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Job outlook for senior managers-recruitment in the United States
Senior manager-recruitment job growth summary. After extensive research, interviews, and analysis, Zippia's data science team found that:
The projected senior manager-recruitment job growth rate is 7% from 2018-2028.
About 12,600 new jobs for senior managers-recruitment are projected over the next decade.
Senior manager-recruitment salaries have increased 13% for senior managers-recruitment in the last 5 years.
There are over 31,377 senior managers-recruitment currently employed in the United States.
There are 43,108 active senior manager-recruitment job openings in the US.
The average senior manager-recruitment salary is $91,858.
Are senior manager-recruitment jobs in demand?
Senior manager-recruitment job and salary trends over time
Senior manager-recruitment jobs over time
Senior manager-recruitment job growth rate over time
| Year | # of jobs | % of population |
|---|---|---|
| 2021 | 31,377 | 0.01% |
| 2020 | 28,109 | 0.01% |
| 2019 | 27,577 | 0.01% |
| 2018 | 25,767 | 0.01% |
| 2017 | 24,183 | 0.01% |
Average senior manager-recruitment salary over time
Senior manager-recruitment salary by year
| Year | Avg. salary | Hourly rate | % Change |
|---|---|---|---|
| 2025 | $91,858 | $44.16 | +3.9% |
| 2024 | $88,448 | $42.52 | +3.0% |
| 2023 | $85,856 | $41.28 | +2.9% |
| 2022 | $83,447 | $40.12 | +3.0% |
| 2021 | $81,014 | $38.95 | +2.4% |
Senior manager-recruitment jobs by state
Most common states for senior managers-recruitment
| Rank | State | Population | # of jobs | Employment/ 1000ppl |
|---|---|---|---|---|
| 1 | District of Columbia | 693,972 | 192 | 28% |
| 2 | Massachusetts | 6,859,819 | 593 | 9% |
| 3 | Washington | 7,405,743 | 487 | 7% |
| 4 | Oregon | 4,142,776 | 238 | 6% |
| 5 | Connecticut | 3,588,184 | 229 | 6% |
| 6 | Rhode Island | 1,059,639 | 61 | 6% |
| 7 | Vermont | 623,657 | 37 | 6% |
| 8 | California | 39,536,653 | 1,999 | 5% |
| 9 | Illinois | 12,802,023 | 698 | 5% |
| 10 | New Jersey | 9,005,644 | 491 | 5% |
| 11 | Virginia | 8,470,020 | 441 | 5% |
| 12 | Maryland | 6,052,177 | 321 | 5% |
| 13 | Colorado | 5,607,154 | 258 | 5% |
| 14 | Delaware | 961,939 | 50 | 5% |
| 15 | North Dakota | 755,393 | 38 | 5% |
| 16 | New York | 19,849,399 | 856 | 4% |
| 17 | Pennsylvania | 12,805,537 | 495 | 4% |
| 18 | Arizona | 7,016,270 | 268 | 4% |
| 19 | Minnesota | 5,576,606 | 248 | 4% |
| 20 | Nevada | 2,998,039 | 106 | 4% |
Most common cities for senior managers-recruitment
| Rank | City | # of jobs | Employment/ 1000ppl | Avg. salary |
|---|---|---|---|---|
| 1 | Bentonville | 1 | 2% | $75,058 |
| 2 | Bethesda | 1 | 2% | $80,550 |
| 3 | Bowie | 1 | 2% | $80,867 |
| 4 | Bridgewater | 1 | 2% | $98,718 |
| 5 | Reno | 2 | 1% | $99,795 |
| 6 | Alexandria | 1 | 1% | $88,470 |
| 7 | Ann Arbor | 1 | 1% | $72,635 |
| 8 | Boca Raton | 1 | 1% | $78,764 |
| 9 | Columbia | 1 | 1% | $80,861 |
| 10 | Costa Mesa | 1 | 1% | $86,350 |
| 11 | San Francisco | 4 | 0% | $97,428 |
| 12 | Atlanta | 2 | 0% | $72,397 |
| 13 | Boston | 2 | 0% | $87,805 |
| 14 | Baltimore | 1 | 0% | $81,094 |
| 15 | Birmingham | 1 | 0% | $81,819 |
| 16 | Chicago | 1 | 0% | $76,160 |
| 17 | Colorado Springs | 1 | 0% | $75,865 |
| 18 | Dallas | 1 | 0% | $75,984 |
Senior Manager-Recruitment job outlook: Expert opinions
Our panel of senior manager-recruitment experts
Temple University
University of Richmond
University of South Carolina - Columbia
Prestige Care, Inc.
The Pennsylvania State University
California State University - Dominguez Hills
The Pennsylvania State University
East Tennessee State University
Texas A&M International University
Pacific Lutheran University
Coe College
Hartwick College
University of Utah
Chicago Zoological Society
Daemen College
International Foundation of Employee Benefit Plans
SAG-AFTRA
Life Time
Jack Henry & Associates
What skills will help Senior Managers-Recruitment earn the most?
Daniel Goldberg: If you can show that you have mastered the above skills, you should be in a good position to get a well-paying position.
What soft skills should all Senior Managers-Recruitment possess?
John Barr: The ability to get along with people. HR managers frequently must resolve workplace conflicts, investigate incidents of harassment or discrimination, or deal with employees who are in danger of losing their job. A critical soft skill is managing these issues when emotions may be running high while focusing on protecting the company's interests and advancing its various goals.
What hard/technical skills are most important for Senior Managers-Recruitment?
John Barr: The most important hard/technical skills are experience and training in such areas as workplace investigations, overseeing various employee programs and documentation related to leaving, handbooks, job descriptions, wages, benefits, hiring, and terminations, developing a diverse workforce, and training in the future of the workforce.
Anthony Nyberg
Department Chair and Professor, Program Director, Master of Human ResourcesUniversity of South Carolina - Columbia
Management Department
What skills stand out on Senior Manager-Recruitment resumes?
Anthony Nyberg: The most important skill for HR managers as they enter the workforce is professionalism (and everything that goes into this, including being on time, doing what one says they will do, etc.)
This shows up on resumes by having held responsible positions for an appropriate period, leading to positive recommendations from prior employers, teachers, leaders, etc. The item that stands out most on a resume is a strong HR internship.
What skills will help Senior Managers-Recruitment 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.
Will there be an enduring impact of the coronavirus pandemic on Senior Managers-Recruitment?
Blake Thiess: "I feel the enduring impact of C19 on new graduates is substantial. It's challenging for a more junior-level team member to onboard and train effectively, be visible in a virtual environment, and ultimately be promoted. It is going to take a focused effort by leadership, in a more virtual environment, to shepherd new team members. There has to be a high level of intentionality to upskill a new grad."
What certifications/licenses/courses can have the biggest impact for Senior Managers-Recruitment?
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 will help Senior Managers-Recruitment increase their earning potential?
Blake Thiess: "I can't speak for other industries, but in healthcare, furthering your education (going from a CNA, to a LPN, to a RN) is absolutely paramount. In addition to that, doing whatever you can to obtain leadership experience, and taking on tasks/projects that others don't have the skillset or drive to complete. That will help you standout."
Are there any particularly good places in the United States for Senior Managers-Recruitment 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 Senior Manager-Recruitment skills would you recommend for someone trying to advance their career?
Thomas Norman: LinkedIn finds the following five skills are most demanded by employers of recent graduates: customer service, leadership, communication, problem-solving and project management.
These skills can be developed via retail and hospitality jobs once those sectors rebound.
A graduate might try to find a job in these sectors in a foreign country. Travel and improving verbal fluency in a new language would be a great use of a gap year. Employers are increasingly interested in certificate and micro-credentials so graduates might explore sites like EdX and Coursera to earn credentials to fill out their resume or learn about block chain, crypto currency, AI or Augmented Reality. A gap year is also a great time to start a company on a shoe string budget which would develop all five of the key skills.
What general advice would you give to a Senior Manager-Recruitment?
Thomas Norman: Your career should be viewed as a marathon and not a sprint. It is as OK to experiment with starter jobs as it is to start college without declaring a major. The goal is make work fit your goals and dreams and review your progress annually. Learn which types of companies fit you along with which types of jobs and occupations feel good. Internship, Job Shadowing and Informational Interviews are tools to get a feel for a job and an employer. My students work on an Odyssey Plan where they map out three very different career paths thinking through the resources, experience and education they will need over the next five years to reach a specific job. Then they rate each path in terms of how they compare in terms of earnings, happiness, coherence and their confidence they can achieve the goal. The next step is jump out of the nest and try one, reflect on the fit and try something new if things are not meeting your goals.
What are the biggest trends we'll see in the Senior Manager-Recruitment job market given the pandemic?
Denise Potosky Ph.D.: In order to effectively staff positions that are essential to the business, HR managers will need to pay close attention to the dramatic shifts and increased volatility we've seen in the job market over the past two years. During and immediately following the 2008 recession, the labor market was "loose," meaning that there were fewer job openings than there were people who could fill those positions. In the years prior to the pandemic, the labor market was relatively "tight" for many skilled positions in that there were more job openings than qualified job applicants. Many organizations focused on their internal labor markets to develop talent from within as a way to ensure staffing key roles. The pandemic has abruptly altered both internal and external labor markets, and the path forward is not always clear. Individuals who are seeking careers in HRM will need to bring a strong understanding of labor economics and staffing strategies in order to estimate and moderate fluctuating talent needs. Some creativity and fresh ideas for recruiting and developing employees who may need to step into new ways of working or step up to new roles would also help.
What general advice would you give to a Senior Manager-Recruitment?
Denise Potosky Ph.D.: Prepare to lead. An article in HR Executive (Brooks, 2020: hrexecutive) observed that the COVID-19 crisis served as a "massive catalyst" for transforming the HR function in organizations. HR managers have had to figure out how to protect essential workers and shift to remote work where possible, develop protocols for infected and/or distressed employees and their loved ones, deal with layoffs, closures, and rapidly changing laws, and encourage everyone to pull together to fulfill the demands of the business while supporting employee well-being and culture of the organization. This is an exciting time to begin a career in HRM, and it is an exceptionally demanding field of work. Seek opportunities to lead change, champion new initiatives, and help others manage conflict and stress. If you want to be hired into HRM, you need to be able to show that you can take responsibility for implementing and revising solutions that others have supported and appreciated.
What are the biggest trends we'll see in the Senior Manager-Recruitment 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 Senior Manager-Recruitment?
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.
Dr. John Kilburn Ph.D.
Associate Vice President for Research and ProfessorTexas A&M International University
Social Sciences Department
What skills stand out on Senior Manager-Recruitment resumes?
Dr. John Kilburn Ph.D.: Communication skills have always been essential, but now people must be able to communicate by utilizing multiple forms of media. Also, in a networked society, speed is ever more important. A good employee must be able to think and address any issue rapidly. If the employee doesn't know the answer, they need to know how to find the answer or find the person that will take action to address any issues that arise.
Additionally, there are numerous opportunities for people who can manage and analyze data.
Are there any particularly good places in the United States for Senior Managers-Recruitment to find work opportunities?
Dr. John Kilburn Ph.D.: In a wired society, there is a bit more flexibility in seeking early career professional employment. However, the trends seem to indicate that jobs are gravitating toward urban environments.
What skills stand out on Senior Manager-Recruitment resumes?
Laura McCloud Ph.D.: I think the pandemic will prioritize people's ability to work independently and to collaborate virtually. I don't fully believe we'll see the end of offices that some people are speculating, but we will see an increase in virtual work for many professions. Students who can communicate effectively in-person and online will be at an advantage when trying to get a job. I think experience with collaborative software will also benefit them. While they are missing out on some of the advantages of face-to-face learning, online learning gives students many opportunities for building digital communication skills.
Dr. Vinh Nguyen Ph.D.
Professor of Business AdministrationCoe College
Business Administration Department
What are the biggest trends we'll see in the Senior Manager-Recruitment job market given the pandemic?
Dr. Vinh Nguyen Ph.D.: The job market does not look good right now with many people being laid off and unemployed. However, in a few more months from now when most people get the vaccine for Covid-19, the job market will become not only normal but also will grow quickly. There will be an abundance of opportunities for both organizations and prospective employees to meet and match. Thus, there is great hope for the job market across all industries that will begin soon in the year 2021.
What general advice would you give to a Senior Manager-Recruitment?
Ryan Ceresola: In the workplace, your value has never been about what grade you've received in a particular class. It is about your ability to think critically and in a nuanced way about projects and the needs of a certain employer. The best thing you can do to prepare yourself to conduct such work is to learn about your role from others in similar fields. Read through online forums, watch YouTube videos, and check out blogs of practitioners early on in your career. Even better - connect to individuals you know who are on similar career paths about what they've done and how they've been successful. By senior year of college, you should have the ability to search for information on your own, parse through it, and be able to interpret and learn from it on your own. Use those skills!
Will there be an increase or decrease in demand for Senior Managers-Recruitment in the next 5 years?
Sarah Kovalesky: There are a lot of things that someone with a sociology degree could do when it comes to working. I think there is always going to be a demand for graduates. The specifics of the demand are really going to be dependent on what exactly one wants to do and how they have prepared themselves to get there. There are some great resources like O*Net and the Occupational Outlook Handbook that can provide trends and information based on specific occupations.
What general advice would you give to a Senior Manager-Recruitment?
Sandi Dornhecker: To always remain positive. The job market has been flooded with unemployed workers, so the competition may be much steeper than usual, although I've read some articles that say this may not be the case as the number of quality applicants in the workforce remains the same. If you haven't found a position in your desired career yet, take positions and work when and where you can. Give it your all while you are working, strive to excel in your performance, no matter what your job is, and be a dedicated worker while you are there. If one is looking for employment, take your time to review the job(s) and requirements of the positions you are applying for to make sure you meet the minimum qualifications and/or are able to speak to how your skills are transferable; don't just take a shotgun approach. Write a customized cover letter for each position you apply for that reflects how your knowledge, background, and skills apply to the position and why you are interested. Answer all on-line application questions honestly and thoroughly. Write a thank-you note, if you are granted an interview. When you start a new job, be a sponge. Learn as much as you can and be willing to go the extra mile. This is a unique year to start one's career, and a graduate can learn unique lessons in both positive and challenging experiences.
Will there be an increase or decrease in demand for Senior Managers-Recruitment 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.
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 Senior Managers-Recruitment 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 Senior Managers-Recruitment 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 Senior Managers-Recruitment 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.
SAG-AFTRA spokesperson
Senior ManagerSAG-AFTRA
What general advice would you give to a Senior Manager-Recruitment?
SAG-AFTRA spokesperson : While entering the acting profession is always challenging, this year has made the process uniquely difficult. Nevertheless, there are still plenty of opportunities for acting work during the pandemic. Most professional voice acting work has been unscathed by the pandemic, and scripted dramatic television and new media work is currently rebounding. As always, acting in commercials represents a viable way for new talent to break into the profession. Remote auditions are opening up opportunities for talent who otherwise might not have had access to certain jobs. For those willing to audition regularly and eventually join SAG-AFTRA, the acting job market of 2020 offers wide opportunities.
What technology do you think will become more important and prevalent for Senior Managers-Recruitment 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 Senior Manager-Recruitment?
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.
What technology do you think will become more important and prevalent for Senior Managers-Recruitment in the next 3-5 years?
Rachel Raymond: We expect to see growth in the artificial intelligence/machine learning space and big data and augmented analytics. However, even with new technologies emerging, many larger organizations still heavily depend on older technology platforms and solutions, and are looking for skilled associates who can help maintain those systems.
Will there be an enduring impact of the coronavirus pandemic on Senior Managers-Recruitment?
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 Senior Manager-Recruitment?
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.