Corporate recruiter vs executive recruiter

The differences between corporate recruiters and executive recruiters can be seen in a few details. Each job has different responsibilities and duties. It typically takes 4-6 years to become both a corporate recruiter and an executive recruiter. Additionally, an executive recruiter has an average salary of $79,755, which is higher than the $70,538 average annual salary of a corporate recruiter.

The top three skills for a corporate recruiter include applicant tracking systems, human resources and customer service. The most important skills for an executive recruiter are customer service, applicant tracking systems, and human resources.

Corporate recruiter vs executive recruiter overview

	Corporate Recruiter	Executive Recruiter
Yearly salary	$70,538	$79,755
Hourly rate	$33.91	$38.34
Growth rate	8%	8%
Number of jobs	45,393	94,248
Job satisfaction	-	-
Most common degree	Bachelor's Degree, 77%	Bachelor's Degree, 77%
Average age	41	41
Years of experience	6	6

What does a corporate recruiter do?

A corporate recruiter is responsible for identifying potential candidates to fill in a position within the company by closely coordinating with the department managers for their specific requirements and qualifications. Corporate recruiters update the company's online job board, as well as posting job hiring to several online platforms. They carefully screen the applicants' credentials and set interview appointments to the chosen candidates. A corporate recruiter helps successful applicants with processing their requirements and provides them with instructions for onboarding.

What does an executive recruiter do?

Often working for recruiting agencies, an executive recruiter is primarily in charge of interviewing and hiring job applicants. Their responsibilities revolve around gathering candidates' applications and requirements, verifying documents and reaching out to references, and conducting a background check, all to ensure that the potential hires are suitable for their designated positions. An executive recruiter must also post job advertisements in different areas such as online platforms, coordinate with the hiring team, and offer job positions to the most suitable candidates. Furthermore, they may also develop training programs for new employees, in adherence to company policies and regulations.

Corporate recruiter vs executive recruiter salary

Corporate recruiters and executive recruiters have different pay scales, as shown below.

	Corporate Recruiter	Executive Recruiter
Average salary	$70,538	$79,755
Salary range	Between $46,000 And $106,000	Between $51,000 And $122,000
Highest paying City	Sacramento, CA	San Francisco, CA
Highest paying state	Washington	Washington
Best paying company	Apple	Meta
Best paying industry	Retail	Health Care

Differences between corporate recruiter and executive recruiter education

There are a few differences between a corporate recruiter and an executive recruiter in terms of educational background:

	Corporate Recruiter	Executive Recruiter
Most common degree	Bachelor's Degree, 77%	Bachelor's Degree, 77%
Most common major	Business	Business
Most common college	University of Pennsylvania	University of Pennsylvania

Corporate recruiter vs executive recruiter demographics

Here are the differences between corporate recruiters' and executive recruiters' demographics:

	Corporate Recruiter	Executive Recruiter
Average age	41	41
Gender ratio	Male, 37.5% Female, 62.5%	Male, 48.9% Female, 51.1%
Race ratio	Black or African American, 11.0% Unknown, 5.1% Hispanic or Latino, 18.6% Asian, 7.8% White, 56.9% American Indian and Alaska Native, 0.6%	Black or African American, 10.1% Unknown, 5.6% Hispanic or Latino, 17.5% Asian, 8.2% White, 57.9% American Indian and Alaska Native, 0.8%
LGBT Percentage	9%	9%

Differences between corporate recruiter and executive recruiter duties and responsibilities

Corporate recruiter example responsibilities.

Manage requirements from staff appraisers, work flow and project site in SharePoint.
Participate in Lawson HRIS user implementation and staffing procedural strategies that manage candidate process.
Manage applicant tracking requirements and relate documentation to ensure compliance with OFCCP regulations and reduce risk to the company
Manage the scheduling and logistics of all interviews between candidates and hiring managers including post-interview calibration/feedback with interview teams.
Construct, track and report out success metrics utilizing TALEO ATS.
Utilize a variety of resources such as job boards, LinkedIn, and advance recruiting techniques to source candidates.

Executive recruiter example responsibilities.

Create and manage company's social media pages (Facebook & LinkedIn).
Recruit a team of QA experts to do framework lead solution as a testing bed foundation for quarterly regression testing.
Utilize Linkedin, Google, Facebook, and other search engines to seek out qualify candidates.
Negotiate all salaries, rates and fees with clients, documenting all activity with precision into CRM system.
Prepare for the search process by identifying technical requirements and seeking candidates through networking, ATS database and internet research.
Participate in project teams to improve the applicant tracking system (ATS) and the employee referral program (ERP).

Corporate recruiter vs executive recruiter skills

Common corporate recruiter skills

Applicant Tracking Systems, 12%
Human Resources, 7%
Customer Service, 7%
Healthcare, 5%
Background Checks, 4%
Source Candidates, 4%

Common executive recruiter skills

Customer Service, 15%
Applicant Tracking Systems, 13%
Human Resources, 12%
Logistics, 7%
Healthcare, 7%
Direct Hire, 4%

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Corporate Recruiter vs Executive Recruiter

Updated January 8, 2025

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