ZipRecruiter

Log In

1

Recruiting Director Jobs in Nevada (NOW HIRING)

Epinomics

Director of Recruiting

Las Vegas, NV · On-site

Zirtual is growing fast, and one of our most critical roles is that of Director of Recruiting-the person who will manage the hiring team and ensure we are only bringing on the best Zirtual Assistants ...

Epinomics

Director of Recruiting

Las Vegas, NV

Zirtual is growing fast, and one of our most critical roles is that of Director of Recruiting-the person who will manage the hiring team and ensure we are only bringing on the best Zirtual Assistants ...

Resource Solutions

Direct Recruiter

Las Vegas, NV · On-site

Recruitment Process Management: Ensuring all direct recruitment KPI's are met e.g. candidates sourced, candidates interviewed, shortlisted, interviews and offers etc Attending telephone role ...

WHC LV, LLC

Driver Recruiting Manager

Las Vegas, NV

$60K - $65K/yr

Driver Recruiting Manager Lead Drivers. Build Relationships. Drive Success. Join Our Team in Las ... Make a direct impact on driver success, engagement, and retention * Build meaningful relationships ...

WealthBridge Financial Group

Managing Director

Reno, NV · On-site

$85 - $120/hr

As Managing Director, your primary focus will be on building and leading a team of experienced ... Recruit and mentor fellow advisors, while continuing your own client work * Foster a high ...

Learning Care Group, Inc.

Center Director

Henderson, NV

$42K - $58K/yr

In a Director, we look for committed individuals who want to make a difference in the lives of ... Recruit, select and retain quality staff. * Help achieve profitability for the company. Job ...

next page

Showing results 1-20

All JobsRecruiting JobsRecruiting Director JobsRecruiting Director Jobs in Nevada

Recruiting Director information

See Nevada salary details

$38.8K

$110.1K

$192.9K

How much do recruiting director jobs pay per year?

As of Aug 17, 2026, the average yearly pay for recruiting director in Nevada is $110,117.00, according to ZipRecruiter salary data. Most workers in this role earn between $82,000.00 and $134,400.00 per year, depending on experience, location, and employer.

What does a recruiting director do?

A Recruiting Director oversees an organization's talent acquisition strategy, managing recruitment teams and processes to attract, evaluate, and hire top talent. They develop policies, set hiring goals, and ensure that recruitment practices align with overall business objectives. Additionally, Recruiting Directors analyze workforce trends, foster relationships with external partners, and implement best practices to improve hiring efficiency and candidate experience.

What are the key skills and qualifications needed to thrive as a recruiting director?

To thrive as a Recruiting Director, you need deep expertise in talent acquisition strategies, workforce planning, and a strong understanding of employment laws, typically supported by a bachelor's degree in human resources or a related field. Familiarity with applicant tracking systems (ATS), HR analytics platforms, and relevant certifications like SHRM-SCP or SPHR is highly beneficial. Exceptional leadership, negotiation, and interpersonal communication skills distinguish top performers in this role. These capabilities ensure the effective attraction, selection, and retention of top talent, which is critical for achieving organizational growth and competitiveness.

How does a recruiting director typically collaborate with hiring managers and executive leadership to align talent acquisition with organizational goals?

A Recruiting Director works closely with hiring managers and executive leadership to understand the organization's strategic objectives and workforce needs. This collaboration involves developing tailored recruitment strategies, setting hiring priorities, and providing market insights to ensure talent acquisition aligns with business goals. Regular meetings, status updates, and collaborative planning sessions are essential, and Recruiting Directors often serve as a bridge between HR and business units to streamline processes and address challenges. This role requires strong communication and negotiation skills to balance the needs of different stakeholders while maintaining a positive candidate experience.

What is the difference between Recruiting Director vs Talent Acquisition Manager?

AspectRecruiting DirectorTalent Acquisition Manager
ResponsibilitiesOversees entire recruiting strategy, manages recruiting teams, aligns hiring goals with company objectivesManages recruiting processes, sources candidates, and coordinates hiring efforts within departments
Required CredentialsBachelor's degree, extensive recruiting experience, leadership skillsBachelor's degree, recruiting experience, strong communication skills
Work EnvironmentSenior leadership, strategic planning, cross-department collaborationOperational focus, team management, day-to-day recruiting activities

The main difference is that a Recruiting Director holds a strategic, leadership role overseeing recruiting efforts at a high level, while a Talent Acquisition Manager focuses on managing recruiting processes and teams to meet hiring needs. Both roles require relevant experience and skills, but the Recruiting Director typically has broader responsibilities and a higher level of seniority.

How to become a recruiting director?

To become a recruiting director, candidates typically need several years of experience in recruiting or human resources, strong leadership skills, and a deep understanding of talent acquisition strategies. A bachelor's degree in human resources, business, or a related field is often required, and advanced certifications like SHRM or AIRS can enhance prospects. Developing expertise in applicant tracking systems and building strong industry networks are also beneficial.

What are the most commonly searched types of Recruiting jobs in Nevada?

The most popular types of Recruiting jobs in Nevada are:

What are popular job titles related to Recruiting Director jobs in Nevada?

For Recruiting Director jobs in Nevada, the most frequently searched job titles are:

What job categories do people searching Recruiting Director jobs in Nevada look for?

The top searched job categories for Recruiting Director jobs in Nevada are:

What cities in Nevada are hiring for Recruiting Director jobs?

Cities in Nevada with the most Recruiting Director job openings:

Recruiting Director jobs near you
Infographic showing various Recruiting Director job openings in Nevada as of August 2026, with employment types broken down into 1% As Needed, 87% Full Time, 10% Part Time, 1% Temporary, and 1% Contract. Highlights an 92% Physical, 3% Hybrid, and 5% Remote job distribution, with an average salary of $110,117 per year, or $52.9 per hour.

Director of Recruiting

Epinomics

Las Vegas, NV • On-site

Full-time

Re-posted 17 days ago

Job description

Company Description
We're passionate about adding people that want to be part of an amazing virtual community that loves to serve, while cultivating a strong community dedicated to building meaningful employment that affects thousands. If this is your mission, join Zirtual-we're dedicated to changing the way the world works, one relationship at a time.
Job Description
Zirtual is growing fast, and one of our most critical roles is that of Director of Recruiting-the person who will manage the hiring team and ensure we are only bringing on the best Zirtual Assistants and non-ZA external hires possible.
Responsibilities
  • Developing hiring processes for both ZAs and external recruiting of non-ZA candidates
  • Defining and utilizing pre-hire assessments
  • Selecting and implementing an applicant tracking system
  • Working with vendors and outsourced recruiters
  • Managing university/college recruiting
  • Developing internship programs
  • Based on data, choose the top two geographical areas we want to hire from (e.g., Reno, NV and Dallas/Fort Worth, TX) and create campaigns to target those locations, hiring in critical mass to help evangelize others. Similar to what JetBlue does with its CSRs in Utah.
  • Capacity planning for ZA hires per month versus sales projections
  • Being able to adjust based on increased sales or partnerships
  • Running reports bi-monthly to ensure we're properly staffed
  • Interview slots should be booked out 2 weeks at all times
  • Training cohorts should be filled out at least 1 cohort at a time, with room to add more if needed last minute
  • Hiring projections are accurate and match up with target sales goals and finances
  • Hiring and training sourcers/recruiters
  • Training hiring managers on the interview process
  • Working with managers to create job requirements
  • Sourcing candidates for *critical* roles (ones that should not be passed on to a junior recruiter)
  • Screening/reference checking
  • Supporting candidates through the process
  • Creating a positive candidate experience
  • Managing and mentoring the hiring team, developing out their roles and responsibilities
  • Developing out new roles necessary to effectively run the recruiting arm of Zirtual as demands increase and business needs shift
  • Making Zirtual a highly desired place to work through
  • Social media
  • Thought leadership
  • Paid advertising
  • In-person events
  • Development of the company "employment" brand
  • Developing promotional recruitment campaigns
  • Placing and managing recruitment campaigns
  • You will be responsible for monitoring and reporting on the efficiency of the hiring process. Watching for potential problems, shortcomings and resource allocation requirements (e.g., do they need to hire another person to help with interviews, etc.)

Qualifications
Experience
  • Recruiting & HR
  • Customer service experience a plus
  • At least 7 years professional experience
Traits
  • Numbers oriented & data driven
  • Likes pulling multiple variables together into equations that measure hiring constraints
  • Always defaults to numbers, metrics and data when describing a situation; speaks in absolutes; understands how nuanced capacity planning can be
  • A strong leader
  • Able to manage a distributed team of junior hiring coordinators
  • Identifies opportunities for improvement and innovation, takes risks, understands how company-level strategy will affect local hiring needs
  • Personable
  • We have a distinct culture; a good sense of humor goes a long way here

Additional Information
Submit your resume ALONG with the "Culture Shock" task below directly to: maren@zirtual.com and cc: hr@zirtual.com. Be SURE to read and follow the instructions to the T. If you want to know why we're so intense about everything being followed properly, read this article about Van Halen.
Applicants that do not follow these instructions will not be considered.
Culture Shock Task
Part 1: Core Values
Zirtual is made up of passionate, intelligent, and supportive people who truly care about working hard, helping others, and having fun. Our company culture intertwines professionalism and excellence with the overall belief that work can be awesome.
In our search for the ultimate ZA, we look for people who are excited to be part of, and to help strengthen, our vibrant culture. Although every member of Zirtual is truly unique (something we love!), we all follow and believe in a set of principles. We call these our Core Values. Please take 5 minutes and read Zirtual's Core Values here.
Keeping these core values in mind, please answer the following questions in a single Google Drive document (following the instructions):
  • Why do you want to work for Zirtual?
  • Why do you think you'd be a good culture fit?
  • Which core value resonates most with you and why?
  • While our Hiring team loves to read, we appreciate you keeping your responses to less than 150 words per question.

Part 2: A Week in the Life
What does a typical day in the life of a ZA look like? Is there even such thing as a typical day? We know that many of our applicants are very curious about what comprises a workday for a ZA. Please take a moment to read through: A Week in the Life of a ZA
After reading that glimpse into the day-to-day, what do you think are three necessary skills or qualities needed for a ZA to succeed? Please explain why you chose those three!
Submitting Your Application:
  • Please answer the following assignment (parts 1 and 2) within a single Google Drive Document-do not send multiple links or docs
  • Share this document DIRECTLY with maren@zirtual.com and hr@zirtual.com
  • Please do not send this assignment as an attachment. We must be able to access this through a link you include in your email.
  • Please email your resume along with the link for the shared doc to maren@zirtual.com and cc: hr@zirtual.com with the subject line: Director of Recruiting Application (your name, the date)

Apply