Medical recruiter vs corporate recruiter

The differences between medical recruiters and corporate 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 medical recruiter and a corporate recruiter. Additionally, a corporate recruiter has an average salary of $70,538, which is higher than the $52,632 average annual salary of a medical recruiter.

The top three skills for a medical recruiter include medical professionals, internal database and business development. The most important skills for a corporate recruiter are applicant tracking systems, human resources, and customer service.

Medical recruiter vs corporate recruiter overview

	Medical Recruiter	Corporate Recruiter
Yearly salary	$52,632	$70,538
Hourly rate	$25.30	$33.91
Growth rate	8%	8%
Number of jobs	74,851	45,393
Job satisfaction	-	-
Most common degree	Bachelor's Degree, 69%	Bachelor's Degree, 77%
Average age	41	41
Years of experience	6	6

Medical recruiter vs corporate recruiter salary

Medical recruiters and corporate recruiters have different pay scales, as shown below.

	Medical Recruiter	Corporate Recruiter
Average salary	$52,632	$70,538
Salary range	Between $39,000 And $69,000	Between $46,000 And $106,000
Highest paying City	-	Sacramento, CA
Highest paying state	-	Washington
Best paying company	-	Apple
Best paying industry	-	Retail

Differences between medical recruiter and corporate recruiter education

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

	Medical Recruiter	Corporate Recruiter
Most common degree	Bachelor's Degree, 69%	Bachelor's Degree, 77%
Most common major	Business	Business
Most common college	University of Pennsylvania	University of Pennsylvania

Medical recruiter vs corporate recruiter demographics

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

	Medical Recruiter	Corporate Recruiter
Average age	41	41
Gender ratio	Male, 42.3% Female, 57.7%	Male, 37.5% Female, 62.5%
Race ratio	Black or African American, 10.8% Unknown, 5.5% Hispanic or Latino, 17.7% Asian, 7.2% White, 58.0% American Indian and Alaska Native, 0.8%	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%
LGBT Percentage	9%	9%

Differences between medical recruiter and corporate recruiter duties and responsibilities

Medical recruiter example responsibilities.

Utilize ATS (applicant tracking software) for organizational recruiting efforts, reviewing applicant information and managing open requisitions.
Post jobs on Linkedin, Indeed.com, Ahima.org., Monster.com, and other various websites to bring in perspective candidates.
Present and prepare PowerPoint presentations on various topics to educate colleagues in the office and operate WebEx technology for conference calls.
Manage employee's personnel files and maintain accurate up to date confidential client files to ensure compliance with HIPPA.

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.

Medical recruiter vs corporate recruiter skills

Common medical recruiter skills

Medical Professionals, 17%
Internal Database, 8%
Business Development, 8%
Applicant Tracking Systems, 7%
Background Checks, 6%
Interview Candidates, 5%

Common corporate recruiter skills

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

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Medical Recruiter vs Corporate Recruiter

Updated January 8, 2025

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