How to hire a vice president of recruitment

How to hire a vice president of recruitment, step by step

Here's a step-by-step vice president of recruitment hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a vice president of recruitment job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new vice president of recruitment
• Step 8: Go through the hiring process checklist

What does a vice president of recruitment do?

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1. Identify your hiring needs

   First, determine the employments status of the vice president of recruitment you need to hire. Certain vice president of recruitment 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

   Hiring the perfect vice president of recruitment also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   Here's a comparison of vice president of recruitment salaries for various roles:

   Type of Vice President Of Recruitment	Description	Hourly rate
   Vice President Of Recruitment	Human resources managers plan, direct, and coordinate the administrative functions of an organization. They oversee the recruiting, interviewing, and hiring of new staff; consult with top executives on strategic planning; and serve as a link between an organization’s management and its employees.	$32-106
   Staffing Manager	A staffing manager is responsible for overseeing the overall staffing operations of the company, identifying the staffing needs for each department by coordinating with hiring managers for their requirements and specific instructions for job postings. Staffing managers monitor the performance of the staff, delegating tasks, and ensuring that the recruitment operations adhere to the company's policies and structured guidelines... Show more	$17-34
   Generalist	A generalist, also known as a human resource generalist, is responsible for overseeing the operations in a human resource department, focusing on employees' welfare and working conditions. They are primarily involved in the hiring and laying off processes among employees, handing training and benefits programs, and coordinating with every department in the company... Show more	$13-34

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Human Resources
   • Recruitment Process
   • Recruitment Strategy
   • Applicant Tracking Systems
   • Recruitment Events
   • Linkedin
   • Business Development
   • Retention Rate
   • Healthcare
   • Reference Checks
   • Alumni
   • Candidate Tracking
   • Community Services
   • Greek Life

   Check all skills

   Responsibilities:

   • Manage domestic and international travel arrangements including transportation, lodging, and logistics for individuals and groups utilizing travel management systems.
   • resume building, Google Apps tutorial, LinkedIn, etc . )
   • Provide full cycle healthcare recruitment including client development, candidate sourcing and recruitment, checking references and salary negotiation.
   • Full budgetary responsibility and ROI accountability.
   • Search LinkedIn, CareerBuilder and ZipRecruiter for qualify professionals.
   • Formulate and implement recruiting guidelines and policies to maximize ROI while mitigating risk.

   More vice president of recruitment duties

3. Make a budget

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

   • Location. For example, vice president of recruitments' average salary in hawaii is 57% less than in maine.
   • Seniority. Entry-level vice president of recruitments 69% less than senior-level vice president of recruitments.
   • Certifications. A vice president of recruitment 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 vice president of recruitment's salary.

   Average vice president of recruitment salary

   $123,375yearly

   $59.31 hourly rate

   ---

   Entry-level vice president of recruitment salary

   $68,000 yearly salary

   Updated December 15, 2025

   Average vice president of recruitment salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Massachusetts	$143,673	$69
   2	California	$140,673	$68
   3	New York	$135,314	$65
   4	New Jersey	$132,866	$64
   5	Connecticut	$132,120	$64
   6	District of Columbia	$126,329	$61
   7	Illinois	$120,546	$58
   8	Texas	$117,743	$57
   9	Florida	$116,360	$56
   10	Washington	$113,699	$55
   11	Georgia	$103,644	$50

   Average vice president of recruitment salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Citi	$185,511	$89.19	199
   2	WorkBoard	$158,923	$76.41
   3	JPMorgan Chase & Co.	$158,693	$76.29	1,104
   4	New York University	$152,453	$73.29
   5	Goldman Sachs	$151,155	$72.67	47
   6	DKMS	$120,136	$57.76
   7	Chg Inc.	$114,400	$55.00
   8	SpectrumScience	$98,629	$47.42
   9	CHG Healthcare	$96,230	$46.26
   10	Shorelight	$64,755	$31.13

4. Writing a vice president of recruitment job description

   A job description for a vice president of recruitment role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a vice president of recruitment job description:

   Vice president of recruitment job description example

   The role will be in supporting of the NAM Markets Technology recruiting effort managing a team of 11 recruiters.
   
   The Recruiting Senior Manager is a senior management level position responsible for accomplishing results through the management of a team or department to drive the end-to-end strategy, execution and delivery of the recruitment process in coordination with the Human Resources team. The overall objective of this role is to develop, implement and provide recruiting activities in support of the business strategy.
   Responsibilities:
   Manage a team of Recruiting professionals and serve as technical Subject Matter Expert (SME) for the group Develop detailed recruiting strategies to meet the functions' need for talent acquisition and introduce candidates to managers in anticipation of future hiring needs Utilize social media to build up established network of function/business area Serve as a primary point of contact for senior business leaders and Human Resources (HR) partners and work with function heads and Managing Directors to fill key positions and senior level roles Manage sensitive and confidential matters, and utilize in-depth specialty knowledge to resolve complex issues through influence Engage candidates from other regions, comprehend issues relating to international relocation and expatriate process, and lead mobility efforts across regions Work with the Diversity team to facilitate slate process as well as promote and manage internal mobility process Has the ability to operate with a limited level of direct supervision. Can exercise independence of judgement and autonomy. Acts as SME to senior stakeholders and /or other team members. Ability to manage teams. Appropriately assess risk when business decisions are made, demonstrating particular consideration for the firm's reputation and safeguarding Citigroup, its clients and assets, by driving compliance with applicable laws, rules and regulations, adhering to Policy, applying sound ethical judgment regarding personal behavior, conduct and business practices, and escalating, managing and reporting control issues with transparency, as well as effectively supervise the activity of others and create accountability with those who fail to maintain these standards.
   
   Qualifications:
   6-10 years of relevant experience Previous Management/Supervisory experience Demonstrated core recruiting and leadership skills Demonstrated identification and assessment skills Working knowledge of compensation Consistently demonstrates clear and concise written and verbal communication
   
   Education:
   Bachelor's degree/University degree or equivalent experience Master's degree preferred
   
   Job Family Group:
   Human Resources
   
   Job Family:
   Recruiting
   
   Time Type:
   Full time
   
   Citi is an equal opportunity and affirmative action employer.
   
   Qualified applicants will receive consideration without regard to their race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.
   
   Citigroup Inc. and its subsidiaries ("Citi") invite all qualified interested applicants to apply for career opportunities. If you are a person with a disability and need a reasonable accommodation to use our search tools and/or apply for a career opportunity review Accessibility at Citi .
   
   View the " EEO is the Law " poster. View the EEO is the Law Supplement .
   
   View the EEO Policy Statement .
   
   View the Pay Transparency Posting
   
   Effective November 1, 2021, Citi requires that all successful applicants for positions located in the United States or Puerto Rico be fully vaccinated against COVID-19 as a condition of employment and provide proof of such vaccination prior to commencement of employment.

   Copy this example

   

5. Post your job

   To find vice president of recruitments for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any vice president of recruitments they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level vice president of recruitments with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your vice president of recruitment job on Zippia to find and attract quality vice president of recruitment candidates.
   • Use niche websites such as hrcrossing, ihirehr, hrjobs, shrm hr jobs.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit vice president of recruitments, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   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 vice president of recruitment

   Once you have selected a candidate for the vice president of recruitment 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 important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   Once that's done, you can draft an onboarding schedule for the new vice president of recruitment. 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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