How to hire a program manager and recruiter

How to hire a program manager and recruiter, step by step

Here's a step-by-step program manager and recruiter hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a program manager and recruiter job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new program manager and recruiter
• Step 8: Go through the hiring process checklist

What does a program manager and recruiter do?

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1. Identify your hiring needs

   First, determine the employments status of the program manager and recruiter you need to hire. Certain program manager and recruiter 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

   You should also consider the ideal background you'd like them a program manager and recruiter to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a program manager and recruiter that fits the bill.

   This list presents program manager and recruiter salaries for various positions.

   Type of Program Manager And Recruiter	Description	Hourly rate
   Program Manager And Recruiter	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.	$21-62
   Regional Human Resources Manager	A regional human resources manager is in charge of overseeing a company's local human resource (HR) operations. They mostly identify the hiring needs of different branches, devise compensation and benefits programs, and determine the HR needs of every area, ensuring to develop strategies to meet them... Show more	$31-57
   Director Of Talent Acquisition	A director of talent acquisition is primarily responsible for spearheading the development of strategies that will help a company to narrow down and acquire talented individuals. Typically, they must set goals and budgets, coordinate with stakeholders or higher-ranking officials, review and assess the performance of the talent acquisition team, and conduct training and meetings... Show more	$41-98

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Reference Checks
   • Background Checks
   • HR
   • Facebook
   • CRM
   • Recruitment Strategies
   • ROI
   • Building Relationships
   • Career Fairs
   • Training Programs
   • Lean Six Sigma
   • Linkedin
   • Recruitment Process
   • Interview Process

   Check all skills

   Responsibilities:

   • Manage the ATS implementation project by providing significant contribution to the design and development of the tool.
   • Set up company ATS and reporting, calibrate roles with hiring managers and manage all staffing vendors.
   • Manage implementation of referrals, coordinate assignment of new physicians and create support network for transitioning patients during clinic closure.
   • Administer company policies and procedures and compliance with all state and federal laws including ADA, FMLA and EEO requirements.
   • Create strategic ROI business case for leadership suggesting purchase and implementation of 3rd party student applicant tracking system (CRM).
   • Subject matter expert (SME) for special programs recruiting system.

   More program manager and recruiter duties

3. Make a budget

   Including a salary range in your program manager and recruiter job description is one of the best ways to attract top talent. A program manager and recruiter can vary based on:

   • Location. For example, program managers and recruiter' average salary in colorado is 40% less than in pennsylvania.
   • Seniority. Entry-level program managers and recruiter 66% less than senior-level program managers and recruiter.
   • Certifications. A program manager and recruiter with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a program manager and recruiter's salary.

   Average program manager and recruiter salary

   $76,527yearly

   $36.79 hourly rate

   ---

   Entry-level program manager and recruiter salary

   $44,000 yearly salary

   Updated December 14, 2025

   Average program manager and recruiter salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$108,261	$52
   2	Pennsylvania	$102,501	$49
   3	Arizona	$94,763	$46
   4	Washington	$94,087	$45
   5	New York	$93,900	$45
   6	Delaware	$90,004	$43
   7	Texas	$88,700	$43
   8	Utah	$85,475	$41
   9	Virginia	$82,760	$40
   10	Hawaii	$81,506	$39
   11	Maryland	$78,083	$38
   12	Indiana	$71,133	$34
   13	Illinois	$70,724	$34
   14	Georgia	$68,036	$33
   15	Florida	$67,602	$33
   16	North Carolina	$67,539	$32
   17	Missouri	$62,245	$30

   Average program manager and recruiter salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Meta	$142,819	$68.66	164
   2	AbbVie	$133,715	$64.29	52
   3	Autodesk	$118,472	$56.96	12
   4	Silicon Valley Bank	$114,640	$55.12
   5	Electric Reliability Council of Texas	$112,607	$54.14
   6	Salesforce	$111,124	$53.42	35
   7	Riot Games	$108,449	$52.14
   8	The Walt Disney Company	$107,456	$51.66	37
   9	IDR	$106,621	$51.26	1
   10	Palantir	$100,845	$48.48
   11	Amazon	$95,928	$46.12	317
   12	Exelon	$95,315	$45.82	6
   13	Capital One	$86,639	$41.65	103
   14	Braven	$84,492	$40.62	14
   15	Chelan PUD	$83,985	$40.38
   16	Loyola Marymount University	$79,629	$38.28	2
   17	PEAK Technical Staffing USA	$79,525	$38.23	2
   18	Management Leadership for Tomorrow	$77,289	$37.16
   19	USIC	$74,055	$35.60	2
   20	Reinhardt University	$73,354	$35.27

4. Writing a program manager and recruiter job description

   A program manager and recruiter 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. To help get you started, here's an example of a program manager and recruiter job description:

   Program manager and recruiter job description example

   Why Smucker is the Place for You You deserve a positive and encouraging work environment. One that allows you to deliver your best work and become your best professional self. That is exactly what you will find at Smucker. Inspired by our unique culture, we are determined to support every employee holistically by meeting their physical, emotional, and financial needs through: Our Total Reward benefits program - includes competitive health and financial benefits that reflect your needs at different life stages, and a continued commitment to empower flexible work schedules and remote work opportunities to help you thrive. Continuous opportunities to learn, grow and develop - beyond functional job-based education, we promote well-rounded development and encourage a spirit of continuous learning as part of our commitment to help you realize your professional goals. Our continued progress on the journey to become the inclusive and diverse organization we expect to be supporting equity across our communities. We firmly believe that an inclusive environment and diverse organization strengthens our Company and enables every employee to reach their full potential.
   Your Opportunity
   Leverage your network and build your connections in the area to drive creative recruiting solutions and help achieve long-term Inclusion, Diversity & Equity (IDE) hiring goals of increasing people of color and Female leadership at Smucker. Initiate innovative ways to attract early talent to our organization through attending local college campus and high school events, recruiting outreach through various organizations and social media platforms, and partnering with our internal Talent Acquisition team to develop diverse candidate pipelines
   
   In this role you will:
   Develop and execute strategies to enhance the visibility and attraction to Smucker careers for candidates in the earlier stages of their career. Create, plan, and lead networking events, virtual panels and information sessions, career fairs etc. to assist in building diverse candidate pipelines. Lead partnerships with Historically Black Colleges & Universities, Hispanic Serving Institutions and Minority Serving Institutions, university career centers, faculty, student groups, professional organizations and other groups that may help to execute early career recruiting and engagement events Collaborate with internal Talent Acquisition team and University Relations team on current and future job openings to provide support in a variety of areas within the recruiting process like building pipelines, screening candidates, and conducting interviews.Create travel schedules, manage recruiting event calendar, set up and breakdown of events, and learn how to operate communication platforms (MS Teams, Zoom, Google Chat) and recruiting technology platforms (Handshake, Brazen, Simplicity, and others) Track data, review, and complete metrics, performing project management with an ID&E focus in mind
   Is this the Role for You? Are you a driven professional with a passion for delivering results while expanding your skillset and enhancing your expertise? Are you eager to share your opinions, have them heard, and make a positive impact through your work? Do you share in our dedication to continuous improvement and growth? If so, you are the type of professional we want to add to our Company!
   What we are looking for: Bachelor's degree in Human Resources or related field 2+ years of experience in recruiting or working in university relations or related field 2+ years of project/program management experience, ideally supporting diversity and inclusion efforts. Proven experience selling or advertising a brand/company through both digital and in person channels Experience working with HBCU's, HSI's, MSI's, diversity organizations and student programs Experience planning events including calendar and budget management Strong verbal and written communication skills Strong presentation and public speaking skills Ability to work a hybrid schedule with 25% in office presence (offices located in Orrville, OH) Ability to travel up to 35%
   Learn More About Working at Smucker
   Our Total Rewards Benefits Program Our Thriving Together Philosophy Supporting All Impacted by Our Business Our Continued Progress on Inclusion, Diversity and Equity Follow us on LinkedIn
   #LI-KK1
   #LI-Hybrid

   Copy this example

   

5. Post your job

   To find program managers and recruiter for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any program managers and recruiter they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level program managers and recruiter with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your program manager and recruiter job on Zippia to find and attract quality program manager and recruiter candidates.
   • Use niche websites such as hrcrossing, ihirehr, hrjobs, shrm hr jobs.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit program managers and recruiter, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you can move on to 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 program manager and recruiter

   Once you've decided on a perfect program manager and recruiter candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your agreement with a contract.

   It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   Once that's done, you can draft an onboarding schedule for the new program manager and recruiter. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

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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