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If you’ve ever Googled “recruiter job description template,” you’ve probably seen the same thing over and over again:
Bullet points. Buzzwords. Boilerplate.
The problem?
None of those templates actually help you hire a great recruiter.
They don’t tell you how to attract someone who can balance speed with quality… someone who understands both people and process… someone who actually makes hiring easier, not harder.
And here’s the truth most templates won’t tell you:
Top recruiter talent isn’t applying to bland, lifeless job posts. They’re skipping past them—because they’ve seen it all before.
If you want to stand out and attract someone who can truly elevate your hiring process, your job post has to do more than check boxes. It has to connect. It has to show what your company is like. It has to sell the opportunity.
That’s what this article is here to help you do.
We’ll walk you through:
- What a great recruiter job post looks like
- Real examples (for experienced and entry-level candidates)
- A bad example (so you can avoid common mistakes)
- How to use AI the right way when writing a job post
- A quick copy-paste version if you just need a fast start
- And tips to help your job post stand out from the noise
Before we dive in, we highly recommend reading this guide on full guide on how to write a job post that attracts top talent: Link https://workscreen.io/how-to-write-a-job-post/—especially if you’re still relying on outdated formats. You don’t need to be a copywriter. You just need to be intentional.
Let’s break down what a recruiter really does—and why your job description should reflect that.
Hiring doesn’t have to be hard.
If your hiring process is stressful, slow, or filled with second-guessing—WorkScreen fixes that. Workscreen helps you quickly identify top talent fast, eliminate low-quality applicants, and make better hires without the headaches.
What a Recruiter Actually Does - Their Duties Explained
Let’s be honest—“Recruiter” is one of those titles that sounds straightforward… until you try to hire one.
So here’s what the role really is:
A recruiter is the bridge between your company and the talent you’re trying to attract.
They don’t just post jobs and schedule interviews. They shape how your company is perceived by candidates, guide the hiring team, and help you make smarter, faster, and more confident hiring decisions.
The best recruiters wear many hats:
- They’re part marketer (crafting job posts that resonate)
- Part salesperson (selling the opportunity and culture)
- Part project manager (moving hiring forward on time)
- And part strategist (helping you hire not just fast—but right)
That’s why soft skills matter just as much as tools and tactics.
Yes, they should know how to use your ATS or sourcing tools—but more importantly, they should:
- Communicate clearly
- Build trust with candidates
- Collaborate with hiring managers
- And stay organized under pressure
Hiring a recruiter isn’t just about filling a seat. It’s about bringing on someone who can help you build your team the right way—someone who thinks long-term, not just transactionally.
Two Great Recruiter Job Description Templates
We’ll provide two tailored job description options:
1.✅ Option 1: For employers looking to hire an experienced Line Cook with prior experience.
2.Option 2: For employers open to hiring entry-level candidates or those willing to train someone with potential.
✅ Job Description – Experienced Recruiter
📌 Job Title: In-House Recruiter to Help Us Build a High-Performance Team (Remote or Hybrid)
Type: Full-time | Location: Remote (US preferred) | Salary: $60,000–$80,000/year + Benefits
🎥 A Quick Hello from Our Founder
Before we dive in, here’s a quick video from our founder, Alex (2 minutes), sharing why this role matters and what it’s like to be part of our team.
👉 [Insert Loom/YouTube link]
🏢 About Us — Meet Metric & Co.
We’re Metric & Co., a data-driven SaaS company helping small and mid-sized businesses turn messy operations into clean, automated workflows. We’ve grown from 5 to 40+ people in the past 3 years—and every hire has shaped our culture.
We believe that small teams can do big things with the right people, the right systems, and zero micromanagement. Our clients love us for our clean design, honest pricing, and obsession with support—and we’re just getting started.
🤝 What You’ll Do
You’ll be the go-to person for everything recruitment—from writing compelling job posts to running structured interviews. You’ll partner with hiring managers, manage the candidate pipeline, and make sure every candidate has a great experience (whether they get the job or not).
Specifically, you’ll:
- Write and post engaging job descriptions that reflect who we are
- Source, screen, and shortlist qualified candidates
- Run initial interviews and coordinate with hiring managers
- Maintain and optimize our ATS (we use Ashby)
- Build a positive, professional candidate experience from first touch to offer
- Track recruiting metrics and help us improve over time
✅ What We’re Looking For
- 2+ years of experience in recruiting (in-house or agency)
- Strong sourcing and screening skills
- Great communicator and excellent with follow-through
- Experience using modern hiring tools (ATS, sourcing platforms, etc.)
- Organized, proactive, and people-first
- Bonus if you’ve hired in SaaS or for remote teams
✨ Why Join Us?
- Be part of a team that actually cares about thoughtful hiring
- Get autonomy, ownership, and support
- Competitive salary + benefits
- 100% remote or hybrid—your choice
- Real growth: we promote from within and invest in our team
📥 How to Apply
We use WorkScreen to evaluate applicants based on real skills—not just resumes. Apply through the link below and complete a short skills test. We’ll review every application and keep you updated throughout.
👉 [Insert WorkScreen link here]
🌱 Job Description – Entry-Level / Trainable Recruiter
📌 Job Title: People-Person Wanted — We’ll Train You to Become a Great Recruiter
Type: Full-time | Location: Hybrid (Austin, TX) | Salary: $45,000–$55,000/year + Growth Path
🎥 Meet Your Mentor (Hiring Manager Intro)
We believe in mentorship, not just onboarding. Here’s a short video from Rachel, our Head of People, explaining what this role is about and what she’s looking for in her next hire.
👉 [Insert Loom/YouTube link]
🏢 About Us — This Is Loopline Talent
Loopline Talent is an early-stage hiring consultancy that partners with purpose-driven startups to help them hire their first 10–50 employees. We work in-house with our clients to build better hiring systems from day one.
We’re based in Austin, TX—but our team is hybrid, collaborative, and passionate about ethical, human-centered recruiting. We’re not here to fill seats. We’re here to build cultures that scale. This role is for our internal team—not client delivery—so you’ll be helping us grow Loopline from the inside.
💡 Who We’re Looking For
You don’t need recruiting experience—we’ll teach you that.
What we need is someone who’s:
- Curious
- Organized
- A great listener
- And genuinely interested in people
If you love the idea of helping others find the right role—and you’re excited about learning how great hiring works—we want to meet you.
🚀 What You’ll Learn & Do
You’ll start by shadowing our Head of People, learning how we hire thoughtfully. Over time, you’ll:
- Help write job descriptions and post roles
- Schedule and follow up with candidates
- Sit in on interviews and learn how to evaluate talent
- Reach out to potential candidates and introduce our company
- Keep track of applicants in our ATS (we use Notion + Ashby) and help keep hiring on track
📚 What You Need to Bring
- Excellent communication and follow-through
- Good organization and time management
- A learner’s mindset
- Friendly, professional tone in writing and in person
- Bonus if you’ve worked in customer service, hospitality, or admin
🌱 Why This Role Is a Great Starting Point
We believe the best recruiters are built, not just hired. That’s why we’ve created a path for you to grow—from supporting hiring to eventually leading searches of your own.
You’ll get:
- Mentorship and hands-on training
- Weekly learning sessions with our leadership team
- A say in shaping the candidate experience
- A supportive environment where questions are encouraged
📥 How to Apply
Apply using the link below and take our short WorkScreen assessment. We value potential just as much as experience—so even if you’re new to recruiting, give it a shot.
👉 [Insert WorkScreen link here]
Why These Job Posts Actually Work
You’ve seen two recruiter job descriptions—one for an experienced hire and one for an entry-level, trainable hire.
Now let’s break down why they work so well (and how you can apply these elements to your own roles):
✅ 1. The Job Title Is Clear, Specific, and Human
Instead of the usual “Recruiter” or “Talent Acquisition Specialist,” we’ve used titles like:
- “In-House Recruiter to Help Us Build a High-Performance Team”
- “People-Person Wanted — We’ll Train You to Become a Great Recruiter”
These aren’t just labels. They speak to the mission, tone, and level of experience.
They also filter the right people in (and the wrong people out) at first glance.
✅ 2. There’s a Personal Video From the Hiring Manager or Founder
This tiny touch builds instant trust. A quick Loom or YouTube intro shows applicants that this is a real, intentional team—not just a faceless company.
It also gives your post a human voice. Top candidates want to see who they’ll work with—and this video does that in 60 seconds or less.
✅ 3. The “About Us” Section Tells a Story, Not Just Stats
Instead of dropping a generic company boilerplate, both posts introduce the company’s mission, how they work, and what they value.
This helps candidates decide: “Do I believe in what this team is doing?”
For example:
- Metric & Co. talks about autonomy, support, and clean systems for growing companies.
- Loopline Talent talks about helping startups hire their first 10–50 team members and doing it ethically.
That kind of specificity makes a post feel real—not mass-produced.
✅ 4. Responsibilities Are Framed With Purpose
Rather than dumping a list of tasks, both job descriptions explain why the role exists and how it fits into the bigger picture.
For example:
“You’ll be the go-to person for everything recruitment—from writing compelling job posts to running structured interviews.”
That paints a picture. It’s not just what you’ll do—it’s the impact your work will have.
✅ 5. Requirements Feel Reasonable and Welcoming
For the experienced role, the requirements are direct but flexible (“Bonus if you’ve hired in SaaS or remote teams”).
For the entry-level role, it’s crystal clear that passion and people skills matter more than experience.
That inclusive tone opens the door to a wider, stronger talent pool—without lowering the bar.
✅ 6. The Hiring Process Is Transparent and Respectful
Both descriptions tell applicants exactly what to expect:
- A clear timeline
- A short skills assessment (via WorkScreen)
- Respectful communication, even if they’re not selected
This removes uncertainty and improves the candidate experience—two things top talent deeply appreciates.
✅ 7. There’s a Real Pitch: Why This Role Is Worth Their Time
We don’t just say “competitive salary and benefits.”
We explain:
- What growth looks like
- What the culture feels like
- Why this isn’t just another job, but a chance to build something
When you do this well, you attract people who aren’t just looking for any job—they’re looking for this one.
Bad Job Description Example — And Why It Fails
❌ Generic Job Post Example
📌 Job Title: Recruiter
Company: TechPath Solutions
Job Type: Full-Time | Remote
Deadline: June 30, 2025
Job Summary
TechPath Solutions is looking for a recruiter to join our team. The ideal candidate will be responsible for sourcing, screening, and hiring candidates across various departments. You will ensure the recruitment process is efficient and effective.
Key Responsibilities
- Post jobs and source candidates
- Screen resumes and conduct initial interviews
- Coordinate with hiring managers
- Maintain recruitment database
- Ensure a positive candidate experience
Requirements
- Bachelor’s degree in HR or related field
- 2–3 years of recruiting experience
- Familiarity with ATS software
- Excellent communication skills
How to Apply
Interested candidates should send their resume and cover letter to hr@techpath.com by June 30, 2025. Only shortlisted candidates will be contacted.
🔍 Why This Job Post Falls Flat
Let’s break down what’s wrong—and how to avoid these mistakes:
🚫 1. The Title Is Vague and Boring
Just calling it “Recruiter” doesn’t say what kind, for whom, or why it matters.
There’s no sense of purpose or level of experience. It could be for any company, anywhere.
🚫 2. The Intro Offers Zero Context or Connection
“Looking for a recruiter to join our team” tells us nothing.
No mission. No culture. No reason to care.
The best candidates are immediately thinking: “Why this role? Why this team?”
But they get no answer.
🚫 3. Responsibilities Are Generic and Forgettable
There’s no sense of ownership or impact. Phrases like “ensure a positive candidate experience” are vague and overused.
What kinds of roles will they hire for? What hiring tools or challenges will they work with? Crickets.
🚫 4. Requirements Are Rigid and Uninspired
A bachelor’s degree? 2–3 years minimum?
There’s no flexibility, no mention of transferable skills, and no nod to character or culture fit. It feels like a checklist, not a real evaluation of what makes someone great at recruiting.
🚫 5. No Mention of Salary, Benefits, or Culture
If you want serious candidates, you need to show serious transparency.
No salary = low trust.
No benefits = unclear value.
No culture = no emotional connection.
🚫 6. The Application Process Feels Cold
“Only shortlisted candidates will be contacted.”
This might save your inbox, but it costs you goodwill.
Top candidates are turned off by silence—and this tells them to expect it.
🚫 7. No Personality, No People, No Pitch
There’s no video. No team intro. No “why you should care.”
It feels like a chore, not an opportunity—and that’s exactly how top candidates will treat it.
Bonus Tips to Make Your Job Post Stand Out
Once you’ve nailed the essentials, these small upgrades can take your recruiter job post from “good” to genuinely impressive—without much extra effort.
Here’s what to add:
✅ Tip 1: Include a Security & Privacy Notice
Help candidates feel safe right from the start. With so many scams and fake postings online, a simple disclaimer builds instant trust.
Example blurb to include in your post:
🔒 We take your privacy seriously. We will never ask for payment, banking info, or sensitive personal data during the hiring process. If you ever receive a suspicious message claiming to be from our company, please contact us directly.
✅ Tip 2: Mention Leave Days or Flex Time
Work-life balance matters—and stating it clearly in your post sets the right tone. Even something simple can make your post feel more candidate-friendly.
Example blurb:
💼 Enjoy up to 20 paid days off annually, plus flexible hours so you can work in a way that suits your life and energy.
✅ Tip 3: Highlight Training & Growth Opportunities
Especially in recruiter roles, great candidates want to grow into something bigger—like team lead, head of talent, or people operations.
Example blurb:
🚀 We don’t just hire recruiters—we grow talent leaders. You’ll get access to structured training, mentorship, and the chance to take ownership of key hiring initiatives as you level up.
✅ Tip 4: Add a Video From the Hiring Manager or Team Lead
This one’s a game-changer. A 1–2 minute Loom or YouTube video makes your post feel alive.
Candidates want to know:
- Who will I be working with?
- What’s the tone of this team?
- Do I like this person?
Adding a video answers those questions faster than any paragraph ever could.
Pro tip: Record it casually. Don’t script it too much. Speak from the heart.
Example:
Before you apply, take 60 seconds to meet our CTO. Here’s what we’re building and why we’re excited about it.
Here is an example that we used in our master guide on how to write a great job post description , you can check it out here https://www.loom.com/share/ba401b65b7f943b68a91fc6b04a62ad4
These simple tweaks can elevate a “pretty good” job post into something memorable—and that’s what it takes to attract the best candidates in a noisy hiring market.
✅ Tip 5: Acknowledge Every Applicant (Even If It’s Automated)
Even if you can’t write each candidate a personalized rejection letter, acknowledge their effort.
Let them know upfront:
“We reply to every application—even if it’s automated—because your time matters.”
This small gesture builds goodwill and strengthens your employer brand.
Should You Use AI to Write Your Job Description?
Short answer: Yes—but only if you use it right.
With AI tools becoming more common (even built into some ATS platforms like Workable, Manatal, and Breezy), it’s tempting to just hit “Generate job description” and move on.
But here’s the danger:
❌ Why You Shouldn’t Rely on AI Alone
AI can write grammatically correct job descriptions… but that’s not the same as writing a job post that actually attracts the right people.
When used blindly, AI-generated job posts tend to be:
- Generic – They sound like they were written for any company, not your
- Boring – They’re grammatically clean but emotionally flat.
- Off-brand – They don’t reflect your tone, values, or team culture.
- Low-converting – They attract passive or mismatched applicants who are just spraying resumes.
That’s not what you want.
Your job post is your first impression. It’s a reflection of your team, your culture, and how you hire. Why waste that moment on bland, fill-in-the-blank content?
✅ How to Use AI the Smart Way
AI is a great writing partner, not a replacement for your input.
To get the best results, treat AI like a junior writer on your team:
- You provide the ideas, structure, and goals
- It helps you polish and organize
Here’s how to prompt AI effectively:
✍️ The Right Way to Prompt AI
Instead of this:
“Write me a recruiter job description for a startup.”
Try this:
“Help me write a recruiter job post for our company, Loopline Talent.
We’re hiring someone to help us grow our in-house team, write compelling job ads, and run an efficient but human-first hiring process.
We want the tone to be friendly, conversational, and values-driven.
Our ideal hire is someone who’s organized, people-focused, and eager to improve hiring—not just fill roles.
We offer a $60K–$80K salary, paid leave, growth path, and a flexible hybrid setup in Austin.
Here are some notes I’ve already written: [insert your notes].”
Then ask it:
“Can you help me shape this into a strong, human-centered job description?”
You can even paste in one of the good examples from earlier and say:
“Use this style as a reference.”
Let AI help you sharpen your message—not generate it from scratch.
Should You Use AI to Write Your Job Description?
Short answer: Yes—but only if you use it right.
With AI tools becoming more common (even built into some ATS platforms like Workable, Manatal, and Breezy), it’s tempting to just hit “Generate job description” and move on.
But here’s the danger:
❌ Why You Shouldn’t Rely on AI Alone
AI can write grammatically correct job descriptions… but that’s not the same as writing a job post that actually attracts the right people.
When used blindly, AI-generated job posts tend to be:
- Generic – They sound like they were written for any company, not your
- Boring – They’re grammatically clean but emotionally flat.
- Off-brand – They don’t reflect your tone, values, or team culture.
- Low-converting – They attract passive or mismatched applicants who are just spraying resumes.
That’s not what you want.
Your job post is your first impression. It’s a reflection of your team, your culture, and how you hire. Why waste that moment on bland, fill-in-the-blank content?
✅ How to Use AI the Smart Way
AI is a great writing partner, not a replacement for your input.
To get the best results, treat AI like a junior writer on your team:
- You provide the ideas, structure, and goals
- It helps you polish and organize
Here’s how to prompt AI effectively:
✍️ The Right Way to Prompt AI
Instead of this:
“Write me a recruiter job description for a startup.”
Try this:
“Help me write a recruiter job post for our company, Loopline Talent.
We’re hiring someone to help us grow our in-house team, write compelling job ads, and run an efficient but human-first hiring process.
We want the tone to be friendly, conversational, and values-driven.
Our ideal hire is someone who’s organized, people-focused, and eager to improve hiring—not just fill roles.
We offer a $60K–$80K salary, paid leave, growth path, and a flexible hybrid setup in Austin.
Here are some notes I’ve already written: [insert your notes].”
Then ask it:
“Can you help me shape this into a strong, human-centered job description?”
You can even paste in one of the good examples from earlier and say:
“Use this style as a reference.”
Let AI help you sharpen your message—not generate it from scratch.
Need Copy-Paste Recruiter Job Description Templates?
Need a job post you can grab and go?
We get it—sometimes you don’t have hours to craft the perfect listing. Maybe you’ve already read this guide and just want a quick, editable template to get started.
That’s what this section is for.
✏️ Important Reminder:
Don’t copy this word-for-word and expect magic.
This is a foundation, not a final draft.
Add a Loom video, inject your team culture, and edit the details to reflect your actual kitchen.
In this section, you’ll find two ready-to-use job description templates for quick copy-paste use — but please remember, like we mentioned above, don’t just copy them word-for-word and expect results.
Think of these as starting points, not final drafts.
- Option 1: A more conversational, culture-first job description that highlights personality and team fit.
- Option 2: A more structured format, including a Job Brief, Responsibilities, and Requirements for a traditional approach.
✅ Option 1: Conversational, Culture-First Style (Great for Startups & Human-Centered Brands)
📌 Job Title: Recruiter to Help Us Build a Strong, Mission-Driven Team
Type: Full-Time | Location: Remote or Hybrid | Salary: $XXX–$XXX/year
🎥 [Optional: Insert a quick Loom video link from the hiring manager here]
About Us
We’re a small but growing team working on [brief mission or product]. We believe in thoughtful hiring, transparent communication, and building a team that genuinely supports each other.
We’re now hiring a recruiter to help us do that—with intention.
What You’ll Do
- Write job descriptions that speak like humans, not robots
- Source and screen candidates aligned with our values
- Coordinate with hiring managers and move roles forward
- Keep our hiring process organized and transparent
- Help us continuously improve how we hire
What We’re Looking For
- 2+ years experience in recruiting (in-house or agency)
- Strong sourcing and candidate engagement skills
- Friendly, organized, and reliable
- You care about people—and process
- Bonus: Familiarity with ATS systems and hiring tools
Why This Role Is Worth Your Time
We value autonomy, transparency, and respect. You’ll have the freedom to improve how we hire and the support to grow into a leadership role.
We’re not just looking for a recruiter. We’re looking for a hiring partner.
How to Apply
We use WorkScreen to evaluate applicants based on real skills—not just resumes. Apply through the link below and complete a short assessment.
👉 [Insert WorkScreen link here]
📋 Option 2: Structured Format (Ideal for Corporate or Traditional Environments)
📌 Job Title: Corporate Recruiter
Location: Hybrid (Chicago, IL)
Salary: $XXX–$XXX + benefits
Job Brief
We’re looking for an experienced recruiter to manage the full-cycle hiring process across multiple departments. The ideal candidate will be proactive, organized, and skilled at sourcing quality talent in a timely and professional manner.
Key Responsibilities
- Post job ads and manage listings across platforms
- Source and engage with candidates through job boards and LinkedIn
- Conduct screening calls and shortlist candidates
- Schedule interviews and collaborate with hiring managers
- Ensure all recruiting records are accurate and up to date
- Maintain excellent candidate experience at all stages
Required Qualifications
- 3+ years of recruiting experience
- Strong communication and organizational skills
- Familiarity with ATS software (e.g., Greenhouse, Lever)
- Bachelor’s degree in HR, Business, or related field preferred
What We Offer
- Competitive salary and benefits
- PTO + paid holidays
- Hybrid work flexibility
- Performance bonuses
- Internal growth opportunities
How to Apply
Please apply via the link below. We use WorkScreen to fairly evaluate applicants based on skill and fit. You’ll complete a short assessment, and we’ll keep you informed every step of the way.
👉 [Insert WorkScreen link here]
What Happens After You Post the Job? (Let WorkScreen Take It From Here)
You’ve put in the effort. You’ve written a job post that actually reflects your company’s values, speaks to the right kind of candidates, and sets clear expectations.
Now comes the hard part: reviewing applicants.
Because here’s the thing no one tells you…
Even the best job description in the world can’t save you from bad filtering.
It’s one thing to attract great candidates.
It’s another to find them quickly—and confidently—without getting buried under a pile of resumes.
That’s exactly why we built WorkScreen.io.
✅ WorkScreen helps you go from “we got 150 applicants” to “we know our top 5”—fast.
Here’s how:
🔍 Quickly identify your most promising candidates
We automatically evaluate, score, and rank applicants on a performance-based leaderboard. That means the candidates who show real skills—not just fancy resumes—rise to the top instantly.
No guesswork. No gut-feel. Just clear, data-backed insights.
🧪 Assess real-world skills with one-click tests
Instead of relying on résumés or long interviews, you can send candidates short, role-specific skill tests in just one click.
These tests simulate the actual work, so you see how candidates think, communicate, and solve problems—before the interview.
It’s efficient. It’s fair. And it gives you real confidence in who you move forward.
🚫 Eliminate low-effort and AI-generated applications
Let’s be honest—some people are just gaming the system.
They one-click apply to every open role… or use ChatGPT to write polished but meaningless answers.
WorkScreen helps you spot and filter out low-effort candidates right away.
You’ll only spend time with people who are genuinely interested—and actually capable.
🙌 You focus on great interviews. We’ll handle the filtering.
Whether you’re hiring your first recruiter or your fiftieth, WorkScreen gives you the tools to move fast without rushing, and stay human without compromising efficiency.
So once your great job post is live, let WorkScreen handle what comes next.
👉 Start now and make your next hire the right one.
Recruiter Job Description - Frequently Asked Questions (FAQs)
It depends on experience, location, and industry—but here’s a quick overview:
- Entry-level recruiters (0–2 years experience) in the U.S. typically earn between $45,000 and $60,000 per year.
- Mid-level in-house recruiters (2–5 years experience) earn around $60,000 to $80,000+, with those in tech or finance reaching higher brackets.
- Senior or specialized recruiters (e.g., tech recruiters or talent partners) can make $90,000 to $120,000+, especially in competitive markets like San Francisco or New York.
- Agency recruiters often work on base + commission models, which can vary widely depending on the agency structure and performance.
💡 Pro Tip: Include a salary range in your job post. Transparency builds trust and improves applicant quality.
That depends on your hiring volume and internal bandwidth:
- If you’re hiring constantly and want someone who understands your culture deeply, go in-house.
- If you’re hiring for specialized or hard-to-fill roles occasionally, an agency might offer quicker access to niche talent—but usually at a higher cost.
If you’re scaling, bringing a recruiter in-house gives you more control and consistency.
Don’t just look for experience. Prioritize:
- Strong communication and follow-up habits
- A people-first mindset with a process-oriented brain
- Writing skills (they’ll be crafting job posts and messaging candidates)
- Initiative—good recruiters don’t wait to be told what to do
A recruiter should make your hiring easier and more human—not just faster.
Trying to sound “corporate” instead of human.
Most recruiter job posts are filled with buzzwords and generic requirements, which don’t resonate with real people. Instead, speak plainly. Be honest about what makes your company different. And write like you’re talking to the kind of teammate you’d actually want to work with.
