How to hire a senior corporate recruiter

How to hire a senior corporate recruiter, step by step

Here's a step-by-step senior corporate 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 senior corporate recruiter job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new senior corporate recruiter
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   First, determine the employments status of the senior corporate recruiter you need to hire. Certain senior corporate 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

   A senior corporate recruiter's background is also an important factor in determining whether they'll be a good fit for the position. For example, senior corporate recruiters from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   This list shows salaries for various types of senior corporate recruiters.

   Type of Senior Corporate Recruiter	Description	Hourly rate
   Senior Corporate Recruiter	Human resources specialists recruit, screen, interview, and place workers. They often handle other human resources work, such as those related to employee relations, compensation and benefits, and training... Show more	$23-43
   Talent Acquisition Manager	A talent acquisition manager is in-charged in the selection, recruitment, and retention of talented candidates. The core skills that a talent acquisition manager should possess to accomplish his/her or her job responsibilities include excellent interpersonal and communication skills, the ability to multi-task, and knowledge of human resource laws... Show more	$28-65
   Staffing Consultant	A staffing consultant develops and maintains the accounts of clients through outside and inside organizational activities. Staffing consultants induct, assess, and monitor the job applicants preparing them for their assignments... Show more	$12-31

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Applicant Tracking Systems
   • Human Resources
   • Recruitment Strategies
   • Source Candidates
   • Recruitment Process
   • Digital Marketing
   • SR
   • Career Fairs
   • Taleo
   • Excellent Interpersonal
   • Background Checks
   • Phone Screens
   • Interview Process
   • Coordinators

   Check all skills

   Responsibilities:

   • Manage and maintain the in-house applicant tracking system (ICIMS).
   • Manage Taleo applicant tracking requirements and relate documentation to ensure compliance with staffing and hiring regulations.
   • Manage the scheduling and logistics of all interviews between candidates and hiring managers including post-interview calibration/feedback with interview teams.
   • Modify company HRIS software to validate and report OFCCP compliance of all internal and external recruiting activities.
   • Track candidates throughout the recruiting process using iCIMS applicant tracking system to ensure compliance with OFCCP and EEOC guidelines.
   • Recruit professionals for career opportunities within a large national leader in the healthcare industry.

3. Make a budget

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

   • Location. For example, senior corporate recruiters' average salary in utah is 48% less than in district of columbia.
   • Seniority. Entry-level senior corporate recruiters 46% less than senior-level senior corporate recruiters.
   • Certifications. A senior corporate 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 senior corporate recruiter's salary.

   Average senior corporate recruiter salary

   $67,549yearly

   $32.48 hourly rate

   ---

   Entry-level senior corporate recruiter salary

   $49,000 yearly salary

   Updated December 14, 2025

4. Writing a senior corporate recruiter job description

   A good senior corporate recruiter job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a senior corporate recruiter job description:

   Senior corporate recruiter job description example

   Are you looking for a recruiting opportunity where your voice will be heard? How about one that is with one of the fastest growing AI technology companies in Chicago? Our client, located in downtown Chicago are looking for a
   Senior Corporate Recruiter to join their team on a contract to hire basis.
   
   This Senior Corporate Recruiter will sit onsite on a hybrid basis (2+ days onsite) and focus on every aspect of the recruiting process including helping implement recruiting strategies and building out the TA Department.
   
   If you are interested in working in a fast-paced environment and the opportunity to be a part of the growth of the talent team, apply today!
   
   Senior Corporate Recruiter Responsibilities:
   Manage the full cycle recruiting process for all open positions Source talent through LinkedIn Recruiter, ATS and social media sites Build and maintain a solid pipeline of candidates for current and future openings Collaborate with hiring managers on hiring decisions and coordinating interviews; handle all communication with prospective candidates Collaborate with leaders of the organization to strategize on best practices for the Talent Acquisition Team
   
   Senior Corporate Recruiter Requirements:
   Proven experience using social media, LinkedIn, CareerBuilder, etc. for sourcing efforts 5+ years of experience as a full cycle recruiter; experience working in a matrix environment with a variety of corporate client groups Strong project management skills; organized and detail oriented Strong ability to think quickly and work through problems when challenges arise Ability to work independently without much direction, but also as part of a team
   
   Thank you for your time and consideration for this Senior Corporate Recruiter position. We look forward to reviewing your resume!
   
   Thank you,
   
   Spencer Weiss
   Project Manager
   LaSalle Network
   
   Keywords and Related Terms: technology , growing , recruiting, recruitment , talent , talent acquisition , Chicago , contract , contract to hire , strategy , source , TA , onsite , hybrid #LI-CTHR
   
   LaSalle Network is an Equal Opportunity Employer m/f/d/v.
   
   LaSalle Network is the leading provider of professional staffing and recruiting services. LaSalle has worked with more than 10,000 companies, ranging from Fortune 500s to start ups. With units specializing in accounting and finance, administrative, marketing, executive search, technology, supply chain, healthcare revenue cycle, call center, and human resources, LaSalle serves companies of all sizes and across all industries.

   Copy this example

   

5. Post your job

   To find the right senior corporate recruiter for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with senior corporate recruiters they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit senior corporate recruiters who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your senior corporate recruiter job on Zippia to find and recruit senior corporate recruiter candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit senior corporate recruiters, 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.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates 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 senior corporate recruiter

   Once you've found the senior corporate recruiter candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   Once that's done, you can draft an onboarding schedule for the new senior corporate 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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