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Job outlook for managers, recruitment operations in the United States
Manager, recruitment operations job growth summary. After extensive research, interviews, and analysis, Zippia's data science team found that:
The projected manager, recruitment operations job growth rate is 7% from 2018-2028.
About 12,600 new jobs for managers, recruitment operations are projected over the next decade.
Manager, recruitment operations salaries have increased 13% for managers, recruitment operations in the last 5 years.
There are over 6,522 managers, recruitment operations currently employed in the United States.
There are 89,359 active manager, recruitment operations job openings in the US.
The average manager, recruitment operations salary is $83,536.
Are manager, recruitment operations jobs in demand?
Manager, recruitment operations job and salary trends over time
Manager, recruitment operations jobs over time
Manager, recruitment operations job growth rate over time
| Year | # of jobs | % of population |
|---|---|---|
| 2021 | 6,522 | 0.00% |
| 2020 | 6,133 | 0.00% |
| 2019 | 6,063 | 0.00% |
| 2018 | 5,623 | 0.00% |
| 2017 | 5,339 | 0.00% |
Average manager, recruitment operations salary over time
Manager, recruitment operations salary by year
| Year | Avg. salary | Hourly rate | % Change |
|---|---|---|---|
| 2025 | $83,536 | $40.16 | +3.9% |
| 2024 | $80,435 | $38.67 | +3.0% |
| 2023 | $78,078 | $37.54 | +2.9% |
| 2022 | $75,886 | $36.48 | +3.0% |
| 2021 | $73,674 | $35.42 | +2.4% |
Manager, recruitment operations jobs by state
Most common states for managers, recruitment operations
| Rank | State | Population | # of jobs | Employment/ 1000ppl |
|---|---|---|---|---|
| 1 | District of Columbia | 693,972 | 193 | 28% |
| 2 | North Dakota | 755,393 | 192 | 25% |
| 3 | New Hampshire | 1,342,795 | 271 | 20% |
| 4 | Minnesota | 5,576,606 | 1,054 | 19% |
| 5 | South Dakota | 869,666 | 157 | 18% |
| 6 | Wyoming | 579,315 | 102 | 18% |
| 7 | Nebraska | 1,920,076 | 330 | 17% |
| 8 | Montana | 1,050,493 | 174 | 17% |
| 9 | North Carolina | 10,273,419 | 1,594 | 16% |
| 10 | Alaska | 739,795 | 120 | 16% |
| 11 | Pennsylvania | 12,805,537 | 1,918 | 15% |
| 12 | Georgia | 10,429,379 | 1,597 | 15% |
| 13 | Indiana | 6,666,818 | 979 | 15% |
| 14 | Maine | 1,335,907 | 204 | 15% |
| 15 | Iowa | 3,145,711 | 449 | 14% |
| 16 | Kansas | 2,913,123 | 402 | 14% |
| 17 | Idaho | 1,716,943 | 248 | 14% |
| 18 | Texas | 28,304,596 | 3,664 | 13% |
| 19 | Tennessee | 6,715,984 | 843 | 13% |
| 20 | Arkansas | 3,004,279 | 377 | 13% |
Most common cities for managers, recruitment operations
| Rank | City | # of jobs | Employment/ 1000ppl | Avg. salary |
|---|---|---|---|---|
| 1 | Cambridge | 1 | 1% | $83,805 |
| 2 | Atlanta | 1 | 0% | $63,783 |
| 3 | Austin | 1 | 0% | $65,656 |
| 4 | Boston | 1 | 0% | $83,880 |
| 5 | Denver | 1 | 0% | $56,418 |
| 6 | New York | 1 | 0% | $83,452 |
| 7 | Santa Ana | 1 | 0% | $91,854 |
| 8 | Tampa | 1 | 0% | $68,831 |
Manager, Recruitment Operations job outlook: Expert opinions
Our panel of manager, recruitment operations experts
Murray State University
Montgomery College
Creighton University
Pepperdine University, Seaver College
Sam Houston State University
Houston Baptist University
Zicklin School of Business at Baruch College - City University of New York
Farmingdale State College
Appalachian State University
SUNY Potsdam
The City College of New York
University of Cincinnati
Belmont University
Sonoma State University
Life Time
Jack Henry & Associates
Orfalea College of Business
Dr. Ben Littlepage
ProfessorMurray State University
Educational Administration And Supervision
What will help Managers, Recruitment Operations increase their earning potential?
Dr. Ben Littlepage: Salary is maximized when leaders are sought after. Leaders who pursue meaningful experiences and remain 'market ready' are viewed as an asset to any organization. Leaders must carefully consider where the field is moving and respond.
R. Scott Hengen
Technical Theatre Faculty/Production CoordinatorMontgomery College
Department of Performing Arts
What general advice would you give to a Manager, Recruitment Operations?
R. Scott Hengen: Your studies and time in school are a good base and support for your production in the industry. As you begin, please consider that you will still be learning and, even though you have learned the essentials, you will be asked to apply your skills and experience in new ways and in a more competitive and practical atmosphere. Deadlines must be met, and the economy of time and effort will be crucial. Work hard, but try to keep a balance between time in the industry and your home life.
What soft skills should all Managers, Recruitment Operations possess?
Ravi Nath Ph.D.: Good communication skills, both written and oral, always serve well. Unless a graduate is able to effectively communicate and share their ideas and thoughts with others, their technical skills alone will not be sufficient in having a rewarding professional career.
The ability to successfully adapt to changing environments is also pivotal as the half-life of technology is quickly shrinking.
I will also add "resiliency' to this list of soft skills. Recovering from setbacks and quickly getting back on your feet has become a mantra particularly in the tech fields such as MIS and Data Science.
Will there be an enduring impact of the coronavirus pandemic on Managers, Recruitment Operations?
Steven Bauer: The coronavirus has accelerated the transformation to a digital world, and this effect will continue after the pandemic is behind us. Graduates will need to be able to navigate a hybrid business environment, with in-person and virtual meetings, interactions and platforms. There will also be increased opportunities to be entrepreneurial and innovative in the digital area. In addition, graduates will have to become more skilled at navigating a global environment since greater digitization will draw countries closer to each other.
What soft skills should all Managers, Recruitment Operations possess?
Steven Bauer: The new hybrid world will make leading teams more challenging. This reality will put a premium on interpersonal skills. When the NASA astronaut, Richard Arnold, spoke at Pepperdine in 2019, he mentioned that team building was the single most important ability undergraduates could develop to become a good astronaut. The same holds for graduates wanting to go into business, particularly in the post coronavirus era. As part of their skills in this area, graduates will also need to be able and committed to addressing issues in the areas of diversity, equity and inclusion.
Carliss Miller Ph.D.
Assistant Professor of ManagementSam Houston State University
Department of Management & Marketing
What are the biggest trends we'll see in the Manager, Recruitment Operations job market given the pandemic?
Carliss Miller Ph.D.: Flexible working arrangements were considered a perk or benefit, but given the pandemic more and more jobs will be designed with flexible work arrangements in mind. We will continue to see trends in the labor market with a push towards personal services (e.g. virtual assistants, professional organizers) and professional services. There will also continue to be a demand for knowledge work. More and more, employers are looking to hire applicants that can provide concrete evidence of being "Day 1" ready.
Employers will focus more on identifying prospects with certain "soft skills" which were a nice-to-have pre-pandemic, but are now critical for organizational survival. These skills include: critical thinking, agility, ability to adapt to change, resilience, virtual team effectiveness, crisis management, emotional intelligence, empathy, and inclusive leadership. Additionally, data analysis and interpretation is a highly sought after skill even for jobs that historically did not require analytical ability.
What's a good job out of college for Managers, Recruitment Operations?
Carliss Miller Ph.D.: Good jobs out of college are those that offer structured training, development, and job rotation. While some college students identified their career at age 5 and never veered away, some are still figuring out what they want to do after college. A job opportunity that recognizes the potential of new talent, willing to invest in training and development, and provides opportunities for new employees to experience different job functions enables new graduates to gain a realistic job preview that pays and allows them to identify an opportunity within the company that best aligns with skills and interests. Positions that are for a specific job function but have an apprenticeship model, like a "sales trainee" position, are also great for career stepping stones right out of college.
Michael Kraten Ph.D.
Professor of Accounting, Chair, Department of Accounting, Economics and Finance, Program Coordinator, Accounting, BBAHouston Baptist University
Accounting, Economics and Finance Department
What technical skills for a Manager, Recruitment Operations stand out to employers?
Michael Kraten Ph.D.: Short-term skills like data analytics establish college graduates as credible staff professionals. Long-term skills like critical thinking and persuasive communication can place graduates on long-term career paths to senior management.
Dr. Mary Kern Ph.D.
Associate ProfessorZicklin School of Business at Baruch College - City University of New York
Narendra P. Loomba Department of Management
What's a good job out of college for Managers, Recruitment Operations?
Dr. Mary Kern Ph.D.: - Any job where you have an opportunity to learn is a good job. Ideally, I hope to see my students working in organizations that prioritize professional development opportunities and mentoring relationships, as these provide the opportunities and feedback critical for growth.
Xu Zhang Ph.D.
ChairFarmingdale State College
Department of Economics
What skills stand out on Manager, Recruitment Operations resumes?
Xu Zhang Ph.D.: I believe the most important attributes employers seek on a resume remain the same-problem solving skills, team work skills, analytical/quantitative skills, verbal and written communication skills. However, given the pandemic or any other unexpected shock to work environment, how to quickly and efficiently adapt to new work modes can be a very valuable attribute standing out on resume.
What Manager, Recruitment Operations skills would you recommend for someone trying to advance their career?
Lubna Nafees Ph.D.: If a graduate needs to take a gap year, they could do what some of the companies who lost business during the pandemic are doing. They are in an introspection and "reset" mode. Sometimes to move forward, you first need to step back. Graduates can use this time to better understand the transition happening in the marketplace so that when they do join the workforce, they are a good fit for the new workplace. There is definitely merit in aligning with the growing market trends and focussing on Digital Marketing and business analytics skills.
What general advice would you give to a Manager, Recruitment Operations?
Lubna Nafees Ph.D.: Be flexible and adapt to change. Enjoy the ambiguity and that will help you thrive in these uncertain times. Most importantly stay positive and focussed.
What skills stand out on Manager, Recruitment Operations resumes?
Karen Kus: Employers hiring candidates with a history degree are seeking transferable skills that can be applied in various roles and settings. These skills include writing, communication, research, organization, computer-based skills, and problem-solving. The best thing a candidate can do to increase marketability is to elaborate on how they obtained or utilized those skills, rather than simply listing them. Employers need to have an understanding of how you made use of your skill and what results came from your actions. Make these skills shine on your resume by giving them substance.
What type of skills will young Managers, Recruitment Operations need?
Prabal Kumar De Ph.D.: I think the necessary skills remain the same. One modification that would stay is greater virtual engagement. Therefore, newly essential skills such as acing a virtual interview, making a mark during a Zoom meeting, or managing or being a valuable part of a remote working group would be useful long after the immediate threats from the COVID-19 crisis be gone.
Will there be an enduring impact of the coronavirus pandemic on Managers, Recruitment Operations?
Prabal Kumar De Ph.D.: I think there will be impacts in the short term. The most important one, obviously, is the short-term job market. Although the COVID-19 recession's effect has been less severe for college graduates so far, the new opportunities are limited and will remain so at least through 2021. For many students, learning has been affected due to remote instruction, mental stress, or the lack of peer support. Sometimes, such setback is reflected in grades, which is bad enough, but such effects may often impair career skills in the medium-term.
Christine Tonnis
Assistant Professor, Educator, Electrical Engineering Co-op Adviser, Electrical Engineering Technology Co-op AdviserUniversity of Cincinnati
Division of Experience Based Learning & Career Education
What general advice would you give to a Manager, Recruitment Operations?
Christine Tonnis: Be Flexible! These are uncertain times, but often there are unexpected, positive outcomes when we allow ourselves to explore options that we were not open to initially! Statistically, the more positions/job postings to which you are willing to apply, the better your odds for getting an interview.
Stay active! Keep up with the job search, stay in touch with your personal and professional network of people, keep learning, and stay physically active-proven to lift your mood! Energetic, curious and happy people are more likely to find work.
Nina Woodard
Senior Career Development SpecialistBelmont University
Office of Career & Professional Development
What are the biggest trends we'll see in the Manager, Recruitment Operations job market given the pandemic?
Nina Woodard: The pandemic hasn't impacted all areas of the entertainment industry in the same way. Anything related to live events and touring has been placed on an extended pause, which has been very difficult for graduates hoping to work in those fields. On an encouraging note, consumers will always find a way back to live experiences, so that segment of the industry will absolutely recover; the timing is just still a bit unknown. Other areas such as record or publishing companies have held steady. And, digital marketing and content creation companies are as busy, if not busier, than they've ever been as artists seek alternative ways to stay connected to their fans. Technology has intersected with entertainment in exciting, creative ways that will continue even as some of the more traditional avenues become available again. For many companies, ideas that started as pivots are now vibrant components of their long-term strategies.
The way we work may have also permanently changed. Companies have realized that remote working is a truly viable option for most businesses. While maintaining company culture, and the social nature of an entertainment-based organization, may still require some level of in-person interaction, it seems likely that many organizations may continue with remote/hybrid office models.
What Manager, Recruitment Operations skills would you recommend for someone trying to advance their career?
Nina Woodard: For entertainment, digital marketing and content creation skills are critical. Even if a role isn't specifically connected to digital marketing, social media is almost always involved in most entry-level roles. We strongly encourage students and recent graduates to learn basic graphic design platforms, video editing and audio editing. Learning how to maximize impact on social media platforms such as YouTube, Instagram or TikTok is also a worthy investment of time. There's a wide range of self-paced training resources online, many available for free or at reduced costs for students.
What general advice would you give to a Manager, Recruitment Operations?
Nina Woodard: Any job search strategy comes down to a combination of education, experience and relationships. Many students and graduates have mistakenly believed that that gaining experience or networking isn't an option during this season, but that's simply not the case. We encourage our job seekers to build their strategy and then identify ways to translate certain elements into the virtual realm. Most companies are now offering remote internships, which allows students to explore options without physical limitations. We've also found industry professionals to be extremely accessible and willing to connect with students/recent grads for a quick Zoom chat or phone call. Anyone working in entertainment is there because someone helped them along the way. Most people are genuinely eager to repay that favor by investing in others just beginning the professional journey.
Craig Nathanson Ph.D.
Adjunct LecturerSonoma State University
School of Business & Economics
Will there be an enduring impact of the coronavirus pandemic on Managers, Recruitment Operations?
Craig Nathanson Ph.D.: I expect that companies will reduce their hiring plans initially in the first half of the year out of caution but gradually resume typical hiring trends by next fall. As a result, this is a good time for graduates to build a work-life portfolio with multiple streams of income and work-focused on the alignment of their abilities and deep interests.
What type of skills will young Managers, Recruitment Operations need?
Craig Nathanson Ph.D.: I see the essential human skills gaining importance to build a new post-covid work life. These include creativity, leading and working in teams, writing, speaking, being self-aware, and lowering bias and networking; career branding as critical areas for graduates to focus on now.
What experience really stands out on Manager, Recruitment Operations resumes?
Craig Nathanson Ph.D.: Most important on resumes to only show accomplishments you are proud of and reflect measurable success and completion of past work. These accomplishments should be a snapshot of what we have done and can do in the future. The most important two lines of a resume are in the objectives, to list what the person is seeking. These two lines give the reader a quick view of what the person wants.
Now is a great time to start the new year to build a portable work portfolio to represent an alignment of what a person is excited about and enjoys in their work.
What general advice would you give to a Manager, Recruitment Operations?
Mick Joneja: We see similar trends to the Great Recession and Global Financial Crisis of 2008, regarding the workforce supply and demand in many US industries. Because of the recent spike in the amount of talent, companies have become inundated with a significant increase in applicants. For those graduates entering the workforce now or shortly, it will be vital for them to find ways to set themselves apart, while being open and patient during this unique time.
1.Graduates need to use their networks to make personal connections to increase their chances of being considered for those more desired, entry-level roles. Student organizations with alumni networks, family friends, and career service centers with strong relationships with local companies are great places to start. Appropriate and professional persistence is essential when candidates are requesting introductions through their network.
2.Many companies that were financially impacted during the epidemic have restructured their corporate offices, and have found more creative ways to combine roles and work more cross-functionally. Candidates need to be more open to positions that may come with a mixture of different types of related work and see it as a way to grow their skills while learning their new role and integrating themselves into the company. Temporary roles are also the right way for candidates to get their foot in the door, exceed expectations, and transition into permanent positions.
3.The implementation of short, project-based work and gigs is becoming significantly more common, where various leaders need additional help on critical initiatives in short periods. Once hired, those beginning their careers should look for these opportunities to quickly diversify their backgrounds and internally network across new divisions.
4.While conducting your job search, or after getting settled into your first position, consider online courses and certificates related to your desired profession and industry. Not only will you gain new educational experience, but the progress also shows work ethic and dedication to continuous development.
Will there be an enduring impact of the coronavirus pandemic on Managers, Recruitment Operations?
Rachel Raymond: I think there is always an impact on graduates during economic downturns. However, how graduates manage their careers and make decisions, during more robust years, can have a considerable effect on their long term professional outcomes. Graduates today may have to sacrifice what their 'ideal job' looked like to them a few months back and be realistic about what they need to do to get into the professional field. Getting into an area that is somewhat relative to your long-term professional goals is better than waiting for two years without any opportunity. This is not meant to be discouraging, and I recommend continuing to strive toward your long term goals. Still, I think most people are surprised at opportunities they sometimes stumble upon that they have not considered otherwise. Leverage your networking skills, find a mentor, take some chances, and be flexible.
Eric Olsen
Professor, Industrial Technology and PackagingOrfalea College of Business
Industrial Technology & Packaging
Will there be an enduring impact of the coronavirus pandemic on Managers, Recruitment Operations?
Eric Olsen: Students graduating today are going to start with virtual as the norm. I hope that they recognize and understand the good bits and carry those forward. I like the "build back better" paradigm. Our graduates can make that happen. It is exciting.