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Virtual Recruiter Jobs in Oklahoma (NOW HIRING)

Betterhealthgroup

Clinic Recruiter

Tulsa, OK · On-site

The Talent Acquisition Recruiter will operate in a fast-paced, highly metric-driven environment in ... Coordinate and schedule virtual and in-person interviews while ensuring an organized and positive ...

Better Health Group Services

Clinic Recruiter

Tulsa, OK · On-site

The Talent Acquisition Recruiter will operate in a fast-paced, highly metric-driven environment in ... Coordinate and schedule virtual and in-person interviews while ensuring an organized and positive ...

Betterhealthgroup

Clinic Recruiter

Tulsa, OK

The Talent Acquisition Recruiter will operate in a fast-paced, highly metric-driven environment in ... Coordinate and schedule virtual and in-person interviews while ensuring an organized and positive ...

Betterhealthgroup

Clinic Recruiter

Tulsa, OK · On-site

The Talent Acquisition Recruiter will operate in a fast-paced, highly metric-driven environment in ... Coordinate and schedule virtual and in-person interviews while ensuring an organized and positive ...

Apex Systems

Database Administrator

Tulsa, OK · On-site

Everforth Apex uses a virtual recruiter as part of the application process. Click for more details. By applying for this job, you agree to receive calls, AI-generated calls, text messages, or emails ...

Bartram Family Dental Care

Dental Hygienist

Ada, OK · On-site

$31.75 - $41.75/hr

The fastest way to get an interview is by applying using our virtual recruiting assistant. Qualifications: * Current dental hygienist license * Excellent working knowledge of dentistry, dental ...

Apex Systems

Break/Fix Technician- OKC

Oklahoma City, OK · On-site

$18.75 - $24/hr

Everforth Apex uses a virtual recruiter as part of the application process. Click for more details. By applying for this job, you agree to receive calls, AI-generated calls, text messages, or emails ...

Apex Systems

IT Analyst IV

Tulsa, OK · On-site

$55 - $60/hr

Everforth Apex uses a virtual recruiter as part of the application process. Click for more details. By applying for this job, you agree to receive calls, AI-generated calls, text messages, or emails ...

Bartram Family Dental Care

Dental Hygienist

Moore, OK · On-site

$36.50 - $48.25/hr

The fastest way to get an interview is by applying using our virtual recruiting assistant. Qualifications: * Current dental hygienist license * Excellent working knowledge of dentistry, dental ...

Apex Systems

L1 Sys Admin - OKC

Oklahoma City, OK · On-site

$20 - $27/hr

Everforth Apex uses a virtual recruiter as part of the application process. Click for more details. By applying for this job, you agree to receive calls, AI-generated calls, text messages, or emails ...

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All JobsRecruiter JobsVirtual Recruiter JobsVirtual Recruiter Jobs in Oklahoma

Virtual Recruiter information

See Oklahoma salary details

$550

$1.3K

$2.3K

How much do virtual recruiter jobs pay per week?

As of Aug 27, 2026, the average weekly pay for virtual recruiter in Oklahoma is $1,282.77, according to ZipRecruiter salary data. Most workers in this role earn between $1,075.00 and $1,357.69 per week, depending on experience, location, and employer.

What is a virtual recruiter?

Virtual recruiters are professionals who use digital tools and online platforms to identify, screen, and interview job candidates remotely. Unlike traditional recruiters who may work in an office or meet candidates in person, virtual recruiters conduct the entire hiring process online, often working from home or any remote location. Their responsibilities typically include posting job openings, sourcing candidates through databases and social media, conducting video interviews, and coordinating with hiring managers. Virtual recruiters play a crucial role in helping organizations find talent efficiently, especially in today's remote and hybrid work environments.

What does a virtual recruiter do?

Virtual Recruiters have the same responsibilities and goals as a traditional recruiter; your main objective is to help your employer clients fill vacancies with talented job seekers. The primary difference between the positions is Virtual Recruiters typically work from home instead of in the office. In this role, you are the liaison between job seeker and potential employer, helping companies to narrow the field of candidates to those most qualified and helping individuals find the right fit for them. Because you are not in the office, you must give your clients regular updates on the status of your search through phone calls, emails, and online portals. Recruiting jobs are frequently remote or virtual positions.

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

To thrive as a Virtual Recruiter, you need strong knowledge of talent sourcing, candidate screening, and recruiting best practices, often supported by a background in human resources or related fields. Familiarity with applicant tracking systems (ATS), video interviewing platforms, and professional networking tools like LinkedIn is essential. Outstanding communication, relationship-building, and time-management skills set top performers apart in remote recruiting environments. These abilities ensure efficient identification and engagement of top talent, leading to successful placements and client satisfaction.

How does a virtual recruiter maintain effective communication and collaboration with hiring managers and candidates remotely?

As a virtual recruiter, maintaining clear and timely communication is essential since all interactions occur remotely. This is typically achieved through regular video meetings, instant messaging platforms, and collaborative applicant tracking systems (ATS). Virtual recruiters often schedule frequent check-ins with hiring managers to align on job requirements and candidate feedback, while also keeping candidates informed throughout the process. Leveraging digital tools helps ensure transparency, build trust, and foster efficient workflows despite not being in a traditional office setting.

What is the difference between Virtual Recruiter vs Virtual HR Assistant?

AspectVirtual RecruiterVirtual HR Assistant
CredentialsRecruitment certifications, HR knowledgeHR certifications, administrative skills
Work EnvironmentRecruitment agencies, corporate HR teamsHR departments, staffing firms
Employer & Industry UsageUsed in recruiting-focused roles across industriesUsed in HR support roles across industries
Search & Comparison IntentCompare recruitment services, roles, and responsibilitiesCompare HR support functions and administrative tasks

The main difference between a Virtual Recruiter and a Virtual HR Assistant lies in their focus. Virtual Recruiters primarily handle talent sourcing, screening, and hiring processes, often working within recruitment agencies or HR teams. Virtual HR Assistants support broader HR functions, including onboarding, employee records, and administrative tasks. Both roles require HR-related credentials but serve distinct purposes within organizations.

How do you become a virtual recruiter?

To become a virtual recruiter, you typically need a high school diploma or higher education, strong communication and organizational skills, and experience with applicant tracking systems or recruiting tools. Gaining certifications such as the Certified Internet Recruiter (CIR) can enhance credibility, and familiarity with online job boards and social media platforms is often beneficial. Many virtual recruiters work independently or for staffing agencies, and a reliable internet connection is essential for remote work.
More about Virtual Recruiter jobs

What are the most commonly searched types of Recruiter jobs in Oklahoma?

The most popular types of Recruiter jobs in Oklahoma are:

What are popular job titles related to Virtual Recruiter jobs in Oklahoma?

For Virtual Recruiter jobs in Oklahoma, the most frequently searched job titles are:

What job categories do people searching Virtual Recruiter jobs in Oklahoma look for?

The top searched job categories for Virtual Recruiter jobs in Oklahoma are:

What are popular job titles related to Virtual Recruiter jobs in OK?

For Virtual Recruiter jobs in OK, the most frequently searched job titles are:

Virtual Recruiter jobs near you
Infographic showing various Virtual Recruiter job openings in Oklahoma as of August 2026, with employment types broken down into 83% Full Time, 4% Part Time, and 13% Contract. Highlights an 97% Physical, 1% Hybrid, and 2% Remote job distribution, with an average salary of $66,704 per year, or $32.1 per hour.

Clinic Recruiter

Betterhealthgroup

Tulsa, OK • On-site

Full-time

Re-posted 15 days ago

Job description

Overview
Our mission is Better Health. Our passion is helping others.
What's Your Why?
  • Are you looking for a career opportunity that will help you grow personally and professionally?
  • Do you have a passion for helping others achieve Better Health?
  • Are you ready to join a growing team that shares your mission?

Why Join Our Team: At Better Health Group, it's our commitment, our passion, and our culture that sets us apart. Our Team Members make a difference each and every day! They support our providers and payors, ensuring they have the necessary tools and resources to always deliver best-in-class healthcare experiences for our patients. We don't just talk the talk - we believe in it and live by it. Be part of a team that shares your passion and drive, and start living your purpose at Better Health Group.
Responsibilities
Reports to: Manager, Talent Acquisition
Position Objective
The Talent Acquisition Recruiter is responsible for managing the full recruiting life cycle for assigned positions, from the initial development of a recruiting strategy through the candidate's transition into onboarding.
This Team Member will partner closely with hiring leaders to understand workforce needs, develop position-specific recruiting strategies, source and engage qualified candidates, coordinate interviews, collect and communicate feedback, prepare and deliver offers, initiate pre-employment screening, and support candidates through the remaining pre-hire and onboarding steps.
The Talent Acquisition Recruiter will operate in a fast-paced, highly metric-driven environment in which positions are assigned established service level agreements, or SLAs. Individual performance will be evaluated based on quality, responsiveness, hiring outcomes, candidate experience, and the timely achievement of those SLAs.
Success in this position requires creativity, urgency, strong technical aptitude, excellent judgment, and the ability to independently manage a high-volume workload with limited day-to-day direction. This is a hybrid role, and the Team Member will be expected to work onsite periodically based on business, hiring, and team needs.
**Please note that this is a temp-to-hire opportunity.**
Essential Duties and Responsibilities
Full-Life-Cycle Recruiting
  • Manage the full recruiting life cycle for assigned positions, from requisition intake and strategy development through accepted offer, pre-employment screening, and transition to onboarding.
  • Partner with hiring leaders and key stakeholders to understand staffing needs, position requirements, business priorities, ideal candidate profiles, and anticipated hiring timelines.
  • Develop and execute customized recruiting strategies based on the position, market, candidate population, hiring urgency, and business need.
  • Create and publish accurate, engaging, and inclusive job advertisements that effectively communicate the position and the Company's employment brand.
  • Review applications, evaluate resumes, conduct candidate screens, assess qualifications, and recommend candidates for consideration.
  • Coordinate and schedule virtual and in-person interviews while ensuring an organized and positive experience for candidates and hiring teams.
  • Prepare candidates and hiring leaders for each stage of the interview process.
  • Proactively collect interview feedback, identify delays, communicate next steps, and maintain momentum throughout the selection process.
  • Facilitate candidate debriefs and support hiring leaders in making timely, informed, and equitable hiring decisions.
  • Prepare compensation recommendations and offer materials in accordance with approved compensation structures and internal processes.
  • Present and deliver verbal and written employment offers, manage offer negotiations, and document candidate acceptances or declines.
  • Initiate background checks, drug screenings, licensure verifications, and other required pre-employment screening activities.
  • Maintain consistent communication with candidates after offer acceptance and guide them through pre-employment requirements and the transition into onboarding.
  • Partner with Human Resources, onboarding, credentialing, payroll, operations, and other internal teams to address barriers that could affect a candidate's start date or experience.

Sourcing and Talent Pipeline Development
  • Proactively source active and passive candidates through LinkedIn Recruiter, Indeed, professional networks, social media, internal databases, referrals, industry associations, community partnerships, and other sourcing channels.
  • Develop creative sourcing strategies for difficult-to-fill, high-volume, specialized, and geographically challenging positions.
  • Conduct direct outreach through telephone calls, email campaigns, networking, referrals, and other candidate engagement methods.
  • Build and maintain pipelines of qualified active and passive candidates for current and anticipated hiring needs.
  • Maintain ongoing relationships with prospective candidates and ensure candidate information remains current within the applicant tracking system.
  • Monitor labor-market conditions, competitor activity, compensation trends, candidate availability, and sourcing effectiveness.
  • Recommend adjustments to recruiting strategies based on market data, pipeline activity, candidate feedback, and hiring results.
  • Drive employee and provider referral activity by promoting referral opportunities, maintaining relationships with referral sources, and following up on referred candidates.
  • Represent the Company as a professional and enthusiastic employment brand ambassador in every candidate and stakeholder interaction.

Hiring Leader and Stakeholder Partnership
  • Serve as a consultative Talent Acquisition partner to hiring leaders and operational stakeholders.
  • Establish clear expectations regarding the recruiting process, responsibilities, interview timelines, feedback requirements, SLAs, and candidate communication.
  • Provide hiring leaders with timely updates regarding candidate pipelines, sourcing activity, interview status, market challenges, and potential risks.
  • Advise leaders on interview structure, candidate assessment, selection practices, compensation considerations, and competitive market conditions.
  • Promote consistent, compliant, and effective hiring practices across assigned business areas.
  • Build trusted relationships through responsiveness, transparency, sound judgment, and a strong understanding of business operations.
  • Escalate significant hiring delays, process barriers, candidate concerns, or compliance issues when appropriate.
  • Support hiring leaders in creating an efficient, respectful, and high-quality candidate experience.

Metrics, Service Levels, and Process Management
  • Manage assigned requisitions in accordance with established service level agreements and Talent Acquisition performance expectations.
  • Maintain a strong sense of urgency and proactively address positions that are at risk of missing established timelines.
  • Maintain accurate and timely candidate, requisition, interview, offer, and disposition information within the applicant tracking system and other Talent Acquisition systems.
  • Ensure recruiting activity and candidate status information are documented sufficiently to support reporting, compliance, and business decision-making.
  • Review personal and team metrics regularly and adjust recruiting strategies to improve results.
  • Balance speed, candidate quality, compliance, and stakeholder service in a high-volume, deadline-driven environment.
  • Identify process gaps and recommend improvements that increase efficiency, consistency, user experience, and hiring outcomes.

Technology and Talent Acquisition Tools
  • Effectively use the applicant tracking system, candidate relationship management tools, job boards, sourcing platforms, scheduling tools, spreadsheets, reporting tools, and communication systems.
  • Demonstrate strong proficiency with external sourcing platforms such as LinkedIn Recruiter and Indeed.
  • Use technology and automation to organize work, improve candidate engagement, track follow-up activity, and increase recruiting efficiency.
  • Maintain accurate candidate records, notes, communications, dispositions, and supporting documentation.
  • Quickly learn and adapt to new Talent Acquisition technologies, system enhancements, and workflow changes.
  • Assist with testing, implementing, and optimizing Talent Acquisition systems and processes.
  • Use data and reporting tools to identify trends, monitor productivity, and support hiring recommendations.

Referrals, Temporary Staffing, and Supplier Partnerships
  • Promote and support employee and provider referral programs as important sources of qualified candidates.
  • Communicate with referral sources and ensure referred candidates receive timely follow-up.
  • Partner with approved temporary staffing firms, search firms, and other Talent Acquisition suppliers when internal sourcing efforts or business needs require additional support.
  • Provide staffing suppliers with clear job requirements, performance expectations, submission processes, and communication standards.
  • Review supplier-submitted candidates and coordinate interviews, feedback, offers, conversions, or assignments as appropriate.
  • Monitor supplier responsiveness, candidate quality, pricing, compliance, and service delivery.
  • Ensure outside staffing resources are used in accordance with approved contracts, internal policies, and applicable conversion requirements.
  • Escalate supplier performance concerns and support periodic vendor evaluations.

Compliance and Candidate Experience
  • Ensure recruiting activities are conducted consistently and in compliance with applicable employment laws, regulations, and Company policies.
  • Maintain knowledge of Equal Employment Opportunity requirements and other employment regulations relevant to recruiting and hiring.
  • Protect confidential candidate, compensation, employee, and business information.
  • Ensure candidates receive timely, professional, and respectful communication throughout the hiring process.
  • Document candidate dispositions accurately and consistently.
  • Promote fair, inclusive, and job-related selection practices.
  • Identify and escalate potential conflicts of interest, compliance concerns, background-screening issues, or deviations from established hiring processes.
  • Perform other duties and support Talent Acquisition projects as assigned.

Education and Experience
  • Bachelor's degree in Human Resources, Business Administration, Marketing, Communications, Healthcare Administration, or a related field preferred; an equivalent combination of education and directly relevant recruiting experience may be considered.
  • 2+ years of full-life-cycle recruiting experience.
  • Proficiency with Google Workspace, including Gmail, Drive, Docs, Sheets, and Slides required.
  • Experience with Applicant Tracking Systems (ATS), such as iCIMS, Taleo, Workday, Greenhouse, etc. required.
  • Experience with Candidate Relationship Management (CRM) systems is highly preferred.
  • Demonstrated experience independently managing multiple requisitions across different departments, locations, or job types.
  • Experience developing sourcing strategies and identifying active and passive candidates in competitive labor markets.
  • Experience using an applicant tracking system and external sourcing tools such as LinkedIn Recruiter, Indeed, and other job boards or professional networking platforms.
  • Experience preparing and delivering offers, facilitating offer negotiations, and initiating pre-employment screening processes.
  • Experience working in a metric-focused environment with established deadlines, service level agreements, or productivity expectations strongly preferred.
  • Healthcare recruiting experience strongly preferred.
  • Experience staffing primary care clinics, medical practices, or ambulatory healthcare operations highly preferred.
  • Knowledge of Medicare Advantage, value-based care, and healthcare provider or clinic operations is a significant advantage.
  • Experience partnering with temporary staffing firms, search firms, or other Talent Acquisition suppliers preferred.
  • Experience recruiting clinical, operational, corporate, or healthcare support positions preferred.

Knowledge, Skills, and Abilities
  • Comprehensive understanding of full-life-cycle recruiting practices.
  • Strong sourcing, interviewing, candidate-assessment, and closing capabilities.
  • Ability to independently develop and execute position-specific recruiting strategies.
  • Strong proficiency with LinkedIn Recruiter, Indeed, applicant tracking systems, job boards, and other Talent Acquisition technologies.
  • High level of technical aptitude and the ability to quickly learn new systems and tools.
  • Strong analytical skills and comfort working with recruiting metrics, dashboards, reports, and service level agreements.
  • Ability to manage a high volume of requisitions, candidates, interviews, and competing deadlines.
  • Strong sense of urgency and commitment to execution, follow-through, and measurable results.
  • Self-directed work style with the ability to identify priorities and move work forward without continuous supervision.
  • Creative and resourceful approach to solving difficult recruiting challenges.
  • Strong project-management, organizational, and time-management skills.
  • Excellent verbal and written communication skills.
  • Strong relationship-building, consulting, and influencing skills.
  • Ability to establish credibility with hiring leaders, candidates, colleagues, and external

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