How to hire a corporate recruiting manager

How to hire a corporate recruiting manager, step by step

Here's a step-by-step corporate recruiting manager 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 recruiting manager job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new corporate recruiting manager
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   First, determine the employments status of the corporate recruiting manager you need to hire. Certain corporate recruiting manager 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 corporate recruiting manager's background is also an important factor in determining whether they'll be a good fit for the position. For example, corporate recruiting managers 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.

   Here's a comparison of corporate recruiting manager salaries for various roles:

   Type of Corporate Recruiting Manager	Description	Hourly rate
   Corporate Recruiting Manager	Human resources managers plan, direct, and coordinate the administrative functions of an organization. They oversee the recruiting, interviewing, and hiring of new staff; consult with top executives on strategic planning; and serve as a link between an organization’s management and its employees.	$21-50
   Director Of Human Resources	A human resources director is responsible for managing the overall operations of the human resources department, ensuring smooth operations while meeting the company's goals of successful profitability and services. Human resources directors' duties include providing staff consultation, addressing staffing concerns, managing compensation and benefits plans, reviewing plans for training and development programs, and reporting future actions to the management... Show more	$32-70
   Human Resources Consultant	A human resources consultant is responsible for supporting the human resources management of an organization by advising on policies and procedures for effective employee relations. Human resources consultants analyze HR programs and current processes and initiate projects to maintain stable operations... Show more	$25-45

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Applicant Tracking Systems
   • Recruitment Strategies
   • Recruitment Process
   • Career Fairs
   • Human Resources
   • Taleo
   • Background Checks
   • Employment Law
   • Open Positions
   • Linkedin
   • Reference Checks
   • Business Development
   • ATS
   • Interview Process

   Check all skills

   Responsibilities:

   • Lead transition from company applicant tracking and employee information system to ADP system.
   • Manage advertising vendors/associations and online resources (LinkedIn) to recruit from multiple talent sources w/ an emphasis on university/veteran/disability campaigns.
   • Track and log all activity with open requisitions and candidates in ATS system.
   • Assist with implementation of ICIMS platform to ensure seamless functionality for the business.
   • Utilize Taleo as a candidate tracking and requisition management tool on a daily basis.
   • Conduct networking, interviewing, job board, and LinkedIn workshops for employees affect by out-sourcing.

3. Make a budget

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

   • Location. For example, corporate recruiting managers' average salary in colorado is 43% less than in new york.
   • Seniority. Entry-level corporate recruiting managers earn 58% less than senior-level corporate recruiting managers.
   • Certifications. A corporate recruiting manager 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 recruiting manager's salary.

   Average corporate recruiting manager salary

   $68,689yearly

   $33.02 hourly rate

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   Entry-level corporate recruiting manager salary

   $44,000 yearly salary

   Updated January 29, 2026

4. Writing a corporate recruiting manager job description

   A corporate recruiting manager job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. Below, you can find an example of a corporate recruiting manager job description:

   Corporate recruiting manager job description example

   CoStar Group is on a mission to equip our clients with the information and tools they need to succeed in every aspect of their business, across all asset classes. As the largest real estate information, analytics, and marketplace provider, we take pride in empowering industry professionals with the most comprehensive data to make decisions with confidence.
   
   Joining the human resources team at CoStar Group, you will contribute to the creation of a highly successful, fast paced, growth oriented, global organization. Our people vision and strategy is aligned with CoStar Group's overall business objectives, and at its core is centered on attracting, retaining and developing diverse talent in the communities that we operate within.
   
   We are looking for a Talent Acquisition Manager to lead the Corporate team and will be based in Richmond, VA. They will be responsible for experienced hire recruiting for Marketing, Finance, Customer Service, Legal & Compliance, and Human Resources. They will be responsible for attracting top quality talent to CoStar while operating with flawless candidate and client execution. They will be responsible for driving business relationships and recruiting strategy across corporate functions. Additionally, you will be responsible for developing relationships with external professionals for future talent pipelines. You will consult with hiring managers on all aspects of the talent acquisition process to include recruitment strategy, candidate selection, compensation recommendations, and offer presentation. As CoStar Group continues to grow and develop, so does our Recruiting organization, so in this role, you will also be an integral part of developing and implementing talent acquisition processes and helping the organization adapt to those processes.
   RESPONSIBILITIES
   Lead a team of experienced recruiters in all aspects of day to day recruiting activities as well as their own professional development Partner with business leaders to understand their talent acquisition needs, develop recruiting strategies and lead execution Partner with Business Partners and other Human Resources professionals to drive successful on-boarding of new talent, retention strategies and impact employee engagement/experience Collaborate across teams with CoStar Group to drive consensus and always striving for best outcomes Contribute to broader CoStar Group recruiting strategy as the company continues to grow and scale around the world
   
   BASIC QUALIFICATIONS
   Bachelor degree required 10+ years of experienced recruiting experience within an agency or corporate environment 3+ years of managing diverse recruiting teams and responsible for professional development of team members
   
   PREFERRED QUALIFICATIONS AND SKILLS
   Experienced leading and conducting full-life cycle recruiting efforts Experience assessing and partnering with outside recruiting agencies Experience leading executive level searches in partnership with executive search firms and with direct sourcing efforts Experience creating diverse slates of candidates Experience with Workday ATS and HRIS Demonstrated ability to operate within a fast paced and agile environment
   
   CoStar Group is an Equal Employment Opportunity Employer; we maintain a drug-free workplace and perform pre-employment substance abuse testing

   Copy this example

   

5. Post your job

   There are a few common ways to find corporate recruiting managers for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your corporate recruiting manager job on Zippia to find and recruit corporate recruiting manager candidates who meet your exact specifications.
   • Use field-specific websites such as hrcrossing, ihirehr, hrjobs, shrm hr jobs.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with corporate recruiting manager candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   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 recruiting manager

   Once you've found the corporate recruiting manager 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 also important to follow up with applicants who do not get the job with an email letting them know that the position is 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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