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Job outlook for team leads-recruitments in the United States
Team lead-recruitments job growth summary. After extensive research, interviews, and analysis, Zippia's data science team found that:
The projected team lead-recruitments job growth rate is 8% from 2018-2028.
About 58,800 new jobs for team leads-recruitments are projected over the next decade.
Team lead-recruitments salaries have increased 7% for team leads-recruitments in the last 5 years.
There are over 27,773 team leads-recruitments currently employed in the United States.
There are 53,220 active team lead-recruitments job openings in the US.
The average team lead-recruitments salary is $78,571.
Are team lead-recruitments jobs in demand?
Team lead-recruitments job and salary trends over time
Team lead-recruitments jobs over time
Team lead-recruitments job growth rate over time
| Year | # of jobs | % of population |
|---|---|---|
| 2021 | 27,773 | 0.01% |
| 2020 | 24,285 | 0.01% |
| 2019 | 23,732 | 0.01% |
| 2018 | 22,260 | 0.01% |
| 2017 | 20,767 | 0.01% |
Average team lead-recruitments salary over time
Team lead-recruitments salary by year
| Year | Avg. salary | Hourly rate | % Change |
|---|---|---|---|
| 2026 | $78,571 | $37.77 | +2.5% |
| 2025 | $76,628 | $36.84 | +1.7% |
| 2024 | $75,341 | $36.22 | +0.9% |
| 2023 | $74,685 | $35.91 | +2.0% |
| 2022 | $73,237 | $35.21 | +1.4% |
Team lead-recruitments jobs by state
Most common states for team leads-recruitments
| Rank | State | Population | # of jobs | Employment/ 1000ppl |
|---|---|---|---|---|
| 1 | District of Columbia | 693,972 | 244 | 35% |
| 2 | Montana | 1,050,493 | 286 | 27% |
| 3 | Alaska | 739,795 | 199 | 27% |
| 4 | South Dakota | 869,666 | 224 | 26% |
| 5 | Rhode Island | 1,059,639 | 218 | 21% |
| 6 | North Dakota | 755,393 | 157 | 21% |
| 7 | Virginia | 8,470,020 | 1,645 | 19% |
| 8 | Utah | 3,101,833 | 585 | 19% |
| 9 | Delaware | 961,939 | 178 | 19% |
| 10 | Minnesota | 5,576,606 | 976 | 18% |
| 11 | Arkansas | 3,004,279 | 538 | 18% |
| 12 | Nebraska | 1,920,076 | 321 | 17% |
| 13 | Maryland | 6,052,177 | 985 | 16% |
| 14 | Colorado | 5,607,154 | 906 | 16% |
| 15 | Oklahoma | 3,930,864 | 627 | 16% |
| 16 | Idaho | 1,716,943 | 283 | 16% |
| 17 | New Hampshire | 1,342,795 | 218 | 16% |
| 18 | Vermont | 623,657 | 102 | 16% |
| 19 | North Carolina | 10,273,419 | 1,575 | 15% |
| 20 | Oregon | 4,142,776 | 641 | 15% |
Most common cities for team leads-recruitments
| Rank | City | # of jobs | Employment/ 1000ppl | Avg. salary |
|---|---|---|---|---|
| 1 | Denton | 1 | 1% | $70,094 |
| 2 | Fishers | 1 | 1% | $65,728 |
| 3 | Atlanta | 1 | 0% | $65,025 |
| 4 | Boston | 1 | 0% | $79,944 |
| 5 | San Francisco | 1 | 0% | $102,682 |
Team Lead-Recruitments job outlook: Expert opinions
Our panel of team lead-recruitments experts
Emmaus Homes
East Tennessee State University
Life Time
Jack Henry & Associates
What are the biggest trends we'll see in the Team Lead-Recruitments 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.
What are the biggest trends we'll see in the Team Lead-Recruitments 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 Team Lead-Recruitments?
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 general advice would you give to a Team Lead-Recruitments?
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.