Let’s face it, working isn’t always fun, but we do it because we need money to survive. Wouldn’t it be nice if there was a career that was not only financially rewarding but also rewarding on a more personal level? As it turns out, recruiting just so happens to fit the bill.
As a recruiter, you are a catalyst for change, by helping candidates realize their full potential, you are helping them achieve their goals, dreams, and aspirations, enabling them to live more fulfilled lives and take better care of their families.
Atop the excitement of helping candidates find employment, recruiters also experience the joy of seeing their efforts transform the companies they work for.
For many of us, it’s easy to feel like just another cog in the machine, but this isn’t the case with recruiting: as a recruiter, you get to see first-hand the transformation that your recruits will bring about, and how your company will grow and innovate because of your efforts.
There’s a lot to discover about the recruiting business, including what kinds of recruiting positions are out there, what their responsibilities are, and how much they earn on an annual basis.
In this article, we will break down each recruiting position (by salary) and what their responsibilities are.
Average Salary Per Recruiting Position
- Entry-Level Recruiter: $40k-$45k
- Recruiting Coordinator: $50k-$55k
- Recruiting Sourcer: $55k-$60k
- Technical Recruiter: $60k-$65k
- Recruiting Manager: $70k-$75k
- Director of Recruiting: $100k+
An entry-level recruiter is a recruiter in training who is still learning the basics of recruiting and hiring.
In terms of salary, entry-level recruiters will earn the least compared to other types of recruiting positions on this list because they’re the least specialized.
This isn’t to say that entry-level recruiters are unimportant. Entry-level recruiters are tasked with developing and maintaining relationships with schools, colleges, and alumni groups, while also traveling to onsite hiring events such as open houses and career fairs to search for qualified candidates.
Additionally, entry-level recruiters are often assigned research tasks, like finding the latest and greatest in recruitment strategies and tools. This is critically important as many senior members on a recruiting team will likely be busy with other, more specialized tasks. As entry-level recruiters learn more, they will eventually become full fledged recruiters.
A recruiting coordinator oversees scheduling interviews (both in-person and on the phone) and maintains a complete record of interviews and new hires.
Depending on the company, recruiting coordinators may also perform tasks like finding new candidate sources, attending job fairs and career events, and even overseeing the deployment of recruiting software tools like an applicant tracking system.
Think of recruiting coordinators as the swiss army knife of a recruiting team.
A recruiting sourcer is a specialized recruiter that often works closely with clients to understand their hiring needs. Through this effort, recruiting sourcers are acutely aware of what the client needs in terms of a “perfect hire” and are tasked with identifying valuable candidate information (e.g. universities, trade schools, etc.).
Additionally, recruiting sourcers are tasked with screening resumes, administering hiring assessments, and developing positive relationships with both potential candidates and organizations such as university career centers or larger clients.
Like a recruiting sourcer, a technical recruiter is an individual who finds qualified talent, but with one caviat: a technical recruiter is someone who has a strong background in a technical field such as programming, engineering, chemistry or civil engineering.
This type of recruiter is crucial for companies looking for highly specialized talent, because after all, a recruiter with no technical knowledge will be unable to identify the specific skill sets required for the role, or how to evaluate a candidate’s qualifications.
This is also why many companies prefer to use an in-house technical recruiter instead of a third party agency for recruitment help. An in-house technical recruiter will not only have technical knowledge but also knowledge of how the company prefers to handle specific tasks and situations.
Additionally, because in-house technical recruiters are already part of the team, they typically have a vested interest in the success of the company.
As the name implies, a recruiting manager oversees the performance of the recruiters, providing day-to-day support while ensuring that all hiring and recruiting goals are met.
Many recruiting managers are also responsible for the training of entry-level recruiters, or, at the very least, creating a training program by which new recruiters can be brought up speed.
Besides providing support, recruiting managers are often responsible for developing a reporting system by which critical KPIs, industry trends and budget expenses can be analyzed in order to see where improvements need to be made.
Director of Recruiting
Finally, a director of recruiting manages the managers; therefore, directors will often be near the top of the food chain in terms of salary, behind only vice presidents, presidents and CEOs. Directors of recruiting are typically responsible for different “regions”. A major recruiting agency may have multiple offices spread out across the U.S, with each office needing a director to oversee recruitment operations.
In terms of required skills, directors of recruiting must know the recruitment process inside and out and know how to “right the ship” when recruitment efforts are producing poor quality candidates. This means that directors will need to know how to innovate and develop creative solutions to different hiring problems, as well as knowing how to implement them.
Additionally, like all other recruiting positions, directors must have great interpersonal skills, as effective communication between team members will ultimately be one of the most valuable assets in their toolbox. This is especially true since directors will often be responsible for as many as 50-100 employees, depending on the size of their region or office.
Add A New Tool to Your Recruiting Toolkit
Being a recruiter at any level of an organization is a rewarding yet stressful career. By adding an applicant tracking system to your company’s tech stack you can recruit more efficiently and effectively, hiring top talent faster. Interested to see what benefits you will gain from an ATS? Request a demo today with one of our Newton experts and see what all the fuss is about.Request A Demo