How to hire a corporate recruiter, contract

How to hire a corporate recruiter, contract, step by step

Here's a step-by-step corporate recruiter, contract hiring guide:

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

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1. Identify your hiring needs

   Before you post your corporate recruiter, contract job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a corporate recruiter, contract for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

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

   Yes

   No

   You should also consider the ideal background you'd like them a corporate recruiter, contract to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a corporate recruiter, contract that fits the bill.

   The following list breaks down different types of corporate recruiters, contract and their corresponding salaries.

   Type of Corporate Recruiter, Contract	Description	Hourly rate
   Corporate Recruiter, Contract	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	$21-47
   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
   Human Resources Generalist	A human resources generalist is responsible for monitoring the human resources policies and procedures, making adjustments as needed to align with the company's goals and objectives. Duties of a human resources generalist also include improving employee relations system, organizing compliance and knowledge training, reviewing benefit plans, managing compensation inquiries, assisting in recruitment and staffing needs, communicating with department heads in employees' performance reviews, and storing employees' files for reference... Show more	$19-36

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Applicant Tracking Systems
   • Source Candidates
   • Recruitment Process
   • Taleo
   • SR
   • Phone Screens
   • Background Checks
   • HRIS
   • Recruitment Strategies
   • Reference Checks
   • Open Positions
   • Career Fairs
   • ATS
   • Candidate Interviews

   Check all skills

   Responsibilities:

   • Manage the scheduling and logistics of all interviews between candidates and hiring managers including post-interview calibration/feedback with interview teams.
   • Hire SOA Java and Java J2EE & .Net Engineers.
   • Enhance the company's ATS by creating a vast pool of qualify candidates of all levels.
   • Provide guidance and direction to track and complete all applicant information in Taleo the application tracking system.
   • Source and leverage social media platforms, job boards and ATS to build a passive/ diverse candidate pipeline.
   • Source and network using LinkedIn, Taleo, CareerBuilder, and other methods such as networking with online groups.

3. Make a budget

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

   • Location. For example, corporate recruiters, contract' average salary in utah is 42% less than in washington.
   • Seniority. Entry-level corporate recruiters, contract earn 55% less than senior-level corporate recruiters, contract.
   • Certifications. A corporate recruiter, contract 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 corporate recruiter, contract's salary.

   Average corporate recruiter, contract salary

   $66,162yearly

   $31.81 hourly rate

   ---

   Entry-level corporate recruiter, contract salary

   $44,000 yearly salary

   Updated December 14, 2025

4. Writing a corporate recruiter, contract job description

   A good corporate recruiter, contract 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 corporate recruiter, contract job description:

   Corporate recruiter, contract job description example

   Founded in France in 1970, Fiducial is a major provider of financial services (Business Counseling, Bookkeeping, Payroll and Tax Preparation & Advisory Services) to small businesses and their owners. As a trusted advisor to entrepreneurs, Fiducial provides the financial back office infrastructure to clients, allowing them to focus on what they do best: serve their customers.
   
   The Corporate Recruiter will report directly to the Recruiting Manager and will develop partnerships with hiring managers to fill open positions/ The successful candidate will understand "the business" and provide timely solutions to filling open positions and pipelining for future openings.
   Responsibilities include:
   Develop recruitment strategies for open positions in partnership with hiring managers. Full life-cycle recruiting including the sourcing, interviewing, closing and hiring of talent for assigned requisitions. Present candidates to hiring managers and work as a liaison between candidates and hiring managers throughout the full life-cycle recruiting process. Maintain a high level of industry awareness. Build a network of contacts and a pipeline of talent for future opportunities. Effective utilization of the applicant tracking system as part of the recruitment process.
   
   Desired Skills/Experience/Attributes
   2+ years of full life-cycle recruiting experience within a corporate or agency environment. 1+ years of experience recruiting for accounting or tax positions preferred. Demonstrated strong candidate sourcing skills. Proficiency with internet search tools and techniques. Flexible and collaborative team player with the exhibited ability to operate in a fast-paced environment. Detail and metric-driven to achieve established goals. Energetic, self-confident, self-motivated and highly organized with a strong sense of personal accountability. Excellent customer service, time management, and team-building skills. Excellent verbal and written communication skills.
   
   The ideal candidate for this position:
   Has a positive attitude and the ability to work well with peers, staff, and management in a team-oriented environment. Has strong verbal and written communication skills. Is detail-oriented, with good organizational and time management skills. Possesses a high level of integrity and respects quality assurance requirements. Is committed to fostering and maintaining a service culture.
   
   Education, Certificates, Licenses, Registrations
   Bachelor's Degree in Business Administration, Marketing or relevant field a plus.

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right corporate recruiter, contract for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

   • Post your corporate recruiter, contract job on Zippia to find and recruit corporate recruiter, contract 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 corporate recruiters, contract, 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 corporate recruiter, contract

   Once you've found the corporate recruiter, contract candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   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.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is 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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