The universal, all-purpose version: full-cycle recruiting, sourcing, screening, and coordinating with hiring managers. Start here.
Junior / Entry-Level
First or early hire
For an entry-level recruiter (0 to 2 years). Emphasizes sourcing and scheduling support, learning, and mentorship over experience.
Senior / Corporate
Strategy and hard roles
For an experienced recruiter (5+ years). Adds sourcing strategy, hiring-manager advising, process improvement, and offer negotiation.
Agency / Staffing
High-volume, client-facing
For a staffing-agency recruiter: high req load, fast placement cycles, client matching, and base-plus-commission compensation.
First Recruiter (Small Business)
5 to 50, founder-led hiring
The version for a first recruiting hire: build the process from scratch, take hiring off the founder, plain language, no HR jargon.
Match the Template to the Hire
Full-cycle recruiter at any company: Standard. First or early-career hire with mentorship: Junior. Experienced recruiter for strategy and hard roles: Senior / Corporate. A staffing agency placing candidates for clients: Agency / Staffing. A 5-to-50-person business making its first recruiting hire: First Recruiter. When in doubt, the Standard version is the baseline to adapt.
5 Free HR Recruiter Job Description Templates
Download all five as a single Word document or copy individual templates. Each follows the same structure: company overview, job summary, key responsibilities, qualifications, compensation with the classification note, and how to apply, with an EEO statement. Fill in the brackets and post.
Download All 5 Job Description Templates
Standard, junior, senior/corporate, agency/staffing, and small-business first recruiter. All in one DOCX.
Template 1: Standard HR Recruiter
The universal, all-purpose version: full-cycle recruiting, sourcing, screening, and coordinating with hiring managers. Start here for a standard role.
HR Recruiter Job Description (Standard)
HR RECRUITER JOB DESCRIPTION
Company: __
Location: __ ([City, State] / Remote / Hybrid)
Reports to: __ (HR Manager / Talent Lead / Founder)
Employment type: [ ] Full-time [ ] Part-time
FLSA status: Non-exempt for most junior/mid roles; confirm by duties
Salary range: $_____ to $_____ per year
ABOUT [COMPANY NAME]
[One or two sentences about your company, your growth plans, and the hiring the
recruiter will support.]
JOB SUMMARY
[Company Name] is hiring an HR Recruiter to own full-cycle recruiting. You will
source and screen candidates, manage the interview process, coordinate with hiring
managers, and deliver a great candidate experience from first contact through
offer. This is a hands-on recruiting role for someone organized and people-focused.
KEY RESPONSIBILITIES
•Manage full-cycle recruiting across open roles
•Write and post compliant job descriptions and ads
•Source candidates through job boards, referrals, and outreach
•Screen resumes and conduct phone and video screens
•Schedule and coordinate interviews with hiring managers
•Maintain the applicant tracking system and candidate records
•Extend offers and support background checks and references
•Deliver a positive, responsive candidate experience
REQUIRED QUALIFICATIONS
•1 to 3 years of recruiting or HR experience
•Familiarity with sourcing, screening, and interviewing
•Comfortable with applicant tracking systems and job boards
•Strong communication and organization
•Understanding of compliant, inclusive hiring practices
PREFERRED QUALIFICATIONS
•Experience recruiting for [your industry or roles]
•Knowledge of pay-transparency and EEO requirements
•Bachelor's degree in HR, business, or related field (or equivalent experience)
COMPENSATION AND BENEFITS
Salary range: $_____ to $_____ per year
Overtime: time and one-half over 40 hours a week if non-exempt
Benefits: __ (health, PTO, retirement)
HOW TO APPLY
To apply, send your resume to __ by _.
[Company Name] is an equal opportunity employer.
Template 2: Junior / Entry-Level Recruiter
For an entry-level recruiter (0 to 2 years). Emphasizes sourcing and scheduling support, learning, and mentorship over experience, with a clear path to grow.
For an experienced recruiter (5+ years). Adds sourcing strategy, hiring-manager advising, process improvement, and offer negotiation alongside full-cycle work.
Senior / Corporate Recruiter Job Description
SENIOR / CORPORATE RECRUITER JOB DESCRIPTION
Company: __
Location: __ (Remote / Hybrid / Onsite)
Reports to: Head of Talent / HR Director / Founder
Employment type: [ ] Full-time
FLSA status: May be exempt if the role sets strategy and exercises independent
judgment; confirm by duties
Salary range: $_____ to $_____ per year
JOB SUMMARY
[Company Name] is hiring a Senior / Corporate Recruiter to own recruiting strategy
and fill our most important and hardest roles. Alongside full-cycle recruiting,
you will shape sourcing strategy, advise hiring managers, improve our process and
employer brand, and may mentor junior recruiters. Ideal for an experienced
recruiter ready to lead.
KEY RESPONSIBILITIES
•Own full-cycle recruiting for senior and critical roles
•Shape sourcing strategy and build talent pipelines
•Advise and partner with hiring managers on hiring decisions
•Improve recruiting process, metrics, and employer brand
•Negotiate offers and guide compensation discussions
•Mentor junior recruiters and set hiring standards
•Lead compliant, inclusive, data-informed hiring
REQUIRED QUALIFICATIONS
•[5 or more] years of full-cycle recruiting experience
•Proven sourcing for hard-to-fill and senior roles
•Strong stakeholder management and advisory skills
•Experience improving recruiting metrics and process
•Knowledge of employment, EEO, and pay-transparency rules
COMPENSATION AND HOW TO APPLY
Salary range: $_____ to $_____ per year
To apply, send your resume to __ by _.
[Company Name] is an equal opportunity employer.
Template 4: Agency / Staffing Recruiter
For a staffing-agency recruiter: high requisition load, fast placement cycles, client matching, and base-plus-commission compensation.
Agency / Staffing Recruiter Job Description
AGENCY / STAFFING RECRUITER JOB DESCRIPTION
Company: __
Location: __ (Onsite / Hybrid / Remote)
Reports to: Staffing Manager / Branch Manager / Owner
Employment type: [ ] Full-time
FLSA status: Confirm by duties; many staffing recruiters are non-exempt
Compensation: $_____ base plus commission / placement bonus
JOB SUMMARY
[Agency Name] is hiring a Staffing Recruiter to source, place, and manage
candidates for our clients. You will manage a high-volume requisition load, build
candidate pipelines, match talent to client needs, and own the placement process
end to end. Ideal for a high-energy recruiter who thrives on pace and results in
a staffing environment.
KEY RESPONSIBILITIES
•Source and screen candidates for multiple client roles
•Manage a high-volume req load and fast placement cycles
•Build and maintain candidate and talent pipelines
•Match candidates to client requirements and submit
•Coordinate interviews, offers, and onboarding with clients
•Maintain the applicant tracking system and records
•Meet placement, submittal, and activity targets
REQUIRED QUALIFICATIONS
•Recruiting or sales experience; staffing experience a plus
•Comfortable with high volume and a fast pace
•Strong sourcing, communication, and closing skills
•Goal-oriented and resilient
•Familiarity with applicant tracking systems
COMPENSATION AND HOW TO APPLY
Compensation: $_____ base plus commission / placement bonus
Note: commission and bonus structures must be documented; track hours where the
role is non-exempt.
To apply, send your resume to __ by _.
[Agency Name] is an equal opportunity employer.
Companies Using FirstHR Onboard 3x Faster
Join hundreds of small businesses who transformed their new hire experience.
The version for a first recruiting hire: build the process from scratch, take hiring off the founder, plain language, no HR jargon.
First Recruiter Job Description (Small Business)
FIRST RECRUITER JOB DESCRIPTION (SMALL BUSINESS)
Company: __
Location: __ (Remote / Hybrid / Onsite)
Reports to: Founder / Operations / HR
Employment type: [ ] Full-time [ ] Part-time
FLSA status: Non-exempt (hourly; overtime eligible) for a typical first hire
Salary range: $_____ to $_____ per year
ABOUT US
[We are a growing team and this is our first dedicated recruiting hire. Until now
the founder handled hiring. You will own and build our recruiting from the ground
up.]
WHAT YOU WILL DO
We are hiring our first recruiter to take hiring off the founder's plate and do it
better. You will:
•Own day-to-day recruiting across our open roles
•Write clear, compliant job postings (with salary ranges where required)
•Source and screen candidates and run first-round screens
•Coordinate interviews and keep the process moving
•Set up simple, repeatable hiring and onboarding workflows
•Be the candidate's main point of contact
•Help us hire consistently as we grow
WHO WE ARE LOOKING FOR
•1 to 4 years of recruiting or HR experience
•Organized, proactive, and able to build a process from scratch
•Strong communicator who represents us well to candidates
•Comfortable owning hiring without a big HR team
•Bonus: knows pay-transparency and EEO basics
We care about initiative and judgment more than a specific degree.
PAY AND HOW TO APPLY
Salary range: $_____ to $_____ per year
Overtime: time and one-half for hours over 40 in a workweek (non-exempt)
To apply, send your resume to __.
[Company Name] is an equal opportunity employer.
FLSA, Pay Transparency, and Metrics
This is the part the generic templates skip, and it is where the real value is for a small employer: the FLSA classification of a recruiter, the pay-transparency rules the recruiter will have to follow, and the metrics that make the role accountable. Get these right and your posting attracts the right candidates and protects your business.
FLSA: a small business's first recruiter is usually non-exempt
This is the compliance point no competitor template covers, and it surprises many small employers. The administrative exemption requires that an employee exercise discretion and independent judgment on matters of significance, paid on a salary basis above the threshold. A junior or first recruiter who posts jobs, screens resumes, and schedules interviews following established procedures generally does production work, not discretionary administrative work, and so fails that test. Federal courts have repeatedly ruled that recruiters performing this kind of execution work are non-exempt and owed overtime, and the classification is heavily fact-specific. The practical default for an SMB's first recruiter is non-exempt and overtime-eligible. Do not assume the title makes the role salaried-exempt. This is general information, not legal advice.
Senior and strategic recruiters can be exempt
The flip side matters too. A senior recruiter, corporate recruiter, or talent acquisition manager who sets recruiting strategy, advises on and influences hiring decisions, negotiates compensation, and exercises real independent judgment on matters of significance is more likely to qualify for the administrative exemption, provided the salary basis is met. The line is not the title, it is the actual duties and the degree of discretion. A useful test: does the role mostly execute a defined process, or does it shape strategy and make significant judgment calls? Execution leans non-exempt; genuine strategy and discretion lean exempt. When the answer is unclear, classify conservatively and get advice. This is general information, not legal advice.
Pay transparency: the recruiter is the one who must comply
A growing number of states require a salary range in job postings, and several thresholds reach down into small-business size, in some states from just a handful of employees. This is doubly relevant on a recruiter job description, because the recruiter you hire is the person who will write your job postings and is therefore responsible for keeping them compliant. Hire someone who understands pay-transparency rules, state EEO requirements, and ban-the-box and salary-history limits where they apply, and put a salary range in this very posting to model the practice. Confirm the current rules for your state and any state where remote candidates may be located. This is general information, not legal advice.
Measure the role with clear recruiting metrics
Generic templates list duties but never say how to judge success, which leaves both you and the recruiter without a target. Define a few clear metrics up front: time to fill, quality of hire, offer-acceptance rate, candidate experience, and cost per hire are the common ones. For a first recruiter, even simple goals like a target number of hires per quarter and a maximum time to fill give the role focus and make performance reviews objective. Naming the metrics in the job description signals that you run hiring as a real function and helps the right, results-oriented candidates recognize the role. This is general information, not legal advice.
A First Recruiter Is Usually Non-Exempt
The administrative exemption requires the exercise of discretion and independent judgment on matters of significance. A recruiter who posts jobs, screens resumes, and schedules interviews by established procedures generally performs procedural work, so the role is typically non-exempt and overtime-eligible. Senior, strategic recruiters who set policy and influence decisions may be exempt. Classification is fact-specific, by duties not title.
Recruiting roles start from communication, organization, and a people-first mindset, with experience and specialization scaled to the seniority and type. Match the requirements to the specific version of the role.
Requirement
What to look for
Experience
1 to 3 years for standard; 0 to 2 junior; 5+ senior
Non-exempt for most junior/first roles; confirm by duties
Keep the posting neutral and inclusive, since the EEOC prohibits job advertisements that show a preference based on a protected characteristic, and the SHRM guide covers the standard sections of a job description.
HR Recruiter Pay
HR recruiters are paid in line with HR specialists generally, with pay varying by experience, location, and industry. Set your range using government data as a baseline, then adjust for seniority and market.
Median $72,910 a Year (BLS, May 2024)
The closest federal occupation, human resources specialists (which the BLS defines to include recruiting and placement), had a median annual wage of $72,910 in May 2024, with the lowest 10 percent under $45,440 and the highest 10 percent over $126,540 (U.S. Bureau of Labor Statistics). Employment is projected to grow 6 percent from 2024 to 2034, with about 81,800 openings a year.
In practice, a small business's first or junior recruiter typically falls in the lower-to-middle part of that range, roughly $50,000 to $75,000 base, while senior and corporate recruiters earn toward the upper end and agency recruiters often have a lower base plus commission. Because junior recruiters are usually non-exempt, budget for overtime, and include a salary range in the posting, which a growing number of states require.
Hiring Your First Recruiter
For a small business, the first recruiter is a real milestone: the moment hiring stops being a founder side-task and becomes a function someone owns. The questions are when to hire, which type of recruiter you actually need, and how to set them up to succeed. Here is how to think about each.
Hiring your first recruiter is a real milestone, and the timing matters
Most small businesses start with the founder handling all hiring. The signal to bring on a dedicated recruiter is sustained hiring volume: a common rule of thumb is roughly 10 or more hires planned over a year, with the real break-even closer to 15 to 20 hires annually once you account for ramp time and slower periods. Below that, fractional or contract recruiting may make more sense than a full-time hire. If you are at the point where hiring is consistently pulling the founder away from the business, a first recruiter pays for itself. Use the first-recruiter template, which is written for exactly this moment, building the function from scratch rather than slotting into an existing team.
HR recruiter, technical recruiter, and talent acquisition are not the same role
The titles in recruiting are used loosely, which leads to mismatched hires. An HR recruiter or corporate recruiter handles full-cycle hiring across general roles. A technical recruiter specializes in sourcing engineers and technical talent, with the Boolean search and technical screening that requires. A talent acquisition specialist or manager is usually a more strategic, longer-horizon role focused on workforce planning and employer brand, not just filling today's reqs. A staffing or agency recruiter works for an agency placing candidates at client companies, often on commission. Decide which you actually need before you post, since the skills, pay, and even the FLSA classification differ. This page covers the HR, corporate, junior, agency, and first-recruiter variants; the others are distinct roles.
Your first recruiter will run hiring, so onboard them to run it well
Once you hire a recruiter, they become the owner of how you hire, so getting their own onboarding right sets the standard. Beyond the offer letter and new hire paperwork, set them up with your applicant tracking approach, hiring templates, interview process, and compliance basics like pay transparency and EEO. FirstHR fits this people side for a small business: e-signature for the offer letter, document management for signed forms and the I-9, task workflows for a structured first week, and HRIS to track the hires your recruiter drives. To be clear about scope, FirstHR is an onboarding and HR platform with onboarding workflows, document management, and HRIS, and applicant tracking is coming soon, so for now pair it with your sourcing and ATS tools. FirstHR does not run payroll or administer benefits, so connect those separately.
From Hiring to Onboarding
The job description is step one. Once a candidate accepts, the same document becomes the basis for the offer and onboarding. Because your recruiter will own how you hire going forward, getting their own onboarding right, with tools, process, and compliance basics in place, sets the standard for every hire after them.
Send the offer
Confirm the role, pay, overtime terms if non-exempt, and start date in writing. An offer letter template makes this fast and clear.
Collect paperwork
I-9, W-4, and direct-deposit and emergency-contact forms, signed and stored in one place before the first day.
Set up tools and process
Applicant tracking approach, hiring templates, interview process, and compliance basics, so the recruiter can run hiring well.
Track the hires they drive
Use an HRIS to keep records of the recruiter's hires and onboarding, building a clear picture as the team grows.
Once your offer is ready, the offer letter template handles the next step, and an onboarding template gives the new hire a structured start. FirstHR connects the offer, paperwork, e-signatures, and onboarding workflow in one place, and its HRIS tracks the hires your recruiter drives, so a small business can manage the full process from job description to a fully onboarded recruiter from one system. FirstHR is an onboarding and HR platform, not payroll or benefits administration, so connect those separately, and applicant tracking is coming soon.
Key Takeaways
An HR recruiter owns full-cycle recruiting: sourcing, screening, interviewing, coordinating, and offers.
Use the template that matches the role: standard, junior, senior/corporate, agency/staffing, or small-business first recruiter.
A junior or first recruiter is usually non-exempt and overtime-eligible; senior strategic recruiters may be exempt. Classify by duties.
Use BLS data as a baseline: the closest occupation reported a median of $72,910 in May 2024; a first recruiter is often $50,000 to $75,000 base.
The recruiter you hire will write your job postings, so make pay-transparency and EEO awareness part of the role.
A small business typically hires its first recruiter around 10 to 20 planned hires a year; below that, fractional or contract may fit better.
Frequently Asked Questions
What does an HR recruiter do?
An HR recruiter manages full-cycle recruiting: finding, screening, and helping hire candidates for open roles. Day to day, that means writing and posting compliant job ads, sourcing candidates through job boards, referrals, and outreach, screening resumes and conducting phone and video screens, scheduling and coordinating interviews with hiring managers, maintaining the applicant tracking system, extending offers, and supporting background checks and references. Throughout, the recruiter manages the candidate experience to keep good applicants engaged. At a small business, the recruiter often owns the entire hiring process and helps build it from scratch, while at larger companies the role may specialize by function or seniority. The federal occupation that captures recruiters is human resources specialists, which the Bureau of Labor Statistics defines as recruiting, screening, interviewing, and placing workers.
Is an HR recruiter exempt or non-exempt under the FLSA?
It depends on the actual duties, and for a junior or first recruiter the answer is usually non-exempt. The administrative exemption requires that the employee exercise discretion and independent judgment on matters of significance, paid on a salary basis above the threshold. A recruiter who posts jobs, screens resumes, and schedules interviews following established procedures generally performs production work rather than discretionary administrative work, and federal courts have repeatedly found such recruiters to be non-exempt and owed overtime. The classification is heavily fact-specific. By contrast, a senior or strategic recruiter or talent acquisition manager who sets recruiting strategy, influences hiring decisions, and negotiates compensation is more likely exempt. The safe default for an SMB's first recruiter is non-exempt; do not assume the title makes the role salaried-exempt. Confirm by duties with a qualified advisor. This is general information, not legal advice.
What is the difference between an HR recruiter, a technical recruiter, and a talent acquisition specialist?
They are related but distinct roles. An HR recruiter, also called a corporate recruiter, handles full-cycle hiring across general roles within a company. A technical recruiter specializes in sourcing engineers and technical talent, which requires Boolean search skills and the ability to screen for technical competencies. A talent acquisition specialist or manager is typically a more strategic, longer-horizon role focused on workforce planning, employer brand, and building pipelines, rather than just filling current openings. A staffing or agency recruiter works for a recruiting agency and places candidates at client companies, often compensated with commission. The skills, pay, and even FLSA classification can differ across these, so decide which you actually need before writing the job description. This page covers HR, corporate, junior, agency, and first-recruiter variants; technical recruiter and talent acquisition are distinct roles. This is general information, not legal advice.
How much does an HR recruiter make?
HR recruiters are paid in line with HR specialists generally, with pay varying by experience, location, and industry. The closest federal occupation, human resources specialists, which the Bureau of Labor Statistics defines to include recruiting and placement, had a median annual wage of $72,910 in May 2024, with the lowest 10 percent earning less than $45,440 and the highest 10 percent more than $126,540. In practice, a small business's first or junior recruiter typically falls in the lower-to-middle part of that range, roughly $50,000 to $75,000 base, while senior and corporate recruiters earn toward the upper end. Agency staffing recruiters often have a lower base plus commission. For a posting, benchmark to your specific role, seniority, and market, and publish a salary range, which a growing number of states require. This is general information, not legal advice.
When should a small business hire its first recruiter?
The main signal is sustained hiring volume. A common rule of thumb is that once you plan to make roughly 10 or more hires over a year, a full-time recruiter starts to make sense, with the real break-even often closer to 15 to 20 hires annually once you account for ramp time and slower hiring periods. Below that level, using a fractional or contract recruiter, or keeping hiring with the founder, may be more cost-effective. The other signal is opportunity cost: if hiring is consistently pulling the founder or leadership away from running the business, a dedicated recruiter pays for itself even at lower volumes. When you do hire, expect to build the recruiting function from scratch, which is what the first-recruiter template on this page is designed for. This is general information, not legal advice.
Do staffing and recruiting agencies hire recruiters?
Yes, constantly, and they are themselves mostly small businesses. There are tens of thousands of staffing and recruiting agencies in the US, the majority of them small firms within the 5 to 50 employee range, and recruiting is their core function, so they hire recruiters continuously. An agency or staffing recruiter works differently from an in-house corporate recruiter: they manage a high volume of requisitions across multiple client companies, work at a fast pace, and are often compensated with a base salary plus commission or placement bonuses tied to filled roles. The staffing recruiter template on this page reflects that high-volume, client-facing, results-driven environment. If you run a staffing agency, use that variant rather than the standard corporate version. This is general information, not legal advice.
What should an HR recruiter job description include?
A strong HR recruiter job description includes a short company overview, a job summary, and responsibilities grouped into sourcing and screening, process and coordination, stakeholders and candidates, and quality and compliance. It should name the experience and seniority level clearly, since a junior recruiter and a senior corporate recruiter are very different roles, and state the work arrangement, as remote and hybrid recruiting is common. The most valuable additions that generic templates skip are the FLSA classification note, which is non-exempt for most junior and first recruiters, a salary range, which a growing number of states require in the posting, and a few clear recruiting metrics like time to fill and offer-acceptance rate. Close with an equal opportunity statement and clear apply instructions. This is general information, not legal advice.
What metrics should I use to measure a recruiter?
Define a few clear recruiting metrics so both you and the recruiter have a target. The most common are time to fill, which measures how quickly roles are closed; quality of hire, often judged by new-hire performance and retention; offer-acceptance rate, which reflects how well offers are calibrated and candidates are managed; candidate experience, often measured by survey; and cost per hire. For a first recruiter at a small business, even simple goals work well: a target number of hires per quarter and a maximum acceptable time to fill give the role focus. Avoid overloading the role with too many metrics at once; pick two or three that matter most for your stage. Naming the metrics in the job description signals you run hiring as a real function and attracts results-oriented candidates. This is general information, not legal advice.
