How to hire a senior technical recruiter

How to hire a senior technical recruiter, step by step

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

What does a senior technical recruiter do?

Post a senior technical recruiter job for free, promote it for a fee

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1. Identify your hiring needs

   Before you post your senior technical recruiter job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a senior technical recruiter for hire on a part-time basis or as a contractor.

   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 senior technical 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 senior technical recruiter that fits the bill.

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

   Type of Senior Technical Recruiter	Description	Hourly rate
   Senior Technical 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	$29-60
   Self-Employed	A self-employed person works without the supervision of a specific employer. Self-employed entrepreneurs decide their business plans to increase profitability and get involved with the current market trends... Show more	$12-21
   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
   • HR
   • Internal Database
   • Business Development
   • Cold Calls
   • Client Relationships
   • Recruitment Process
   • Java
   • Work Ethic
   • Interview Process
   • Reference Checks
   • Healthcare
   • Infrastructure
   • Open Positions

   Check all skills

   Responsibilities:

   • Manage internal resources and are main point of contact in the use of vendor manage software (VMS) systems.
   • Utilize Taleo applicant tracking system to manage positions and candidates.
   • Plan and manage full cycle recruitment for data warehouse, quantitative marketing and statistical programmers.
   • Develop a list of prospective candidates to reach out to using tools such as LinkedIn, company ATS or referrals.
   • Used ICIMS extensively, the database - candidate applicant tracking system for building pipeline of candidates.
   • Utilize iCIMS (online recruiting database) to track candidates' progress from candidate to new hire status.

   More senior technical recruiter duties

3. Make a budget

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

   • Location. For example, senior technical recruiters' average salary in indiana is 44% less than in california.
   • Seniority. Entry-level senior technical recruiters 50% less than senior-level senior technical recruiters.
   • Certifications. A senior technical 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 technical recruiter's salary.

   Average senior technical recruiter salary

   $88,314yearly

   $42.46 hourly rate

   ---

   Entry-level senior technical recruiter salary

   $62,000 yearly salary

   Updated December 23, 2025

   Average senior technical recruiter salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$120,450	$58
   2	Washington	$104,267	$50
   3	District of Columbia	$96,321	$46
   4	Oregon	$95,919	$46
   5	Colorado	$94,858	$46
   6	Massachusetts	$89,512	$43
   7	Utah	$88,388	$42
   8	Connecticut	$87,403	$42
   9	Virginia	$86,794	$42
   10	New York	$86,430	$42
   11	Texas	$83,610	$40
   12	Arizona	$83,077	$40
   13	Minnesota	$78,547	$38
   14	New Jersey	$78,520	$38
   15	Pennsylvania	$78,114	$38
   16	Illinois	$77,715	$37
   17	North Carolina	$77,514	$37
   18	Missouri	$76,536	$37
   19	Ohio	$72,234	$35
   20	Wisconsin	$70,679	$34

   Average senior technical recruiter salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Apple	$126,825	$60.97	26
   2	Airbnb	$121,485	$58.41
   3	DoorDash	$117,637	$56.56	8
   4	PayPal	$115,348	$55.46	3
   5	Workday	$112,941	$54.30	2
   6	WePay	$112,083	$53.89
   7	GoDaddy	$108,808	$52.31
   8	Western Digital	$107,724	$51.79	116
   9	Imply	$107,603	$51.73	1
   10	Avid	$106,177	$51.05	4
   11	Bloomberg	$104,122	$50.06	38
   12	Square	$103,907	$49.96
   13	Uber Technologies	$103,096	$49.57
   14	Fujitsu	$102,875	$49.46
   15	Tesla	$102,834	$49.44	77
   16	KLA	$102,667	$49.36	8
   17	Aeris Communications	$101,723	$48.91
   18	Cricut	$101,718	$48.90	3
   19	Amd	$100,912	$48.52	6
   20	ServiceNow	$100,771	$48.45	51

4. Writing a senior technical recruiter job description

   A good senior technical 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 technical recruiter job description:

   Senior technical recruiter job description example

   Joint Strategic Technologies is seeking a Senior Technical Recruiter to join our diverse team of professionals. As the Senior Technical Recruiter you will use your expertise to support our mission to enhance applicant and employee experience. Our ideal Senior Tech Recruiter will have the unique ability to establish rapport, build relationships, identify potential employee's skillsets and match them with the proper positions throughout the organization. You will be essential to the ongoing development and maintenance of our company culture as well as assist with building out teams with our government customers and our corporate staff.
   
   You are a great fit if you are passionate about treating people with respect, encouraging diversity, equality and overall employee wellbeing. A hard worker with the ability to work with very little supervision within a fast paced environment, while remaining organized and on task.
   
   This is a full-time REMOTE position. JST offers a full benefit package, a collaborative work environment and strong company culture. Veterans and military spouses are encouraged to apply.
   Senior Technical Recruiter Responsibilities Provide full cycle recruiting Build relationships with hiring programs and attend networking events Review, edit and post job requisitions for company openings Source and screen applicants for corporate and government contract opportunities Manage applicants and requisitions within ATS Collaborate with peer recruiters, hiring managers and government customers to determine recruiting needs Assist with developing and updating recruiting best practices, policies and procedures Assess candidates to ensure qualifications match, cultural fit and compatibility Create and uphold a best-in-class candidate experience from application to onboarding, acting as the main point of contact and communication throughout the process
   
   Senior Technical Recruiter Qualifications Bachelor's Degree or equivalent experience required (technical or engineering discipline preferred) 5+ years' experience sourcing and screening applicants for corporate and government opportunities Demonstrated ability of managing candidates and requisitions using ATS and recruiting tools Extensive experience networking via social media Strong knowledge of military processes Strong Microsoft Office Suite skills Must be very organized, possess time management and prioritization skills Energetic, outgoing personality Professional communication skills and strong attention to detail Highly motivated, work with a sense of urgency and initiative Must be able to sit and stand for long periods of time Occasional overtime and travel may be required
   
   Required Clearances and Screenings COVID 19 requirements are in line with government policies and CDC guidance
   
   About Joint Strategic Technologies (JST) No objective is beyond reach! Joint Strategic Technologies (JST) enables successful mission outcomes from the back office to the battlefield. Our team includes leading experts from military, government and the private sector, all working together to help federal customers make a difference. Our goal is to Elevate the Impact that our employees have on our customers and treat every employee as a valued member of our team. JST empowers employees to make decisions and take action, thus improving overall organizational growth and employee development. Culture isn't something you talk about. It's something you do. JST is committed to creating a positive environment 'that reaches beyond work and careers' to support every employee's professional and personal objectives. JST values the well-being of every employee and encourages healthy lifestyles, family activities and community involvement. JST is a proud equal opportunity employer. All qualified applicants will be considered for employment without attention to age, race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status. JST will not tolerate discrimination or harassment.
   
   Job Posted by ApplicantPro

   Copy this example

   

5. Post your job

   There are a few common ways to find senior technical recruiters for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your senior technical recruiter job on Zippia to find and recruit senior technical 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 technical 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 technical recruiter

   Once you have selected a candidate for the senior technical recruiter position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   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.

   To prepare for the new senior technical recruiter first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

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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