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Job outlook for program managers and recruiter in the United States
Are program manager and recruiter jobs in demand?
Program manager and recruiter job and salary trends over time
Program manager and recruiter jobs over time
Program manager and recruiter job growth rate over time
| Year | # of jobs | % of population |
|---|---|---|
| 2021 | 389 | 0.00% |
| 2020 | 366 | 0.00% |
| 2019 | 362 | 0.00% |
| 2018 | 336 | 0.00% |
| 2017 | 318 | 0.00% |
Average program manager and recruiter salary over time
Program manager and recruiter salary by year
| Year | Avg. salary | Hourly rate | % Change |
|---|---|---|---|
| 2025 | $76,527 | $36.79 | +3.9% |
| 2024 | $73,687 | $35.43 | +3.0% |
| 2023 | $71,528 | $34.39 | +2.9% |
| 2022 | $69,520 | $33.42 | +3.0% |
| 2021 | $67,493 | $32.45 | +2.4% |
Program manager and recruiter jobs by state
Most common states for program managers and recruiter
| Rank | State | Population | # of jobs | Employment/ 1000ppl |
|---|---|---|---|---|
| 1 | District of Columbia | 693,972 | 538 | 78% |
| 2 | Washington | 7,405,743 | 3,003 | 41% |
| 3 | North Dakota | 755,393 | 217 | 29% |
| 4 | Rhode Island | 1,059,639 | 260 | 25% |
| 5 | New Hampshire | 1,342,795 | 317 | 24% |
| 6 | Delaware | 961,939 | 227 | 24% |
| 7 | Oregon | 4,142,776 | 958 | 23% |
| 8 | Virginia | 8,470,020 | 1,842 | 22% |
| 9 | Montana | 1,050,493 | 228 | 22% |
| 10 | Massachusetts | 6,859,819 | 1,434 | 21% |
| 11 | Utah | 3,101,833 | 639 | 21% |
| 12 | Colorado | 5,607,154 | 1,073 | 19% |
| 13 | Minnesota | 5,576,606 | 1,044 | 19% |
| 14 | Nebraska | 1,920,076 | 360 | 19% |
| 15 | Connecticut | 3,588,184 | 625 | 17% |
| 16 | Maryland | 6,052,177 | 968 | 16% |
| 17 | Idaho | 1,716,943 | 282 | 16% |
| 18 | South Dakota | 869,666 | 138 | 16% |
| 19 | California | 39,536,653 | 5,831 | 15% |
| 20 | Arizona | 7,016,270 | 1,083 | 15% |
Most common cities for program managers and recruiter
| Rank | City | # of jobs | Employment/ 1000ppl | Avg. salary |
|---|---|---|---|---|
| 1 | Englewood | 1 | 3% | $61,263 |
| 2 | East Hartford | 1 | 2% | $86,826 |
| 3 | Ocala | 1 | 2% | $67,674 |
| 4 | Albuquerque | 3 | 1% | $76,838 |
| 5 | Bryan | 1 | 1% | $88,149 |
| 6 | Springfield | 1 | 1% | $86,355 |
| 7 | Houston | 2 | 0% | $87,928 |
| 8 | Orlando | 1 | 0% | $67,370 |
| 9 | Phoenix | 1 | 0% | $94,763 |
| 10 | San Diego | 1 | 0% | $92,112 |
| 11 | Seattle | 1 | 0% | $94,087 |
Program Manager And Recruiter job outlook: Expert opinions
Our panel of program manager and recruiter experts
University of South Carolina - Columbia
Prestige Care, Inc.
The Touro College
Auburn University at Montgomery
Maryville University
Azusa Pacific University
The Pennsylvania State University
Emmaus Homes
East Tennessee State University
Daemen College
Life Time
Anthony Nyberg
Department Chair and Professor, Program Director, Master of Human ResourcesUniversity of South Carolina - Columbia
Management Department
What skills will help Program Managers And Recruiter earn the most?
Anthony Nyberg: The skills that lead, in the short term, to the highest earnings involve analytical skills. The skills that lead to the highest earnings over time include professionalism and strong interpersonal skills. If you can master both, you have created the foundation for a very strong career in HR.
What certifications/licenses/courses can have the biggest impact for Program Managers And Recruiter?
Blake Thiess: "The biggest certifications and licenses we look for in the healthcare space at Prestige Care, is for that CNA/NAR/NAC licensure, and of course, a LPN and RN educational background. That opens up a variety of lanes with a ton of upward mobility for healthcare providers here at Prestige Care."
What certifications/licenses/courses can have the biggest impact for Program Managers And Recruiter?
Jodi Smolen: I think this depends on the industry. Finance students give themselves an advantage by taking the Securities Industry Essential (SIE) exam during college. The exam does not require employer sponsorship and it is good for 4 years. If students want to become a securities trader, investment banker, or financial advisor, the SIE exam is a necessary step before they take the Series 6 and 7 exams after graduation. It shows a prospective employer that the student is serious about a career in the financial services industry.
In addition, finance students should hone their advanced Excel skills. Whether they do this in college, or on their own time, knowing Pivot Tables and VLOOKUP will set them apart from other candidates.
Computer science students should know that Python is in strong demand. If they know the basics of this language, they will have more job opportunities in different industries. Similarly, many data science jobs require Python, SQL or R programming languages. Candidates who pick up programming languages easily can learn on the job, but it is always more desirable to walk into the job knowing the language they want to use.
What soft skills should all Program Managers And Recruiter possess?
TeWhan Hahn Ph.D.: Writing skills including email writing, being able to work in teams, and knowing the workplace etiquettes.
Meaghan Goodman Ph.D.
Program Director & Assistant ProfessorMaryville University
Speech-Language Pathology
What's a day at work look like for a Program Manager And Recruiter?
Meaghan Goodman Ph.D.: A bachelor's in communication sciences and disorders can prepare you for three different tracks. First, it can prepare you to become a licensed Speech-Language Pathology Assistant (SLPA). This is someone who works under a fully credential speech-language pathologist. Often times, they carryout intervention plans developed by a fully credentialed speech-language pathologist. If graduate school is on your horizon, a bachelor's degree in communication sciences and disorders will prepare you for acceptance into a Speech-Language Pathology program, or an Audiology program. If you are not accepted into a graduate program right away, working as a speech-language pathology assistant (SLPA) is a great way to get experience in the field!
What certifications/licenses/courses can have the biggest impact for Program Managers And Recruiter?
Bala Musa Ph.D.: Digital literacy, cultural literacy, information technology, data management and human communication skills courses and certifications will continue to be relevant in the workplace.
Are there any particularly good places in the United States for Program Managers And Recruiter to find work opportunities?
Elaine Farndale Ph.D.: The answer will lie in which states can recover from the pandemic the quickest, which is still very much unknown.
Are there any particularly good places in the United States for Program Managers And Recruiter to find work opportunities?
Tonya Courtois: Our industry provides support staff to adults who have developmental disabilities. Our entry-level employees are called Direct Support Professionals (DSPS). We, like many others in our industry, are experiencing a significant staffing crisis. This crisis has gained national attention. To close the gap we continue to encourage our state legislatures to standardize rates and pay rates that will allow us to outpace minimum wage and be competitive with other high-volume employers. My recommendation to students and recent graduates is to research mission-driven, caregiving roles in their area, specifically those for individuals with disabilities. Learn about disabilities and understand the need. Reach out to a couple of different organizations in your area and connect with them to learn more about their mission. Find a good fit and pick up some part-time hours while finishing school. At Emmaus we are very intentional in creating career paths for individuals who have a mission heart and want to do work that matters. It's not just a job but a defined career path!
What are the biggest trends we'll see in the Program Manager And Recruiter job market given the pandemic?
Dr. James Lampley: Online delivery. Before the pandemic, we were already seeing a trend to more online programs. After we return to "normal" we will see online courses and online programs expand exponentially.
Will there be an increase or decrease in demand for Program Managers And Recruiter in the next 5 years?
Karen Sharp-Price: Human Resources is one of the specializations within the business that is ever-changing and developing. There are so many different areas within Human Resources that graduates can pursue. Some of the more traditional aspects are; compensation, benefits, recruitment, employee engagement, and training.
Some believe that Human Resources is slowly being replaced by technology. My personal opinion is that technology has definitely created new ways to be more effective and efficient within Human Resources, but I think technology has its place and its limitations. While technology will not completely replace the HR professional, I do believe that HR specializations are becoming more updated by using technology. The most obvious example is HR Technology with regard to training, communication, and onboarding.
What general advice would you give to a Program Manager And Recruiter?
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.