How to hire a contract recruiter/sourcer

How to hire a contract recruiter/sourcer, step by step

Here's a step-by-step contract recruiter/sourcer hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a contract recruiter/sourcer job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new contract recruiter/sourcer
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   First, determine the employments status of the contract recruiter/sourcer you need to hire. Certain contract recruiter/sourcer roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A contract recruiter/sourcer's background is also an important factor in determining whether they'll be a good fit for the position. For example, contract recruiter/sourcers from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   This list shows salaries for various types of contract recruiter/sourcers.

   Type of Contract Recruiter/Sourcer	Description	Hourly rate
   Contract Recruiter/Sourcer	Human resources specialists recruit, screen, interview, and place workers. They often handle other human resources work, such as those related to employee relations, compensation and benefits, and training... Show more	$25-56
   Self-Employed	A self-employed person works without the supervision of a specific employer. Self-employed entrepreneurs decide their business plans to increase profitability and get involved with the current market trends... Show more	$12-21
   Staffing Coordinator	A staffing coordinator is responsible for assisting the staffing needs of an organization, organizing the hiring process, and monitoring the working schedule of staff to ensure smooth operations. Staffing coordinators often coordinate with recruiting agencies for staffing solutions to fill roles and process onboarding... Show more	$14-29

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Applicant Tracking Systems
   • ICIMS
   • DOD
   • Phone Screens
   • Taleo
   • Open Positions
   • Candidate Interviews
   • TS/SCI
   • Strategic Sourcing
   • Candidate Pipeline
   • ATS
   • Source Candidates
   • Ofccp
   • Reference Checks

   Check all skills

   Responsibilities:

   • Manage the full cycle of the hiring process while ensuring adherence to OFCCP and corporate policies.
   • Manage compensation packages using payroll software.
   • Source, screen and recruit in sales, accounting, healthcare and information technology.
   • Update applicant tracking system to make sure that the candidate profiles are compliant with the OFCCP.
   • Source candidates for a wide range of positions utilizing job boards, associations, and RecruitMax (ATS).
   • Coach hiring managers on using Taleo

3. Make a budget

   Including a salary range in your contract recruiter/sourcer job description is one of the best ways to attract top talent. A contract recruiter/sourcer can vary based on:

   • Location. For example, contract recruiter/sourcers' average salary in hawaii is 50% less than in washington.
   • Seniority. Entry-level contract recruiter/sourcers 54% less than senior-level contract recruiter/sourcers.
   • Certifications. A contract recruiter/sourcer with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a contract recruiter/sourcer's salary.

   Average contract recruiter/sourcer salary

   $80,489yearly

   $38.70 hourly rate

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   Entry-level contract recruiter/sourcer salary

   $54,000 yearly salary

   Updated December 13, 2025

4. Writing a contract recruiter/sourcer job description

   A good contract recruiter/sourcer job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a contract recruiter/sourcer job description:

   Contract recruiter/sourcer job description example

   Job DescriptionJob Description
   The Talent Sourcing Contractor is responsible for the identification & delivery of exceptional professional and executive-level candidates for Pharmaceutical s critical talent priorities globally. To achieve success, this Talent Acquisition professional will utilize strategic sourcing methodologies, business intelligence, external networks, professional organizations, social media, branding initiatives, and technology tools to identify, engage, and recruit external talent prospects.
   
   The Talent Sourcing Contractor is focused on providing and managing the full spectrum of recruitment sourcing services for critical talent segments across Pharmaceutical. In this role, you will:
   " Join Global Talent Sourcing organization focused on successful identification, attraction, and development of passive & active talent prospects.
   " Demonstrate creative thinking and innovation to develop and deliver highly effective sourcing strategies.
   " Be a resourceful and consultative relationship builder by partnering with Talent Acquisition team members to understand talent priorities.
   " Use multiple capabilities including digital talent development, innovative technology, data, research and analytical insights to drive talent attraction strategy and directly build talent pipelines through Beamery TRM system.
   " Interview & assess candidates and present a qualified shortlist for open positions and proactive pipelines.
   " Own the development of innovative digital outreach campaigns (via social, email outreach, etc.).
   " Work closely with our internal Talent Insights team to enhance talent development outcomes based on external market research and data.
   
   Qualifications
   
   Required:
   " Minimum Bachelor s Degree
   " Minimum 3 years of experience in talent sourcing in either a search agency or corporate recruiting role
   " Experience creating talent pipelines for varying functions & levels through multiple channels
   " Strong communication skills
   " Ability to influence key talent acquisition partners and internal stakeholders across an organization
   " A proven track record of developing and executing creative candidate identification strategies that result in identification and delivery of high-caliber, professional & executive talent
   " Excellent talent assessment and interviewing skills
   
   Preferred:
   " Knowledge of social media, digital marketing, and employee branding
   " Previous healthcare/medical/pharmaceutical sourcing experience

   Copy this example

   

5. Post your job

   To find the right contract recruiter/sourcer for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with contract recruiter/sourcers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit contract recruiter/sourcers who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your contract recruiter/sourcer job on Zippia to find and recruit contract recruiter/sourcer candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit contract recruiter/sourcers, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new contract recruiter/sourcer

   Once you've selected the best contract recruiter/sourcer candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   Once that's done, you can draft an onboarding schedule for the new contract recruiter/sourcer. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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