Medical recruiter vs senior recruiter

The differences between medical recruiters and senior 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 senior recruiter. Additionally, a senior recruiter has an average salary of $78,931, 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 senior recruiter are applicant tracking systems, customer service, and human resources.

Medical recruiter vs senior recruiter overview

	Medical Recruiter	Senior Recruiter
Yearly salary	$52,632	$78,931
Hourly rate	$25.30	$37.95
Growth rate	8%	8%
Number of jobs	74,851	34,976
Job satisfaction	-	5
Most common degree	Bachelor's Degree, 69%	Bachelor's Degree, 77%
Average age	41	41
Years of experience	6	6

Medical recruiter vs senior recruiter salary

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

	Medical Recruiter	Senior Recruiter
Average salary	$52,632	$78,931
Salary range	Between $39,000 And $69,000	Between $57,000 And $107,000
Highest paying City	-	San Francisco, CA
Highest paying state	-	California
Best paying company	-	The Citadel
Best paying industry	-	Finance

Differences between medical recruiter and senior recruiter education

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

	Medical Recruiter	Senior 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 senior recruiter demographics

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

	Medical Recruiter	Senior Recruiter
Average age	41	41
Gender ratio	Male, 42.3% Female, 57.7%	Male, 43.7% Female, 56.3%
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, 10.6% Unknown, 5.2% Hispanic or Latino, 18.3% Asian, 8.0% White, 57.2% American Indian and Alaska Native, 0.6%
LGBT Percentage	9%	9%

Differences between medical recruiter and senior 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.

Senior recruiter example responsibilities.

Utilize ATS (TALEO) to manage full-cycle, end-to-end, high volume recruiting efforts.
Lead process development effort to centralize sourcing information and improve efficiency for one of the largest RPO clients.
Manage applicant database and tracking system to ensure data integrity and compliance with federal regulations, including OFCCP compliance.
Recruit a team of QA experts to do framework lead solution as a testing bed foundation for quarterly regression testing.
Track, monitor and report all recruiting activities within Jobvite and manages all job posting and job descriptions for compliance.
Manage compensation packages using payroll software.

Medical recruiter vs senior 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 senior recruiter skills

Applicant Tracking Systems, 11%
Customer Service, 6%
Human Resources, 6%
SR, 6%
Recruitment Process, 4%
Recruitment Strategies, 4%