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Recruiter 3 Jobs (NOW HIRING)

Griffin Associates

CONTRACTOR RECRUITER

Huntsville, AL · Remote

Huntsville, AL More about this job > Description CONTRACT RECRUITER 3 TO 6 MONTHS Patnership 30% weekly UNCapped Commission Previous experience as Account Manager with Manufacturing or DoD Industries ...

Samsung Semiconductor, Inc.

Recruiter

Newberry, SC · On-site

Position Summary The HR Recruiter is responsible for sourcing, to screen & identify, and for ... Source and interview cold candidates on Indeed. 3. Develops strategic outreach plans and processes ...

Samsung Electronics

Recruiter

Newberry, SC · On-site

Position Summary The HR Recruiter is responsible for sourcing, to screen & identify, and for ... Source and interview cold candidates on Indeed. 3. Develops strategic outreach plans and processes ...

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Recruiter 3 information

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How much do recruiter 3 jobs pay per year?

As of Jul 23, 2026, the average yearly pay for recruiter 3 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 your top 3 qualities as a recruiter?

As a recruiter, key qualities include strong communication skills to effectively engage candidates, excellent organizational abilities to manage multiple openings and candidate pipelines, and interpersonal skills to build relationships and assess candidate fit. These qualities help ensure successful placements and a positive candidate experience.

What are the key skills and qualifications needed to thrive as a Recruiter 3, and why are they important?

To thrive as a Recruiter 3, you need advanced knowledge of talent acquisition strategies, candidate sourcing, and interview techniques, typically supported by a bachelor's degree and several years of recruiting experience. Familiarity with applicant tracking systems (ATS), HRIS platforms, and recruitment marketing tools is crucial. Strong communication, relationship-building, and negotiation skills set top performers apart in this role. These competencies ensure effective talent pipelines, positive candidate experiences, and successful placements in competitive job markets.

What are the three main types of recruiters?

Recruiters generally fall into three main types: corporate recruiters who work within a company to fill internal positions, agency or external recruiters who work for staffing agencies to find candidates for multiple clients, and specialized or niche recruiters who focus on specific industries or roles. Each type uses different sourcing methods and has distinct responsibilities in the hiring process.

What are some typical challenges a Recruiter 3 might face when filling highly specialized roles, and how can they overcome them?

As a Recruiter 3, you may frequently encounter challenges when sourcing candidates for highly specialized or niche positions, such as limited talent pools or intense competition from other employers. To overcome these obstacles, it's important to leverage advanced sourcing techniques, build strong relationships with passive candidates, and partner closely with hiring managers to refine job requirements. Networking at industry events and utilizing professional platforms like LinkedIn can also help expand your reach. Additionally, staying informed about market trends ensures you can set realistic expectations and craft compelling offers for top talent.

How many jobs can a recruiter handle at a time?

A recruiter can typically manage between 10 to 20 open positions simultaneously, depending on the complexity of roles and the recruitment process. Managing multiple openings requires strong organizational skills and often the use of applicant tracking systems (ATS) to stay efficient and ensure timely communication with candidates.

What are Recruiter 3s?

A Recruiter 3 is an experienced recruiting professional, often considered a senior or lead recruiter within an organization. They are responsible for managing the full recruitment cycle for complex or high-level positions, collaborating with hiring managers, and sometimes mentoring junior recruiters. Recruiter 3s may also help develop recruitment strategies, ensure compliance with employment laws, and analyze hiring metrics to improve processes. Their role typically requires several years of recruiting experience and strong interpersonal, organizational, and negotiation skills.

What is a recruiter III job description?

A Recruiter III is a senior-level recruiting professional responsible for sourcing, screening, and hiring candidates for various roles within an organization. They often handle complex or high-volume recruitment processes, utilize applicant tracking systems, and may mentor junior recruiters. Strong communication, industry knowledge, and experience with recruiting tools are essential for this role.
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Recruiter 3 jobs near you
Infographic showing various Recruiter 3 job openings in the United States as of July 2026, with employment types broken down into 1% As Needed, 69% Full Time, 26% Part Time, 1% Temporary, and 3% Contract. Highlights an 95% Physical, 2% Hybrid, and 3% Remote job distribution, with an average salary of $53,004 per year, or $25.5 per hour.
Recruiter III - Technical | Salesforce Partnership

Recruiter III - Technical | Salesforce Partnership

Job Mobz

Atlanta, GA

Full-time

Posted 21 days ago

Job description

Company Description

Employer.com, part of the Recruiter.com family of brands, has partnered with Salesforce to place contract recruiting talent supporting their North American Engineering and Product organization. Salesforce is one of the world's leading enterprise software companies, consistently recognized as a top employer, and a place where contract engagements come with real conversion potential and solid brand name impact on your career. If you are a full-cycle technical recruiter looking for a high-visibility engagement with a company that actually converts, please review and apply.

Job Description

This is a six-month hybrid contract engagement based out of a Salesforce hub location with three days per week on-site. You will own full-cycle recruiting for Software Engineering, Infrastructure, and Technical roles, managing the complete candidate journey from sourcing through close.

Day to day, you will develop and execute strategic outreach and relationship-building efforts to maintain a strong pipeline of passive technical candidates within the SaaS and enterprise software industry. This is not a post-and-pray role; proactive sourcing and direct outreach to passive engineering talent are central to how this team operates. You will partner directly with hiring managers and technical leadership to understand role requirements, team dynamics, and technical fit, functioning as a trusted advisor who can translate complex engineering requirements into targeted candidate profiles.

ATS and TMS tools will be your operational backbone for tracking candidate progress, managing workflows, and generating recruiting reports. You will also track and analyze key recruiting KPIs including time-to-fill, cost-per-hire, and quality-of-hire, using that data to continuously sharpen recruiting efficiency and inform pipeline strategy conversations with stakeholders.

The focus here is Software Engineering, Platform, Infrastructure, and Product technical hiring at volume across Salesforce's North American engineering organization. If you have recruited for technical organizations in high-growth SaaS or enterprise software and know how to keep a busy req load moving without dropping balls, this engagement is built for you.

Conversion to a full-time role is available for the right candidate.

Qualifications

  • 7-10 years of full-cycle technical recruiting experience with a demonstrated focus on Software Engineering, Infrastructure, or Product roles

  • Proven track record recruiting in a technology or SaaS engineering environment; generic recruiting backgrounds without technical org exposure will not be considered

  • Ability to work on-site three days per week at your nearest Salesforce hub

  • Strong passive candidate sourcing skills; proactive outreach and networking are central to this role, not optional

  • Working knowledge of the technical talent market, including an understanding of engineering org structures, technical personas, and compensation norms for software engineering roles

  • Proficiency with ATS and TMS tools for pipeline tracking, workflow management, and reporting

  • Strong written and verbal communication skills; able to manage hiring manager relationships and candidate processes independently

Preferred Qualifications

  • Prior experience recruiting Software Engineers, Platform Engineers, or Infrastructure talent at a high-growth SaaS or enterprise software company

  • Familiarity with Workday Recruiting or comparable enterprise ATS

  • Background contributing to team-level pipeline reviews, recruiting strategy discussions, or headcount planning

  • Experience recruiting across distributed or global engineering organizations

  • Proficiency with MS Office suite including Word, Excel, and Outlook

Additional Information

All your information will be kept confidential according to EEO guidelines.

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About Job MobZ

Sourced by ZipRecruiter

Industry

Recruiting and staffing services

Company size

11 - 50 Employees

Headquarters location

San Francisco, CA, US

Year founded

2012

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