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G&A Recruiter Jobs (NOW HIRING)

Expo

Recruiter

Palo Alto, CA · On-site

We are a remote team of builders. That includes Engineering, Product, GTM, and G&A. Everyone is ... Recruiting is the core of the role. You will work directly with leaders across Engineering, GTM ...

Kinder's

Recruiter (Contract)

Walnut Creek, CA

$45 - $55/hr

We are looking for a full-cycle Recruiter who thrives in high-growth, fast-moving environments and has deep experience hiring across G&A functions (Finance, People, Creative, Operations, Supply Chain ...

Agilent

$135K - $254K/yr

This is an opportunity to join Agilent's General & Administrative Finance team (G&A Finance). This ... During the hiring process, a recruiter can share more about the specific pay range for a preferred ...

Spire

Senior Global Recruiter

Washington, DC · On-site

Your primary focus will be executive, commercial, and general and administrative (G&A) hiring ... Own the full recruitment lifecycle, from intake and market mapping through outreach, assessment ...

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G A Recruiter information

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$12

$27

$44

How much do g&a recruiter jobs pay per hour?

As of Sep 2, 2026, the average hourly pay for g&a recruiter in the United States is $27.23, according to ZipRecruiter salary data. Most workers in this role earn between $20.19 and $31.97 per hour, depending on experience, location, and employer.

What is a G&A recruiter?

A G&A Recruiter is a talent acquisition professional who specializes in hiring for General & Administrative (G&A) roles within an organization, such as positions in human resources, finance, legal, marketing, and operations. Their responsibilities include sourcing, screening, interviewing, and recommending candidates for various G&A departments. They work closely with department leaders to understand hiring needs and play a key role in building strong internal teams that support the overall functioning of the company.

What are the key skills and qualifications needed to thrive as a G&A recruiter?

To thrive as a G&A Recruiter, you need a solid understanding of general and administrative functions, talent sourcing, and interviewing techniques, typically supported by a bachelor's degree in human resources or a related field. Familiarity with applicant tracking systems (ATS), HR databases, and sourcing platforms like LinkedIn Recruiter is commonly required. Excellent interpersonal skills, strong organizational abilities, and effective communication set standout recruiters apart. These skills and tools are vital for efficiently identifying, attracting, and securing top talent while supporting the organization's G&A departments.

What are the biggest challenges G&A recruiters typically face when hiring for General & Administrative roles?

G&A Recruiters often encounter challenges such as sourcing candidates with specialized experience in areas like legal, finance, or HR, where the talent pool can be limited. Additionally, these roles frequently require a high degree of cultural fit and discretion, making the screening process more nuanced. Recruiters must also balance competing priorities across multiple departments and adapt to evolving business needs, which requires strong relationship-building and communication skills with hiring managers. Staying updated on industry trends and salary benchmarks is essential to attract and retain top G&A talent.

What is the difference between G&A Recruiter vs HR Coordinator?

AspectG&A RecruiterHR Coordinator
CredentialsRecruitment certifications, HR knowledgeHR certifications, administrative skills
Work EnvironmentRecruitment agencies, corporate HR teamsHR departments, corporate offices
Employer & Industry UsageUsed in staffing, recruiting firms, large companiesUsed across industries for HR support roles
Search & Comparison IntentUnderstanding recruitment roles, hiring processesHR support, employee relations, onboarding

The G&A Recruiter primarily focuses on sourcing and hiring candidates for general administrative and other roles within organizations, often working in recruiting firms or corporate HR teams. In contrast, an HR Coordinator handles broader HR functions like onboarding, employee relations, and administrative HR tasks. While both roles require HR knowledge and certifications, the G&A Recruiter emphasizes talent acquisition, whereas the HR Coordinator supports ongoing HR operations.

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What job categories do people searching G&A Recruiter jobs look for?

The top searched job categories for G&A Recruiter jobs are:

G A Recruiter jobs near you
Infographic showing various G&A 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 $56,641 per year, or $27.2 per hour.

Member of Recruiting Staff - Technical Recruiter

Liquid AI, Inc

San Francisco, CA • On-site

Full-time

Medical, Dental, Vision, Retirement, PTO

Re-posted 23 days ago

Job description

About Liquid AI
Spun out of MIT CSAIL, we build general-purpose AI systems that run efficiently across deployment targets, from data center accelerators to on-device hardware, ensuring low latency, minimal memory usage, privacy, and reliability. We partner with enterprises across consumer electronics, automotive, life sciences, and financial services. We are scaling rapidly and need exceptional people to help us get there.
The Opportunity
Liquid AI is hiring fast across the business, and our high-output recruiting team is how we win the talent that defines us. This is a full-cycle role in San Francisco, owning hiring across the full spectrum: engineering and research, product, solutions architecture, GTM, and G&A.
Recruiting here is a highly ambiguous, build-from-scratch environment. We are hiring for most of these roles for the first time, so you will define brand-new roles, build the rubrics, coach stakeholders, and bring in exceptional people. You will run your searches with high agency and minimal supervision, with a manager who will still mentor you.
What We're Looking For
We need someone who:
  • Operates as a talent partner, not just a recruiter: You measure yourself by what is best for the business, not seats filled.
  • Builds in ambiguity: You are energized by undefined problems and create structure where there is none.
  • Thinks strategically and proactively: You read the data, anticipate where a search will stall, and unblock it before it becomes a problem, rather than reacting after the fact.
  • Prioritizes ruthlessly: In a high-noise environment with endless problems to solve, you know exactly where your time creates the most leverage, and you protect it.
  • Brings genuine passion for the craft: You are eager to learn and grow. You may not have the full strategic scope on day one, but it is obvious you will get there.
  • Runs autonomously, with high agency: You thrive with minimal supervision, while still wanting a manager who will mentor and stretch you.

The Work
  • Own full-cycle hiring across the spectrum as the in-person anchor in San Francisco, running on-sites and closing senior and executive hires face-to-face.
  • Coach stakeholders and partner with senior leaders and the C-suite to define brand-new roles before they kick off.
  • Identify the best talent: go beyond LinkedIn and build the evidence for why a candidate is the best, not just available.
  • Build rigorous, role-specific evaluation from scratch: define what 'good' looks like, assessing for the attributes and values that predict success, not just skills, and make the process itself a reason candidates want to join.
  • Win and close the candidates that matter, and prioritize ruthlessly: sharpen the value proposition, read the data to unblock stalling searches before they become problems, and gather market intel.
  • Close the loop on quality and run a clean operation: measure quality of hire and run look-backs, keep Ashby data reportable, document process in Notion, and use AI-enabled workflows to move faster.

Desired Experience
Must-have:
  • Proven depth in full-cycle recruiting for research, engineering, or other deeply technical roles, with the seniority to own complex searches end-to-end.
  • A track record of winning competitive closes: competing offers, equity education, total-compensation narrative, creative engagement, and in-person closes
  • Builder in ambiguity: you have defined roles, rubrics, and evaluation processes from scratch and coached hiring managers, including first-timers
  • Strong ATS discipline (Ashby or comparable) plus recruiting-data rigor: structured screens, scorecards, calibrated loops, and accurate, reportable metrics (time-to-fill, pass-through, quality of hire)
  • Based in San Francisco and able to work from the office 4+ days per week and host candidate onsites

Nice-to-have:
  • AI / ML or deep-tech recruiting experience
  • Early-stage (seed to Series C) team-building experience, where you helped build the motion rather than execute a mature playbook
  • Experience building quality-of-hire and retention loops: onboarding check-ins, hire look-backs, and calibration back into evaluation
  • Demonstrated range across product, GTM, G&A, and customer-facing technical roles (or a clear, evidenced ability to flex into them)

What Success Looks Like (Year One)
  • You own and close a full book across engineering, product, solutions architecture, GTM, and G&A end-to-end
  • You run independently, trusted with judgment calls, sustaining hiring quality and pace
  • New and ambiguous roles get clear, role-specific rubrics and evaluation loops, and hiring managers are measurably better at hiring because of how you coach them.
  • P0 roles close faster, and you have quality-of-hire and look-back loops running that feed back into our evaluation.

What We Offer
  • Real ownership with a direct mentor and room to grow: Run your searches end to end, and your judgment directly shapes who joins Liquid as we scale.
  • Compensation: Competitive base salary with equity in a unicorn-stage company
  • Health: We pay 100% of medical, dental, and vision premiums for employees and dependents
  • Financial: 401(k) matching up to 4% of base pay
  • Time Off: Unlimited PTO plus company-wide Refill Days throughout the year

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