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Recruiting Analyst Jobs in Florida (NOW HIRING)

Taylor White

Recruiting Manager

Tampa, FL · On-site

High attention to detail and analytical thinking. * Proven ability to build and nurture ... A recruitment firm focused exclusively on placing those in the accounting and finance field - and ...

Taylor White

Recruiting Manager

Tampa, FL · On-site

High attention to detail and analytical thinking * Proven ability to build and nurture professional ... A recruitment firm focused exclusively on placing those in the accounting and finance field - and ...

ImpactBio

Recruiting Coordinator - Contractor

Tampa, FL · On-site

$19 - $25.25/hr

Recruiting Coordinator - Contractor We're scaling up - and so is our team! Our Talent Acquisition ... Strong organizational, problem-solving, and analytical skills. * Excellent time management skills.

Nourish

Provider Recruiting Associate

Miami, FL

$42K - $51K/yr

Track and analyze key recruiting metrics to improve funnel conversion and inform hiring strategy * Collaborate with Provider Onboarding, Provider Marketing, Provider Strategy, and Product teams to ...

Material Bank

Sr. Corporate Recruiter

Boca Raton, FL · On-site

Exceptional analytical and data-driven mindset with experience using recruiting metrics, market intelligence, and performance insights to improve talent quality, hiring velocity, and overall ...

Marriott Vacations Worldwide

Performs more complex quantitative and qualitative analysis for business processes and/or projects ... Recruiting experience within the timeshare industry is preferred. * Knowledge of on-property resort ...

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Recruiting Analyst information

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How much do recruiting analyst jobs pay per hour?

As of Aug 2, 2026, the average hourly pay for recruiting analyst in Florida is $27.87, according to ZipRecruiter salary data. Most workers in this role earn between $22.12 and $30.00 per hour, depending on experience, location, and employer.

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

To thrive as a Recruiting Analyst, you need strong analytical skills, knowledge of talent acquisition processes, and a relevant degree such as in human resources, business, or a related field. Familiarity with applicant tracking systems (ATS), HR analytics platforms, and proficiency in data analysis tools like Excel or Tableau is typically required. Attention to detail, effective communication, and the ability to interpret data trends are standout soft skills in this role. These competencies enable Recruiting Analysts to identify hiring patterns, optimize recruitment strategies, and support efficient, data-driven hiring decisions.

Who is a recruitment analyst?

A recruitment analyst is a professional who examines hiring data and recruitment processes to improve talent acquisition strategies. They often use data analysis tools and metrics to identify trends, optimize sourcing methods, and support decision-making in hiring practices.

What is the difference between Recruiting Analyst vs Recruiter?

AspectRecruiting AnalystRecruiter
Primary RoleAnalyzes recruitment data, trends, and metrics to improve hiring strategiesSources, screens, and interviews candidates to fill open positions
Required SkillsData analysis, reporting, ATS proficiencyCommunication, candidate assessment, relationship building
Work EnvironmentMostly office-based, working with HR and hiring teamsOften involves candidate meetings, interviews, and networking events
CertificationsHR certifications, data analysis certificationsHR certifications, recruiting certifications

While both roles are integral to the hiring process, a Recruiting Analyst focuses on data-driven insights to optimize recruitment strategies, whereas a Recruiter actively engages with candidates to fill positions. Understanding these differences helps organizations assign the right responsibilities and professionals to each aspect of hiring.

What are some common challenges Recruiting Analysts face when collaborating with hiring managers?

Recruiting Analysts often navigate the challenge of aligning data-driven insights with hiring managers' expectations and timelines. While analysts rely on metrics to recommend sourcing strategies or candidate profiles, hiring managers may prioritize immediate needs or subjective preferences. Effective communication and the ability to translate analytical findings into actionable recommendations are key to bridging this gap. Building strong relationships and setting clear expectations help ensure that data-informed decisions lead to successful hiring outcomes.

What is the 70 30 rule in hiring?

The 70/30 rule in hiring suggests that recruiters should spend approximately 70% of their time sourcing and engaging candidates, and 30% on screening and interviewing. For a Recruiting Analyst, understanding this balance helps optimize recruitment processes and improve candidate quality by focusing on active sourcing strategies and efficient evaluation methods.

What is the highest paying recruiter job?

The highest paying recruiter roles are often senior or executive-level positions such as Talent Acquisition Directors or Recruitment Managers, especially in industries like technology, finance, or healthcare. These roles typically require extensive experience, strategic oversight, and may involve managing large teams or specialized recruitment functions, with salaries reaching six figures or more depending on the company and location.

What does a recruiting analyst do?

A recruiting analyst is responsible for collecting and analyzing data related to the hiring process, such as applicant tracking, recruitment metrics, and candidate sourcing effectiveness. They use tools like applicant tracking systems (ATS) and data analysis software to improve recruitment strategies and ensure efficient hiring. Strong analytical skills and knowledge of HR metrics are essential for this role.
What are popular job titles related to Recruiting Analyst jobs in Florida? For Recruiting Analyst jobs in Florida, the most frequently searched job titles are:
What job categories do people searching Recruiting Analyst jobs in Florida look for? The top searched job categories for Recruiting Analyst jobs in Florida are:
What cities in Florida are hiring for Recruiting Analyst jobs? Cities in Florida with the most Recruiting Analyst job openings:
What are popular job titles related to Recruiting Analyst jobs in FL? For Recruiting Analyst jobs in FL, the most frequently searched job titles are:
Recruiting Analyst jobs near you
Infographic showing various Recruiting Analyst job openings in Florida as of July 2026, with employment types broken down into 94% Full Time, and 6% Contract. Highlights an 100% In-person job distribution, with an average salary of $57,975 per year, or $27.9 per hour.

Attorney Recruiting Manager

Baker Donelson

Orlando, FL • On-site

Full-time

Posted 3 days ago

New

Job description

POSITION: Attorney Recruiting Manager

FLSA STATUS: Exempt

DEPARTMENT: Recruiting

SUPERVISOR: Director of Associate Recruiting & Engagement

SUMMARY:

The Attorney Recruiting Manager is responsible for leading the Firm's Summer Associate recruiting strategy and serving as the primary owner of the Summer Associate Program across all offices. This role develops and executes long-term recruiting initiatives designed to attract, engage, and convert top legal talent while aligning with the Firm's strategic hiring objectives.

The Attorney Recruiting Manager serves as a trusted advisor to recruiting committees, hiring partners, practice leaders, and firm leadership, providing guidance on recruiting strategy, market trends, hiring needs, and workforce planning. The role is responsible for cultivating and maintaining strategic relationships with law schools, career services professionals, student organizations, and other recruiting partners to strengthen the Firm's talent pipeline and market presence.

The Attorney Recruiting Manager will also play a key role in supporting the Firm’s lateral Associate recruiting efforts, partnering with stakeholders across practices and offices to execute strategic hiring initiatives set forth by the Chief Growth Officer and Director of Associate Recruiting & Engagement.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Strategic Recruiting & Talent Pipeline Management
  • Develop and implement the Firm's Summer Associate recruiting strategy across all offices.
  • Partner with firm leadership, hiring partners, and recruiting committees to identify current and future talent needs.
  • Evaluate recruiting outcomes and market trends to inform hiring strategies and workforce planning.
  • Develop initiatives that enhance the Firm's ability to attract, engage, and hire top legal talent.
  • Monitor competitive recruiting trends and identify opportunities to strengthen the Firm's market position.
Summer Associate Program Leadership
  • Serve as the strategic owner of the Firm's Summer Associate Program.
  • Develop the vision, objectives, and annual strategy for the Summer Associate Program.
  • Partner with recruiting committees and firm leadership to establish hiring goals, candidate evaluation criteria, and offer recommendations.
  • Oversee summer associate recruitment, selection processes, evaluations, and conversion strategies.
  • Evaluate program effectiveness and implement enhancements to improve participant experience, offer acceptance rates, and long-term recruiting outcomes.
  • Ensure the Summer Associate Program supports the Firm's associate hiring, development, and retention goals.
  • Provide strategic direction to recruiting staff responsible for program administration, candidate communications, and event execution.
Law School & University Partnerships
  • Develop and maintain strong relationships with law schools, career services offices, faculty, student organizations, and other key recruiting partners.
  • Create and execute a comprehensive law school engagement strategy that promotes the Firm's brand and strengthens candidate pipelines.
  • Identify opportunities to expand recruiting reach and enhance relationships with target law schools and emerging talent markets.
  • Represent the Firm at law school programs, recruiting events, networking functions, and industry conferences.
  • Partner with recruiting committees and firm leadership to assess recruiting investments, school performance, and pipeline effectiveness.
Recruiting Committee & Stakeholder Leadership
  • Serve as the primary advisor to office recruiting committees, hiring partners, and firm leadership on associate recruiting matters.
  • Facilitate consistency in hiring practices, candidate evaluation, and recruiting processes across offices.
  • Lead discussions regarding recruiting strategy, hiring recommendations, program performance, and talent acquisition priorities.
  • Collaborate with leadership to establish annual recruiting priorities and hiring objectives.
  • Drive firmwide recruiting initiatives that support growth, talent acquisition, and workforce planning goals.
Recruiting Analytics & Program Oversight
  • Review recruiting metrics, hiring data, diversity outcomes, and market trends to support strategic decision-making.
  • Oversee the effectiveness of recruiting processes, systems, and reporting while identifying opportunities for continuous improvement.
  • Ensure recruiting activities align with Firm objectives, budget expectations, and long-term talent needs.
  • Assess recruiting program outcomes and recommend enhancements to improve efficiency, effectiveness, and candidate experience.
Leadership & Team Development
  • Provide direct supervision, coaching, mentoring, and professional development to the Recruiting Specialist.
  • Delegate operational recruiting responsibilities while maintaining accountability for overall recruiting outcomes.
  • Establish priorities and ensure effective execution of recruiting initiatives and programs.
  • Foster collaboration among recruiting staff, recruiting committees, attorneys, and firm leadership.
  • Lead special projects and strategic initiatives related to recruiting, engagement, and talent development.

KNOWLEDGE, SKILLS AND ABILITIES REQUIRED

  • Bachelor's degree preferred.
  • 5+ years of attorney recruiting, legal recruiting, or talent acquisition experience, preferably within an AmLaw, national, or multi-office professional services environment.
  • Experience managing summer associate recruiting programs and recruiting events.
  • Demonstrated success managing multiple concurrent hiring processes and stakeholder groups.
  • Prior supervisory or project leadership experience preferred.
  • Strong analytical, organizational, and project management skills.
  • Excellent communication and relationship-building abilities.
  • Experience with applicant tracking systems, recruiting databases, Microsoft 365, and recruiting analytics/reporting tools.
The expected base salary range for this position is $135,000 to $165,000.
Final compensation will be based on a variety of factors, including relevant experience, skills, education, and market considerations.
 

WORKING CONDITIONS

Normal office environment with little exposure to excessive noise, dust, extreme temperatures and the like. 

ADDITIONAL INFO

The above is intended to describe the general content of and requirements for the performance of this job. It is not to be construed as an exhaustive statement of essential functions, responsibilities or requirements.

All employees are required to comply with BDBCB's information privacy and security requirements including its acceptable use policy. Such requirements are dictated by laws and regulations, by professional standards and by the marketplace and are directly applicable to BDBCB as well as to BDBCB through its clients.

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