How to hire a technical recruiter

How to hire a technical recruiter, step by step

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

What does a technical recruiter do?

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1. Identify your hiring needs

   The technical recruiter hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A technical recruiter's background is also an important factor in determining whether they'll be a good fit for the position. For example, technical 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.

   Here's a comparison of technical recruiter salaries for various roles:

   Type of Technical Recruiter	Description	Hourly rate
   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	$21-42
   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
   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

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Applicant Tracking Systems
   • Customer Service
   • HR
   • Reference Checks
   • Work Ethic
   • Source Candidates
   • Background Checks
   • Interview Process
   • Recruitment Process
   • Strong Time Management
   • Business Development
   • Internal Database
   • Open Positions
   • Career Fairs

   Check all skills

   Responsibilities:

   • Manage the scheduling and logistics of all interviews between candidates and hiring managers.
   • Manage and maintain information in OpenHire & ICIMS documenting the recruiting process including all candidate correspondence and follow-up.
   • Manage relationships with major healthcare, financial and pharmaceutical companies.
   • Plan and manage full cycle recruitment for data warehouse, quantitative marketing and statistical programmers.
   • Source on non-traditional job boards such as recruiting blogs, LinkedIn, Facebook and twitter to find qualify candidates.
   • Use job boards such as dice, monster, CareerBuilder, LinkedIn, and networking to place / source qualify candidates.

   More technical recruiter duties

3. Make a budget

   Including a salary range in your technical recruiter job description is a great way to entice the best and brightest candidates. A technical recruiter salary can vary based on several factors:

   • Location. For example, technical recruiters' average salary in arkansas is 41% less than in district of columbia.
   • Seniority. Entry-level technical recruiters earn 50% less than senior-level technical recruiters.
   • Certifications. A technical recruiter with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a technical recruiter's salary.

   Average technical recruiter salary

   $62,499yearly

   $30.05 hourly rate

   ---

   Entry-level technical recruiter salary

   $44,000 yearly salary

   Updated December 20, 2025

   Average technical recruiter salary by state

   Rank	State	Avg. salary	Hourly rate
   1	District of Columbia	$76,224	$37
   2	California	$75,752	$36
   3	Washington	$75,347	$36
   4	Virginia	$67,092	$32
   5	Massachusetts	$66,927	$32
   6	Colorado	$66,193	$32
   7	Minnesota	$65,417	$31
   8	New Jersey	$64,932	$31
   9	New York	$62,222	$30
   10	Pennsylvania	$61,096	$29
   11	Texas	$61,011	$29
   12	North Carolina	$59,350	$29
   13	Arizona	$58,496	$28
   14	Illinois	$58,024	$28
   15	Indiana	$57,883	$28
   16	Ohio	$55,769	$27
   17	Michigan	$54,742	$26
   18	Georgia	$53,982	$26
   19	Florida	$52,212	$25
   20	Nebraska	$52,101	$25

   Average technical recruiter salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Meta	$114,261	$54.93	107
   2	GoPro	$95,257	$45.80
   3	Apple	$87,714	$42.17	26
   4	JPMorgan Chase & Co.	$86,842	$41.75	160
   5	PayPal	$85,305	$41.01	2
   6	Datadog	$78,374	$37.68	23
   7	Pure Storage	$77,942	$37.47	11
   8	Algolia	$77,384	$37.20
   9	Cybersoft Technologies	$76,922	$36.98
   10	Amazon	$76,647	$36.85	302
   11	WePay	$76,426	$36.74
   12	Avid	$75,251	$36.18	3
   13	LinkedIn	$74,459	$35.80	12
   14	Ivy Tech Community College	$73,133	$35.16
   15	Williams Sonoma	$73,064	$35.13
   16	Square	$72,830	$35.01
   17	Mesa Airlines	$72,568	$34.89
   18	Zoox	$72,543	$34.88	48
   19	RapidSOS	$72,519	$34.86
   20	Parsons	$72,260	$34.74	46

4. Writing a technical recruiter job description

   A good 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 technical recruiter job description:

   Technical recruiter job description example

   About Supermicro:
   
   Supermicro® is a Top Tier provider of advanced server, storage, and networking solutions for Data Center, Cloud Computing, Enterprise IT, Hadoop/ Big Data, Hyperscale, HPC and IoT/Embedded customers worldwide. We are the #5 fastest growing company among the Silicon Valley Top 50 technology firms. Our unprecedented global expansion has provided us with the opportunity to offer a large number of new positions to the technology community. We seek talented, passionate, and committed engineers, technologists, and business leaders to join us.
   
   Job Summary:
   
   Supermicro is looking for an experienced Technical Recruiter to join our Human Resources team and support the ongoing recruiting efforts. In this position, you will have the opportunity to utilize your hands-on experience as a full life-cycle Recruiter, facilitate the end-to-end recruiting activities and drive the requisitions from open to close. This role will focus on both technical and non-technical hiring with deep talent sourcing focus.
   
   Essential Duties and Responsibilities:
   
   Source and build candidate pipelines for technical positions, coordinate and schedule phone screen and on-site interviews, facilitate the overall interview process and provide world-class interview experiences Proactively identifies and recruits passive candidates while maintaining long-term relationships with them Leverage multiple sourcing strategies and channels, and internal referrals to provide high quality candidates for open positions Collaborate with compensation team to design competitive compensation package Drives achievement of the hiring targets, including time to fill, cost per hire, university hiring and diversity goals Build a strong partnerships across various functions with hiring managers, executive team and HR team Establish relationships with local colleges and universities and attend career fairs
   Qualifications:
   
   Bachelor's degree in Human Resources or relevant field; candidate with equivalent experience will also be considered for this role Minimum of 3years of full life-cycle recruiting experience in technology industry, EMS, and/or staffing firm. Prior working experience in U.S. based companies preferred. Excellent English communication skills both verbal and written; must have experience and proven track record with sourcing, engaging, and enabling passive candidates Must possess a strong sense of urgency with ability to juggle multiple positions Knowledge with recruiting tools and SuccessFactors applicant tracking system Ability to consistently contribute at high-level in a fast-paced, dynamic work environment with the ability to prioritize multiple functions and tasks Ability to work efficiently while under pressure and with minimum guidance provided
   EEO Statement

   Copy this example

   

5. Post your job

   There are a few common ways to find 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 technical recruiter job on Zippia to find and recruit technical recruiter candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with technical recruiter candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   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 technical recruiter

   Once you have selected a candidate for the 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.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   Once that's done, you can draft an onboarding schedule for the new technical 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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How much does it cost to hire a technical recruiter?