How to hire a contract technical recruiter

How to hire a contract technical recruiter, step by step

Here's a step-by-step contract technical recruiter 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 technical recruiter job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new contract technical recruiter
• 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 technical recruiter you need to hire. Certain contract technical recruiter 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

   Hiring the perfect contract technical recruiter also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   This list presents contract technical recruiter salaries for various positions.

   Type of Contract Technical Recruiter	Description	Hourly rate
   Contract Technical Recruiter	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	$30-64
   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
   • HR
   • Java
   • Excellent Candidate
   • Recruitment Process
   • Cloud
   • Internal Database
   • Open Positions
   • ATS
   • Interview Process
   • Boolean Search
   • Technical Recruitment
   • C++
   • Taleo

   Check all skills

   Responsibilities:

   • Manage internal resources and are main point of contact in the use of vendor manage software (VMS) systems.
   • Serve as project lead on ATS implementation for domestic and international locations for client THQ.
   • Edit job requisitions for content and formatting and post to Intel's website via Taleo.
   • Make recommendations on fields to be add to SuccessFactors ATS so manual reports may be automate.
   • Track candidates in Taleo, format resumes, provide weekly metrics reports and participate in team meetings.
   • Maintain customer and temporary employee records to ensure completeness and accuracy in compliance with company policy and EEO requirements.

3. Make a budget

   Including a salary range in your contract technical recruiter job description is a great way to entice the best and brightest candidates. A contract technical recruiter salary can vary based on several factors:

   • Location. For example, contract technical recruiters' average salary in hawaii is 53% less than in california.
   • Seniority. Entry-level contract technical recruiters earn 53% less than senior-level contract technical recruiters.
   • Certifications. A contract technical recruiter with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a contract technical recruiter's salary.

   Average contract technical recruiter salary

   $92,040yearly

   $44.25 hourly rate

   ---

   Entry-level contract technical recruiter salary

   $63,000 yearly salary

   Updated December 17, 2025

4. Writing a contract technical recruiter job description

   A job description for a contract technical recruiter role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a contract technical recruiter job description:

   Contract technical recruiter job description example

   Seeking an IT Recruiter for a temporary/remote WFH (30-60 day) assignment in Albuquerque, NM. The selected candidate will review applicant resumes received through the company's recruiting platform. Once qualified candidates have been identified, the recruiter will forward the resumes to corporate office personnel for the second phase screening.
   MILVETS has been a respected provider of professional IT services for over 30 years.
   
   As a Service-Disabled Veteran-Owned Small Business (SDVOSB), MILVETS prides itself on delivering efficient, cutting-edge, and cost-effective IT solutions to commercial, as well as state and federal government clientele.
   
   The Contract Recruiter sources potential candidates for multiple job openings at MILVETS, primarily within IT labor categories, at varying skill levels and diverse skill sets, for existing contracts and proposals.
   Partner with HR Manager and hiring Management to identify staffing needs Draft/Revise job descriptions and job postings Source resumes/potential resources via various paid and free databases on-line Make initial contact, phone/e-mail screen, recommend and follow-up with candidates Utilize iCIMS ATS - manage data, create and post/maintain jobs, process applicants Source potential candidates for existing contracts as well as for proposals/business development opportunities At least 5+ years high volume IT recruiting experience in a small to mid-size professional services company required Demonstrated recruiting success for a federal government contractor required Experience recruiting for candidates with high-level government clearances Proficient in iCIMS or other ATS application required Social media recruiting experience preferred Solid communication and rapport-building skills Organized, ability to multi-task, detail oriented, and superior follow-up
   Equal Employment Opportunity
   
   Applicants for U.S. based positions with MILVETS Systems Technology, Inc. must be legally authorized to work in the United States. Verification of employment eligibility will be required at the time of hire. Visa sponsorship is not available for this position. MILVETS Systems Technology is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, pregnancy, sexual orientation, gender identity, national origin, age, protected veteran status, or disability status.
   
   MILVETS Systems Technology, Inc. is an Equal Employment Opportunity /Affirmative Action Employer and maintains a Drug-Free Workplace.

   Copy this example

   

5. Post your job

   To find contract technical recruiters for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any contract technical recruiters they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level contract technical recruiters with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

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

6. Interview candidates

   During your first interview to recruit contract technical recruiters, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete 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 technical recruiter

   Once you've decided on a perfect contract technical recruiter candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your agreement with a contract.

   It's also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   After that, you can create an onboarding schedule for a new contract technical recruiter. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are created.

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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