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Facebook Recruiter Jobs (NOW HIRING)

Sparrow Company

Bilingual Recruiter

Newton, IA · On-site

$70K - $95K/yr

. Supports recruiting for organization by reaching to qualified candidates for open roles, serving as ... Facebook • Familiarity with applicant tracking systems • Strong interpersonal skills • Good ...

STEMtech

Sr. Technical Recruiter

Oakland, CA · On-site

Responsible for managing the full recruitment cycle and meeting defined recruiting metrics for ... Social Media and Technologically Savvy (Linkedin / Facebook / Twitter etc). Additional Information ...

Clark Pacific

Corporate Recruiter

West Sacramento, CA

$35 - $40/hr

The Talent Acquisition Recruiter is responsible for Clark Pacific's talent acquisition of ... Facebook Blueprint, Instagram email marketing software Mail Chimp, Constant Contact is a plus. Core ...

STEMtech

Sr. Technical Recruiter

Oakland, CA · On-site

Responsible for managing the full recruitment cycle and meeting defined recruiting metrics for ... Social Media and Technologically Savvy (Linkedin / Facebook / Twitter etc). Additional Information ...

Clark Pacific

Corporate Recruiter

Adelanto, CA

$35 - $40/hr

The Talent Acquisition Recruiter is responsible for Clark Pacific's talent acquisition of ... Facebook Blueprint, Instagram email marketing software Mail Chimp, Constant Contact is a plus. Core ...

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Facebook Recruiter information

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$25.5K

$53K

$83.5K

How much do facebook recruiter jobs pay per year?

As of Jun 7, 2026, the average yearly pay for facebook recruiter in the United States is $53,004.00, according to ZipRecruiter salary data. Most workers in this role earn between $42,000.00 and $60,000.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a Facebook Recruiter, and why are they important?

To thrive as a Facebook Recruiter, you need a solid understanding of talent acquisition strategies, sourcing techniques, and familiarity with recruiting best practices, usually supported by a bachelor's degree and experience in recruitment. Proficiency in applicant tracking systems (ATS), LinkedIn Recruiter, and internal Facebook tools like Workday is essential. Strong interpersonal skills, effective communication, and the ability to build relationships with both candidates and hiring managers are crucial soft skills. These competencies ensure the ability to attract top talent, streamline the hiring process, and support Facebook's dynamic and high-growth environment.

How do Facebook Recruiters typically collaborate with hiring managers and interview panels during the recruitment process?

Facebook Recruiters work closely with hiring managers and interview panels to understand the specific needs of each role and ensure a smooth recruitment process. They facilitate communication between candidates and teams, schedule interviews, and help develop assessment criteria. Recruiters also provide guidance to interviewers on what to look for during interviews and gather feedback to make informed hiring decisions. This collaborative approach helps align the hiring process with Facebook’s high standards and ensures a positive experience for both candidates and internal stakeholders.

What is the difference between Facebook Recruiter vs LinkedIn Recruiter?

AspectFacebook RecruiterLinkedIn Recruiter
Primary UseFinding and engaging candidates on Facebook's platformSearching and connecting with candidates on LinkedIn
Work EnvironmentSocial media and digital marketing environmentProfessional networking and online recruiting platform
Required CredentialsRecruitment experience, social media savvyRecruitment experience, familiarity with LinkedIn tools
Industry UsageUsed by recruiters leveraging Facebook's vast user baseWidely used by recruiters across industries for sourcing candidates

Facebook Recruiter and LinkedIn Recruiter are both tools for sourcing candidates but differ mainly in platform focus. Facebook Recruiter emphasizes social media engagement on Facebook, while LinkedIn Recruiter leverages professional networking on LinkedIn. Both require recruitment experience and are used across industries to find suitable candidates efficiently.

How can I make 2000 a week working from home?

A Facebook Recruiter can potentially earn $2,000 or more weekly by working on high-volume recruitment projects, leveraging social media and applicant tracking tools. Achieving this income level typically requires strong sourcing skills, experience in talent acquisition, and the ability to handle multiple clients or large-scale hiring campaigns efficiently.

What does a Facebook Recruiter do?

A Facebook Recruiter is responsible for identifying, attracting, and hiring top talent to join Meta (formerly Facebook). They work closely with hiring managers to understand staffing needs, source candidates through various channels, conduct interviews, and guide applicants through the recruitment process. Facebook Recruiters often specialize in specific roles or departments, such as engineering, marketing, or sales. Their goal is to ensure Meta hires skilled individuals who align with the company’s mission and culture.
More about Facebook Recruiter jobs
What states have the most Facebook Recruiter jobs? States with the most job openings for Facebook Recruiter jobs include:
What job categories do people searching Facebook Recruiter jobs look for? The top searched job categories for Facebook Recruiter jobs are:
Facebook Recruiter jobs near you
Infographic showing various Facebook Recruiter job openings in the United States as of May 2026, with employment types broken down into 5% Internship, 75% Full Time, and 20% Part Time. Highlights an 95% In-person, and 5% Remote job distribution, with an average salary of $53,004 per year, or $25.5 per hour.
FEMA/DHS Contract Recruiter

FEMA/DHS Contract Recruiter

Systems Integration, Inc.

Glen Burnie, MD • On-site

Contractor

Posted 15 days ago

Job description

FEMA / DHS Recruiter
Role Overview
We are building a pre-award, clearance-ready workforce to support FEMA disaster-response operations nationwide.
We are seeking an experienced bi-lingual (English/Spanish) Recruiter with a proven track record of high-volume staffing for FEMA, DHS, or disaster-response programs. This role is responsible for building and maintaining a pre-qualified, 1000+ clearance-ready pipeline of bilingual (English/Spanish) Customer Service Representatives (CSRs) in advance of FEMA contract awards. The recruiter will own sourcing strategy, screening rigor, clearance-risk mitigation, and candidate engagement across a 6-month pre-award ramp timeline.
Key Responsibilities
  • Design and execute high-volume recruiting campaigns for FEMA CSR and disaster-response roles across FEMA-proven labor markets • Build and maintain a clearance-ready talent bench of 1,000+ candidates • Screen candidates for bilingual proficiency, SCA wage acceptance, and Public Trust eligibility • Conduct live bilingual validation interviews (English/Spanish) • Perform clearance pre-checks including address history and risk flagging • Classify candidates using Green / Yellow / Red readiness standards • Coordinate with compliance, HR, and program leadership • Maintain candidate engagement during pre-award standby periods
Required Experience & Qualifications
  • 5+ years of recruiting experience for FEMA, DHS, or disaster-response contracts • Demonstrated success with high-volume recruiting at scale (hundreds to thousands of hires) • Hands-on experience with Public Trust or DHS clearance workflows • Strong familiarity with Service Contract Act (SCA) wage environments • Proven success recruiting bilingual (English/Spanish) workforces • Comfortable managing pre-award or contingent hiring pipelines • Excellent candidate communication and documentation skills
Sourcing & Recruiting Channel Expertise (Required)
The recruiter must be highly skilled in modern, multi-channel sourcing strategies, including: • Indeed (CPC and PPA campaigns, geo-targeting) • ZipRecruiter (selective surge usage) • Facebook / Meta recruiting ads and community job groups • LinkedIn Recruiter (targeted sourcing and recruiter search) • Veteran and military spouse talent networks • State and local workforce boards • Community colleges and adult education centers Ability to optimize spend, reduce applicant noise, and increase clearance yield through channel selection is critical.
Success Metrics
  • Monthly delivery of clearance-ready (Green) candidates • Clearance adjudication success rate • Cost per clearance-ready candidate • Time-to-pipeline readiness • Candidate retention during standby period

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