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Faculty Recruiter Jobs (NOW HIRING)

Gcu

Faculty Recruiter II

Phoenix, AZ · On-site

Leads the recruiting process in identifying qualified candidates, developing and maintaining pipelines, and meeting staffing goals. * Retrieves potential candidates from internal databases and ...

GRAND CANYON UNIVERSITY

Faculty Recruiter II

Phoenix, AZ · On-site

$60 - $85/hr

Leads the recruiting process in identifying qualified candidates, developing and maintaining pipelines, and meeting staffing goals. Retrieves potential candidates from internal databases and screens ...

Temple University

Hospitalist- Faculty

Philadelphia, PA · On-site

$119.50 - $157.75/hr

Rachel Rubin, MD, Chief of Hospitalist Medicine, C/O Shawn Hartigan, Physician/Faculty Recruiter, Lewis Katz School of Medicine at Temple University, 3420 N. Broad Street, MRB 101, Philadelphia, PA ...

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How much do faculty recruiter jobs pay per year?

As of Sep 5, 2026, the average yearly pay for faculty 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 does a faculty recruiter do?

A Faculty Recruiter is responsible for identifying, attracting, and hiring qualified candidates for academic positions at educational institutions. They work closely with department heads and administrators to understand hiring needs, develop recruitment strategies, and manage the selection process. Faculty Recruiters also coordinate interviews, facilitate onboarding, and ensure compliance with institutional and legal hiring policies. Their goal is to attract top talent to support the institution’s academic mission.

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

To thrive as a Faculty Recruiter, you need expertise in talent acquisition, higher education requirements, and a bachelor’s degree (often in human resources or a related field). Familiarity with applicant tracking systems (ATS), recruitment databases, and sourcing platforms like LinkedIn is typically required. Strong interpersonal skills, effective communication, and organizational abilities help build relationships with candidates and academic departments. These skills are crucial for attracting top faculty talent, ensuring smooth hiring processes, and supporting institutional goals.

What are some common challenges faculty recruiters face when sourcing candidates and how can these be addressed?

Faculty Recruiters often encounter challenges such as attracting qualified candidates in competitive academic fields and ensuring diversity in applicant pools. To address these, recruiters can leverage targeted outreach strategies, build strong relationships with professional associations, and utilize digital platforms to reach passive candidates. Collaborating closely with department heads also helps align candidate profiles with institutional needs. Staying updated on trends in higher education recruitment further enhances success in this dynamic role.

What is the difference between Faculty Recruiter vs Academic Recruiter?

AspectFaculty RecruiterAcademic Recruiter
Required CredentialsExperience in higher education hiring, familiarity with faculty qualificationsSimilar credentials, often with a focus on academic programs and faculty roles
Work EnvironmentUniversities, colleges, academic institutionsEducational institutions, academic hiring agencies
Employer & Industry UsagePrimarily used in higher education settingsUsed across academic and research institutions, sometimes broader
Search & Comparison IntentOften compared for faculty hiring rolesSimilar search intent, focusing on academic staffing

The main difference is that a Faculty Recruiter specializes specifically in hiring faculty members within higher education institutions, while an Academic Recruiter may handle a broader range of academic positions, including administrative and research roles. Both roles require knowledge of academic credentials and work environments, but Faculty Recruiters focus more narrowly on faculty positions.

How hard is it to get a faculty position?

Securing a faculty position can be competitive, often requiring a strong academic record, research experience, and relevant teaching skills. Candidates typically need a doctoral degree, a solid publication record, and successful interviews or presentations. The difficulty varies by institution, discipline, and geographic location, but persistence and networking are important factors in the process.

How to become a faculty recruiter?

To become a faculty recruiter, typically one needs a bachelor's degree in a relevant field and experience in higher education or human resources. Strong communication, networking skills, and knowledge of academic hiring processes are essential. Some roles may require a master's degree or experience in faculty hiring or academic administration.
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What cities are hiring for Faculty Recruiter jobs?

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What job categories do people searching Faculty Recruiter jobs look for?

The top searched job categories for Faculty Recruiter jobs are:

Faculty Recruiter jobs near you
Infographic showing various Faculty Recruiter job openings in the United States as of August 2026, with employment types broken down into 1% Locum Tenens, 1% As Needed, 74% Full Time, 5% Part Time, and 19% Contract. Highlights an 96% Physical, 1% Hybrid, and 3% Remote job distribution, with an average salary of $53,004 per year, or $25.5 per hour.

Physician/Faculty Recruiter

The University of Chicago

Chicago, IL • On-site

Full-time

Medical, Retirement, PTO

Re-posted 21 days ago

University Of Chicago rating

8.1

Company rating: 8.1 out of 10

Based on 47 frontline employees who took The Breakroom Quiz

170th of 630 rated colleges and universities

Job description

Department
BSD OFPRO-Office of Faculty and Physician Recruiting and Onboarding
About the Department
The Office of Faculty and Physician Recruitment & Onboarding ensures the lifecycle of faculty, physician, or provider hires from position ideation to successful transition is seamless and efficient. Our office delivers an inclusive, high-touch recruitment experience aligned with the University's Provosts office guidelines, optimizing each candidate's and new hire's journey.
Job Summary
The job develops and implements talent acquisition activities including sourcing, recruiting, screening, interviewing and recommendations external and/or internal candidates for all level jobs. Maintains records of all phases of the recruitment process, including EEO statistics. Places employment ads and may utilize the services of employment agencies.
The Physician/Faculty Recruiter leads the recruitment efforts for physician and faculty positions from requisition creation to offer acceptance. This role designs and implements targeted sourcing strategies, cultivates networks and partnerships, and serves as the primary contact for candidates. The Recruiter ensures a professional, organized, and welcoming recruitment process that supports institutional goals and diversity objectives.
Responsibilities
  • Manage full-cycle recruitment for physician/faculty positions, including sourcing, screening, interviewing, and coordinating offer processes.
  • Develop and execute targeted recruitment strategies in coordination with departmental stakeholders.
  • Source candidates using databases, networks, social media, referral programs, and professional associations.
  • Initiate and lead search committee meetings; advise on best practices in candidate evaluation.
  • Serve as primary recruitment contact, ensuring timely and accurate communication with candidates and hiring teams.
  • Partner with unit administrators to ensure smooth interview logistics, including travel arrangements and itineraries for candidates.
  • Partner with HR, credentialing, and department leaders to facilitate pre-employment processes.
  • Track candidate pipeline, recruitment metrics, and maintain recruitment documentation.
  • Promote institutional commitment to diversity, equity, and inclusion throughout the recruitment process.
  • Stay current on recruitment trends, legal requirements, and market data for physician/faculty roles.
  • Assist with job postings, recruitment advertising, and outreach activities.
  • Support onboarding engagement and transition efforts in collaboration with the Onboarding Specialist.
  • Implements outreach efforts to recruit diverse applicant pools. Attends job fairs and prescreens candidates for positions. Develops a network of contacts at the University to identify and source qualified internal candidates. Networks throughout the University and its affiliated organizations with employees and employee groups.
  • Communicates University policies, employment issues, and procedures to hiring managers through routine meetings and workshops. With minimal guidance, conducts training with units and newly hired human resources employees on employment processes, procedures, and issues. Provides consultation to and advises hiring units to ensure University policies and procedures are applied appropriately.
  • Perform other related work as needed.

Minimum Qualifications
Education:
Minimum requirements include a college or university degree in related field.
Work Experience:
Minimum requirements include knowledge and skills developed through 5-7 years of work experience in a related job discipline.
Certifications:
---
Preferred Qualifications
Education:
  • Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, or related field

Experience:
  • 5-7 years of experience in physician or faculty recruitment or healthcare talent acquisition
  • Experience recruiting within academic healthcare or medical groups strongly preferred.
  • Familiarity with applicant tracking systems and recruitment marketing platforms.
  • Demonstrated knowledge of provider credentialing and licensure requirements.

Preferred Competencies
  • Strong networking and relationship-building skills with candidates and departmental stakeholders.
  • Excellent verbal and written communication skills.
  • Ability to manage multiple searches simultaneously while meeting deadlines.
  • Analytical and strategic thinker; able to leverage recruitment metrics and market data.
  • Commitment to diversity, equity, and inclusion in recruitment practices.
  • Foster partnership and collaboration.
  • Exhibit business acumen and organizational astuteness.
  • Strong interpersonal and customer service skills, with the ability to remain calm, professional, and productive while managing complex issues, competing priorities, and tight deadlines.
  • Demonstrate strategic agility.
  • Display emotional intelligence.
  • Exhibit resilience and optimize resources.
  • High level of professionalism, integrity, and discretion handling confidential information.
  • Adaptability and resilience in a dynamic recruiting environment.
  • Proficiency with Microsoft Office, talent acquisition tools, and virtual meeting platforms.

Working Conditions
  • Remote Work Environment.

Application Documents
  • Resume (required)
  • Cover Letter (preferred)

The University of Chicago uses AI-assisted tools to streamline and augment some recruitment processes; however, AI is not used to make hiring decisions.
When applying, the document(s) MUST be uploaded via the My Experience page, in the section titled Application Documents of the application.
Job Family
University Human Resources
Role Impact
Individual Contributor
Scheduled Weekly Hours
40
Drug Test Required
No
Health Screen Required
No
Motor Vehicle Record Inquiry Required
No
Pay Rate Type
Salary
FLSA Status
Exempt
Pay Range
$95,000.00 - $135,000.00
The included pay rate or range represents the University's good faith estimate of the possible compensation offer for this role at the time of posting.
Benefits Eligible
Yes
The University of Chicago offers a wide range of benefits programs and resources for eligible employees, including health, retirement, and paid time off. Information about the benefit offerings can be found in the Benefits Guidebook.
Posting Statement
The University of Chicago is an equal opportunity employer and does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender, gender identity, or expression, national or ethnic origin, shared ancestry, age, status as an individual with a disability, military or veteran status, genetic information, or other protected classes under the law. For additional information please see the University's Notice of Nondiscrimination.
Job seekers in need of a reasonable accommodation to complete the application process should call 773-702-5800 or submit a request via Applicant Inquiry Form.
All offers of employment are contingent upon a background check that includes a review of conviction history. A conviction does not automatically preclude University employment. Rather, the University considers conviction information on a case-by-case basis and assesses the nature of the offense, the circumstances surrounding it, the proximity in time of the conviction, and its relevance to the position.
The University of Chicago's Annual Security & Fire Safety Report (Report) provides information about University offices and programs that provide safety support, crime and fire statistics, emergency response and communications plans, and other policies and information. The Report can be accessed online at: http://securityreport.uchicago.edu. Paper copies of the Report are available, upon request, from the University of Chicago Police Department, 850 E. 61st Street, Chicago, IL 60637.

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