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Job outlook for recruitment managers in the United States
Recruitment manager job growth summary. After extensive research, interviews, and analysis, Zippia's data science team found that:
The projected recruitment manager job growth rate is 7% from 2018-2028.
About 12,600 new jobs for recruitment managers are projected over the next decade.
Recruitment manager salaries have increased 13% for recruitment managers in the last 5 years.
There are over 29,714 recruitment managers currently employed in the United States.
There are 31,106 active recruitment manager job openings in the US.
The average recruitment manager salary is $87,506.
Are recruitment manager jobs in demand?
Recruitment manager job and salary trends over time
Recruitment manager jobs over time
Recruitment manager job growth rate over time
| Year | # of jobs | % of population |
|---|---|---|
| 2021 | 29,714 | 0.01% |
| 2020 | 26,955 | 0.01% |
| 2019 | 26,498 | 0.01% |
| 2018 | 24,711 | 0.01% |
| 2017 | 23,262 | 0.01% |
Average recruitment manager salary over time
Recruitment manager salary by year
| Year | Avg. salary | Hourly rate | % Change |
|---|---|---|---|
| 2025 | $87,506 | $42.07 | +3.9% |
| 2024 | $84,257 | $40.51 | +3.0% |
| 2023 | $81,788 | $39.32 | +2.9% |
| 2022 | $79,493 | $38.22 | +3.0% |
| 2021 | $77,176 | $37.10 | +2.4% |
Recruitment manager jobs by state
Most common states for recruitment managers
| Rank | State | Population | # of jobs | Employment/ 1000ppl |
|---|---|---|---|---|
| 1 | District of Columbia | 693,972 | 190 | 27% |
| 2 | Alaska | 739,795 | 71 | 10% |
| 3 | Massachusetts | 6,859,819 | 599 | 9% |
| 4 | Maryland | 6,052,177 | 458 | 8% |
| 5 | Oregon | 4,142,776 | 317 | 8% |
| 6 | Delaware | 961,939 | 80 | 8% |
| 7 | Illinois | 12,802,023 | 890 | 7% |
| 8 | Virginia | 8,470,020 | 580 | 7% |
| 9 | Washington | 7,405,743 | 533 | 7% |
| 10 | Colorado | 5,607,154 | 371 | 7% |
| 11 | Minnesota | 5,576,606 | 367 | 7% |
| 12 | New Hampshire | 1,342,795 | 95 | 7% |
| 13 | Rhode Island | 1,059,639 | 75 | 7% |
| 14 | North Dakota | 755,393 | 50 | 7% |
| 15 | Vermont | 623,657 | 42 | 7% |
| 16 | New York | 19,849,399 | 1,162 | 6% |
| 17 | Pennsylvania | 12,805,537 | 787 | 6% |
| 18 | New Jersey | 9,005,644 | 559 | 6% |
| 19 | Connecticut | 3,588,184 | 231 | 6% |
| 20 | Utah | 3,101,833 | 180 | 6% |
Most common cities for recruitment managers
| Rank | City | # of jobs | Employment/ 1000ppl | Avg. salary |
|---|---|---|---|---|
| 1 | Annapolis | 4 | 10% | $81,658 |
| 2 | Hartford | 5 | 4% | $96,822 |
| 3 | Little Rock | 3 | 2% | $67,924 |
| 4 | Washington | 7 | 1% | $86,664 |
| 5 | Denver | 6 | 1% | $68,150 |
| 6 | Boston | 5 | 1% | $80,297 |
| 7 | Atlanta | 3 | 1% | $66,592 |
| 8 | Miami | 3 | 1% | $60,912 |
| 9 | Montgomery | 3 | 1% | $67,280 |
| 10 | Baton Rouge | 2 | 1% | $71,120 |
| 11 | New York | 10 | 0% | $89,534 |
| 12 | Chicago | 6 | 0% | $76,078 |
| 13 | Phoenix | 5 | 0% | $76,640 |
| 14 | San Diego | 4 | 0% | $94,002 |
| 15 | Austin | 3 | 0% | $76,428 |
| 16 | Columbus | 3 | 0% | $65,213 |
| 17 | Dallas | 3 | 0% | $75,572 |
| 18 | Los Angeles | 3 | 0% | $100,949 |
| 19 | San Francisco | 3 | 0% | $113,987 |
Recruitment Manager job outlook: Expert opinions
Our panel of recruitment manager experts
University of Alaska Fairbanks
Manhattan College
Hope College
Dedman College of Hospitality
Muhlenberg College
Centenary College of Louisiana
University of Arkansas at Little Rock
The Pennsylvania State University
Emmaus Homes
East Tennessee State University
International Foundation of Employee Benefit Plans
Life Time
Jack Henry & Associates
What Recruitment Manager skills would you recommend for someone trying to advance their career?
Jaunelle Celaire: Never stop learning! This may consist of going back to school, earning new certifications in your field of study, attending conferences and seminars, and making sure that your time management is always at its finest level of excellence.
What will help Recruitment Managers increase their earning potential?
Jaunelle Celaire: 2. Leadership - the world needs more of these; the ability to lead, craft and grow. Digital literacy - this world is definitely turning digital and virtual is the new trend. Emotional intelligence - there is a vast number of personalities in our world today; individuals grow and it is our job to stay emotionally connected, so we can operate more effectively.
Pamela Chasek
Professor of Political Science, Manhattan CollegeManhattan College
International Relations And National Security Studies
What Recruitment Manager skills would you recommend for someone trying to advance their career?
Pamela Chasek: The more skills you have the better off you will be. Negotiate your salary package -- don't just accept what they offer you. However, if they refuse to budge, you may want to negotiate consideration of a raise after a 3-month probationary period.
What will help Recruitment Managers increase their earning potential?
Pamela Chasek: I think it is important to understand economics, speak another major language in addition to English, and have good computer skills. It is also important. But strong interpersonal skills should not be underestimated.
Dr. Sarah Kornfield
Associate Professor of Communication and Affiliated Faculty for Women's & Gender Studies at Hope CollegeHope College
Ethnic, Cultural Minority, Gender, And Group Studies
What will help Recruitment Managers increase their earning potential?
Dr. Sarah Kornfield: It can be awkward to ask about salaries, but unless you know what the general salary range is for your position in your area, you won't know if you're being paid a reasonable salary. I recommend taking informational interviews with liketype companies/non-profits and asking what they consider a normal salary range for someone starting in your field. Then negotiate for yourself. You should especially negotiate when asked to take on additional roles or leadership positions: more work/responsibility should come with raises. If you're in a field or corporation where there is an annual application for raises, you should always apply. If you work in a field where you're given concrete goals--such as recruiting a certain number of underprivileged applicants to a college or university--you should negotiate bonuses for meeting those goals.
What certifications/licenses/courses can have the biggest impact for Recruitment Managers?
Alishia Piotrowski Ed.D.: Certifications are always a great idea, if you are looking to stand out on the job market. With the level of competition for jobs today, it certainly can't hurt. But there is no one "best" certification. I suggest students narrow their job focus and look for certifications that focus on that specific area. For students interested in the wine industry, we recommend the Certified Specialist of Wine exam. For students interested in wedding planning, we encourage them to look into The Bridal Society. Furthering your education in a specific area, through a certification, is a great way to stand out in the job market.
Ryan Smolko
Associate Director, Career CenterMuhlenberg College
The Career Center at Muhlenberg College
What technical skills for a Recruitment Manager stand out to employers?
Ryan Smolko: Technical skills vary by industry and the technical skills needed today are not those that will be needed five or even one year from now. Adaptability is key to staying relevant in their career both now and in the future. O*Net is a great resource for students to see technical skills commonly used in their jobs of interest.
The technical skills everyone should be continually working on are Excel/Tableau and Canva/PowerPoint. Working with large amounts of data is almost universal in today's economy regardless of industry or position. You can also have the best data in the world but if you can't present it in a dynamic way it won't be seen which is why being well versed in presentation and design tools can be a big advantage.
Dr. Barbara Davis
William J. Atkins DeanCentenary College of Louisiana
Frost School of Business
What experience really stands out on Recruitment Manager resumes?
Dr. Barbara Davis: Graduates participating in internships related to their areas of interest. Internships spanning more than one semester at the same firm stand out as well.
What skills stand out on Recruitment Manager resumes?
Dr. Timothy Edwards: Writing and research skills. Analytical and critical thinking skills. Technical skills such as web design, graphic design, audio and video production skills. Employers are interested in potential employees knowledge, intelligence and skills.
Are there any particularly good places in the United States for Recruitment Managers 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.
What are the biggest trends we'll see in the Recruitment Manager job market given the pandemic?
Tonya Courtois: Covid 19 has forced many to rethink and reevaluate the status quo. Remote work has always been a topic of consideration for many but the pandemic pushed it into high gear for both employers and potential employees. More employers are going to be looking for individuals who are open to remote work. This brings its own set of new considerations. As an employer you are looking for individuals who are able to manage themselves and their time. Are they tech-savvy, adaptable, innovative, organized and self-aware? How will we manage accountability and production? For potential employees, they want to know how they will learn the role, how personal will it feel, will there be any disconnect, and how to balance work and home life.
Recruiters will have to think outside of the box to hire and onboard individuals. However, it doesn't stop there. Recruiters now have to be more accommodating, educated on the culture of the organization, and find that personal touch that allows the candidate to feel connected to the mission of the organization. They have to paint that picture of the company as a whole. They will have to be the expert, the coach, the teacher, the face of the organization.
Are there any particularly good places in the United States for Recruitment Managers 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 Recruitment Manager 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.
What general advice would you give to a Recruitment Manager?
Dr. James Lampley: Be willing to go where the jobs are. Many of our graduates are "place-bound". Their family obligations or spouses make it difficult to relocate.
Julie Stich
Vice President, Content for the International Foundation of Employee Benefit plansInternational Foundation of Employee Benefit Plans
Are there any particularly good places in the United States for Recruitment Managers to find work opportunities?
Julie Stich: Jobs in benefits are not specific to any geographical area, and it is a job that, especially during this pandemic, can be done remotely. It should be noted that larger companies will be more likely to have in-house benefit departments. Smaller organizations may outsource this function and will; therefore, be more dependent on consulting firms, which tend to be in larger metro areas throughout the U.S.
How do you envision technology impacting Recruitment Managers in the next 5 years?
Julie Stich: Employee benefits administration is an area that benefits tremendously from technological improvements. The tech industry continues to develop new approaches for data collection and analysis, record keeping and compliance, and works to improve and streamline benefits enrollment for employees. Also, technology is crucial for communicating with employees about their benefit plans, whether it's via social media, videos, Zoom, an app, or internal websites. Benefits technology is definitely an area of growth right now.
What type of skills will young Recruitment Managers need?
Julie Stich: Employers seeking help in their employee benefits and compensation areas are looking for individuals with analytical skills and an eagerness to understand complex systems. Employee benefits work is driven by a intricate web of laws, regulations and the employer’s own benefit plan design. It’s critical these are followed to the letter, with clear communication to their customers who, in this case, are the employees and their family members.
Most colleges do not have an employee benefits major, though many employers will seek out human resources, risk management, insurance, and data analytics majors. Successful employee benefit professionals have a wide range of educational backgrounds, many of which have little direct connection to benefits. Do not be discouraged to apply for jobs solely based on your major. To catch employers’ attention, graduates should seek out specialized designations, such as the Certified Employee Benefits Specialist® (CEBS) designation. Designations show a commitment to the industry and demonstrate knowledge with a unique, sought-after skill.
What technology do you think will become more important and prevalent for Recruitment Managers in the next 3-5 years?
Mick Joneja: Corporations are looking for more ways to automate many steps in the hiring and onboarding processes, while balancing it with excellent candidate experience and personalization. For companies to successfully achieve automation through methods and technologies, candidates must take the time to build their professional profiles fully. Ensuring candidates can provide as much color and details about their work history, skills, and desired experiences will help ensure each candidate is matched to the right role. No time is wasted for both the company and the candidate.
What general advice would you give to a Recruitment Manager?
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 Recruitment Managers?
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.
What general advice would you give to a Recruitment Manager?
Rachel Raymond: Entering the workforce for 2020 graduates will be more difficult this year, given the higher unemployment numbers we see across the US. With the uncertainty of Covid-19, companies will be more conservative in increasing headcount across their organizations. Graduates need to think strategically about identifying jobs that are in industries more likely to thrive by the current economic conditions: digital services, remote learning, online gaming, healthcare, remote call centers, delivery and transit (Amazon, Postmates, Instacart), and collaboration technology (Zoom, Citrix), are just a few.
Many graduates will be competing for positions against experienced professionals willing to apply to entry-level jobs. Don't discount internships and apprenticeships as they frequently lead to full-time employment and help graduates gain additional experience for their resume. Through the selection and interview process, hiring managers will interview self-starters who are comfortable embracing a work-life integration mindset, and who can be agile and flexible with the new, remote, working environment. Onboarding and training have become increasingly difficult for many organizations, so new hires need to understand those challenges. Recent graduates have a proven record of successfully navigating new technology and working in any environment - coffee shops, trains, traveling, etc.- so be sure to highlight those traits through the interview process.