A company’s most valuable asset is its employees.
This shouldn’t come as a surprise, but any successful organization simply couldn’t survive without its employees and the work they do every day.
That said, employees are also a company’s most expensive asset.
Sure, offices, travel, and certain “perks” can add up, but when you crunch the numbers, those salaries you pay are costing your business a pretty penny.
Obviously, this is expected – I’m sure an executive has never looked back and wished they paid their top performers less. That said, when you’re committing such a significant amount of your budget to your workforce, you want to make sure you’re consistently hiring the best of the best.
This requires the work of a recruiter – an employee devoted to sourcing, interviewing, hiring, and on-boarding the best possible candidates for your workplace.
Generally, recruiters, will work either in-house or for an agency, depending on their experience and career aspirations.
In-house recruiters are an employee at the company for which they’re recruiting and cover the hiring needs of that single company. This means that not only do they hire based on the candidate’s skill-set and experience, but also according to whether or not he or she would be a culture fit.
On the other hand, agency recruiters, or those recruiters who work at staffing agencies, typically assist in the hiring needs of various companies or “clients”. Depending on the client’s open roles, needs, and expectations, they may hire permanent employees or short-term staff members. Many staffing agencies focus on a particular specialty, like engineering or creative services.
When writing your recruiter job description, it’s important to keep in mind the type of recruiter you’re looking for. Recruiters at staffing agencies are often compared to sales professionals, and should be comfortable with cold-calling and thrive in fast-paced environments.
On the other hand, in-house recruiters are a branch of an HR department, hire to retain, and participate in the entire recruitment life-cycle (including on-boarding and exit interviews as needed).
That said, recruiters all share some essential functions and responsibilities, regardless of whether they’re in-house or at an agency. Before we dive into the job description itself, we’ll cover their key duties.
Recruiters will lead acquisition of top talent for either their company or their clients. This includes sourcing candidates using creative and effective outreach techniques, remaining in regular contact with potential candidates via email and phone, scheduling interviews, facilitating reference checks, and negotiating offers. This employee will work closely with hiring managers and the HR department and should possess strong interpersonal skills.
When it comes time for your team to hire a recruiter, the following job description can be a helpful starting point. Keep in mind this job description is written for an in-house recruiter, but we invite you to use the template and adapt it to your own organization's needs and requirements.
Are you looking to hire other administrative roles, as well? You can find more job descriptions on our full list of corporate and administrative job descriptions.
Not looking to grow your corporate department just yet? We’ve still got you covered! Check out our comprehensive guide to job descriptions.
With more than 400 percent growth since 2015, ACME Corporations is North America’s leading energy provider, with the single largest retail customer base nationwide. Since its founding in 2007, ACME Corporations has strived to meet the highest standards of energy delivery, customer service, and cost efficiency. Our mission is to be the top-tier energy provider while fostering a collaborative, diverse, and inclusive workplace.
ACME Corporation is looking to hire a recruiter to lead the acquisition of top talent for our Chicago office. This individual should be an experienced, motivated recruiter that can help source and secure new team members for various departments within our organization. Ideal candidate is a high-energy, strong communicator with a knack for engaging experienced professionals.
For even more help in writing your own recruiter job description, we’ve sourced the examples from three companies looking to hire.
The following examples show organizations that have followed a typical job description structure, but customized it based on their unique needs and expectations.
To see how real employers are writing their recruiter job description, check out the examples below!
As a Corporate Recruiter at Snapsheet you will directly impact one of our most valuable assets: our people. You lead the charge for finding top talent to join our organization from Developers to Account Managers, you assist with it all. You own the full-cycle recruiting process finding innovative ways to source top talent, creating meaningful interviews, and closing offers. You are the expert for your hiring managers implementing best practices for efficient hiring and utilizing data to communicate updates purposefully. You pair your natural ability to network and connect with an informed view of the market to ensure that you connect Snapsheet with top talent. You understand that employer branding is imperative to finding and retaining talent and as such, you understand the story of Snapsheer and find unique ways to tell that story – through social campaigns, culture videos, blog posts and more.
As a Corporate Recruiter, you have a passion for uncovering top talent and getting them into the right role. You’ve established a rapport in Chicago and candidates trust you. You are naturally curious and, as such, you immerse yourself in the culture of the team you’re hiring for to fully understand their needs. On the flipside, you are a candidate advocate quickly building trust and rapport. You are a do-er: you are given a task and you finish it, you see a problem and you solve it. Additionally, you are an influencer and have the expertise and skill to drive decision making at the hiring manager and executive level.
Additionally, we expect our Corporate Recruiter (and every other Snapster) to hold true to our values:
Snapsheet is an equal opportunity employer.
New York, New York
Squarespace is known for our award-winning design, innovative technology, memorable marketing campaigns - and the people behind it all. Our Recruiting team's mission is simple: we find and hire the exceptional talent that will elevate the company and help us shape the future of online publishing. We're looking for a creative, proactive Staff Recruiter who will partner with Executives across the company to build our leadership team. This role will focus on all roles at the Director-level and above.
You will use your natural curiosity and tenacity to source, evaluate, and close candidates; your poise and attention to detail will help guide them through an efficient and memorable hiring process. As a Staff Recruiter, the future of Squarespace leadership begins with you.
This role reports into our Recruiting Team Lead in our New York headquarters.
Squarespace makes beautiful products to help people with creative ideas succeed. By blending elegant design and sophisticated engineering, we empower millions of people — from individuals and local artists to entrepreneurs shaping the world's most iconic businesses — to share their stories with the world. Squarespace's team of more than 800 is headquartered in downtown New York City, with offices in Dublin and Portland. For more information, visit www.squarespace.com/about
Today, more than a million people around the globe use Squarespace to share different perspectives and experiences with the world. Not only do we embrace and celebrate the diversity of our customer base, but we also strive for the same in our employees. At Squarespace, we are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender, gender identity or expression, or veteran status. We are proud to be an equal opportunity workplace.
Google's known for our innovative technologies, products and services - and for the people behind them. As part of our world-class recruiting team, you're charged with finding the most interesting candidates who bring an entrepreneurial spirit, a sense of scrappiness and a diversity of thought to all they do. You're responsible for guiding candidates through our hiring process and connecting them to the magic of working at Google. You are creative and driven, with an interpersonal savvy that allows you to develop lasting relationships with both candidates and hiring managers. You're also comfortable with numbers and drawing insights from analytics to make our hiring process smarter and more efficient.
From generating pipeline to maintaining a successful offer acceptance rate, you manage the entire candidate process. By leveraging your knowledge of our clients' hiring needs and search requirements, you effectively match candidates with the roles in which they will be most successful.
We have technical and non-technical recruiting roles available for multiple skill levels. Depending on your recruiting experience, interests, and business needs, we will identify the best fit for area of focus. The area of focus will depend on what positions are available at the listed Google office location.
Great just isn't good enough for our People Operations team (you probably know us better as "Human Resources"). Made up of equal parts HR professionals, former consultants and analysts, we're the champions of Google's colorful culture. In People Ops, we "find them, grow them, and keep them" - we bring the world's most innovative people to Google and provide the programs that help them thrive. Whether recruiting the next great Googler, refining our core programs, developing talent or simply looking for ways to inject some more fun into the lives of our Googlers, we bring a data-driven approach that is reinventing the human resources field.
At Google, we don’t just accept difference - we celebrate it, we support it, and we thrive on it for the benefit of our employees, our products and our community. Google is proud to be an equal opportunity workplace and is an affirmative action employer. We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or Veteran status. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements. If you have a disability or special need that requires accommodation, please let us know.
Claire is a former growth marketing team manager at G2. Born and raised in the Chicago area, her brief stint in Ohio (University of Dayton) gave her a new appreciation for deep-dish pizza, but left her well-versed in Cincinnati-style chili and "cities" with a population fewer than 400,000. While not writing, Claire can be found practicing calligraphy, seeking out the best dive bars in Chicago, and planning her next trip. (she/her/hers)
It’s pretty much a given that you can’t run a successful team without strong leadership.
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