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If you’ve Googled “recruiter job description,” you’ve probably seen dozens of results—most of them identical.
You know the type: a wall of bullet points, vague responsibilities like “source candidates” and “manage interviews,” followed by a lifeless CTA that says “Apply here.”
But here’s the problem:
Generic job posts don’t attract great recruiters.
They attract anyone with a LinkedIn profile and a resume full of buzzwords. And when you’re hiring someone whose job is to find great people… you can’t afford to get it wrong.
That’s why a recruiter job description needs to do more than list duties—it needs to sell the opportunity, reflect your company’s culture, and speak directly to people who know how to hire well.
In this guide, we’ll show you how to write a recruiter job description that actually works. One that:
- Connects with real, high-quality talent
- Differentiates your company from the sea of sameness
- And helps you avoid hiring someone who looks good on paper but struggles in real-world execution
👉 Want to understand what separates a standout job post from a forgettable one?
We recommend starting with our full breakdown here: full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/
But if you’re ready to build a job description that’s sharp, human, and ready to use—let’s dive in.
Don’t let bad hires slow you down.
WorkScreen helps you identify the right people—fast, easy, and stress-free.
What Does a Recruiter Actually Do?
A recruiter isn’t just someone who posts job ads and screens resumes.
They’re your front line in building a strong team. A good recruiter is part detective, part marketer, and part coach. They understand your company’s needs, craft clear and compelling job descriptions, and know how to spot red flags even in polished applications.
They manage the full hiring funnel—from sourcing and outreach to interviews and offer negotiations—while keeping the process smooth, respectful, and on-brand.
And most importantly?
A great recruiter doesn’t just fill roles. They protect your business from costly hiring mistakes.
If you’re hiring one, you’re trusting someone to shape your team, your culture, and your future.
Two Great Recruiter Job Description Templates
We’ll provide two tailored job description options:
1.✅ Option 1: For employers looking to hire an experienced candidates with prior experience.
2.Option 2: For employers open to hiring entry-level candidates or those willing to train someone with potential.
✅ Job Description For Experienced Recruiter
📌 Job Title: In-House Recruiter at BrightHire (Remote – U.S. Based)
💼 Type: Full-Time | Remote
💰 Salary: $65,000–$85,000/year + performance bonuses
🕒 Schedule: Monday–Friday | Flexible hours | Core collaboration time: 11am–3pm ET
📽️ Meet Your Hiring Manager: Watch this short Loom video to hear directly from our Talent Lead, Megan, on what we’re looking for in this role and what it’s like to work at BrightHire.
🏢 Who We Are
BrightHire is a modern recruiting and hiring platform helping fast-growing companies hire better—based on skill, not just resumes. We combine structured interviews, real-time collaboration, and AI-assisted insights to help teams make smarter hiring decisions.
We’re growing fast, backed by leading investors, and we practice what we preach when it comes to hiring. Now, we’re looking for a recruiter who’s as passionate about quality hiring as we are—to help scale our internal team and support key hiring projects with select clients.
💡 What You’ll Be Doing
This is a hands-on, full-cycle role. You’ll lead hiring from role kickoff to signed offer, working closely with our hiring managers and the executive team.
You’ll:
- Write, refine, and post job descriptions that attract top-tier talent
- Source candidates on LinkedIn, job boards, communities, and events
- Conduct screening interviews and recommend top candidates
- Guide hiring managers on search strategy, DEI, and market benchmarks
- Coordinate interviews, feedback loops, and candidate communication
- Track and report on hiring metrics using WorkScreen and Notion
- Partner with leadership to refine and improve our hiring process over time
✅ What We’re Looking For
- 2+ years experience in full-cycle recruitment (tech/startup recruiting a plus)
- Strong sourcing skills across channels
- Excellent communication—you write clear, thoughtful messages that get responses
- Confidence working directly with hiring managers and execs
- You care about hiring as a craft—not just a task
- Familiarity with WorkScreen, Greenhouse, or similar tools is a bonus
🎯 Why This Role Is a Great Fit
This role is ideal if:
- You want to help build the team behind a fast-growing HR tech startup
- You’re excited about shaping a hiring process—not just following one
- You enjoy autonomy, flexibility, and being trusted to lead
- You love recruiting—but you hate busywork, chaos, and ghosting candidates
You’ll have real influence, modern tools, and a team that respects the value of great hiring.
🎁 Perks & Benefits
- Remote-first with flexible hours
- $65,000–$85,000 base salary + performance bonuses
- Health, dental, and vision insurance
- 20 PTO days per year + paid holidays
- Learning stipend for books, courses, or events
- Home office setup budget
- Paid parental leave
- Annual offsite retreats
🤝 Our Hiring Process
We respect your time and effort. Here’s what you can expect:
- A short WorkScreen evaluation to get to know your approach
- A two-round interview process with the hiring team
- A paid take-home project (2–3 hours)
- Final decision + feedback for all applicants
We reply to every application and value transparency throughout the process.
📥 How to Apply
If you’re an experienced recruiter who knows how to build great teams with care, clarity, and urgency—apply now using this link:
👉 [Insert WorkScreen Apply Link]
✅ Job Description For Entry level Recruiter (We’ll Train You)
📌 Job Title: Junior Recruiter at BrightHire (Remote – Entry-Level Welcome)
💼 Type: Full-Time | Remote or Hybrid (NYC preferred)
💰 Salary: $42,000–$55,000/year + bonuses
🕒 Schedule: Monday–Friday | Flex hours | Core time: 10am–3pm ET
📽️ Meet the Team: Watch this short video to hear what our current recruiters say about growing in this role and what it’s like to learn recruiting from scratch.
🏢 Who We Are
BrightHire is on a mission to fix hiring—by giving companies better tools and better training. We work with fast-moving companies to evaluate candidates based on skill, not just resumes, using our structured interview and evaluation system.
We believe the best recruiters aren’t born—they’re trained. If you’re curious, organized, and passionate about helping people find meaningful work, we’ll teach you everything else.
💡 What You’ll Be Doing
You’ll start by supporting our recruiting team, then take on more as you grow.
- Help write job posts and outreach emails
- Coordinate interviews and track candidate progress
- Shadow screening calls and take notes
- Research and source candidates with guidance
- Learn to use WorkScreen, LinkedIn, and Notion
- Communicate with candidates and ensure they feel respected and informed
- Participate in weekly team learning sessions and check-ins
✅ What We’re Looking For
- Clear communication—both written and spoken
- Organized and detail-oriented
- A growth mindset—you’re excited to learn and improve
- A real interest in people and careers
- Bonus: Experience in admin, customer service, teaching, or HR support
You don’t need prior experience as a recruiter. We’ll train you every step of the way.
🎯 Why This Role Is a Great Fit
- You want to launch a career in recruiting without being thrown into the deep end
- You enjoy connecting with people and organizing details
- You want to learn from recruiters who care about doing it right
- You want to make a difference for both candidates and hiring teams
This is an entry-level role with a clear path to growth—and a team that will support you along the way.
🎁 Perks & Benefits
- Fully remote or hybrid if near NYC
- $42,000–$55,000 base salary + bonus opportunities
- Paid training and mentorship
- 15 PTO days + 10 holidays
- Health, dental, and vision insurance
- $500/year learning budget
- Laptop + remote setup allowance
- Weekly 1:1s and skill-building workshops
🤝 Our Hiring Process
Here’s how we keep it simple and fair:
- Start with a short WorkScreen evaluation
- Meet us in a 30-minute video call
- Complete a short, paid project
- We’ll follow up with feedback either way
We respond to all applicants. No ghosting. No guessing.
📥 How to Apply
Ready to kickstart your recruiting career with a team that will invest in you?
Apply now via WorkScreen:
👉 [Insert WorkScreen Apply Link]
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.
Breakdown of Why These Recruiter Job Posts Work
✅ 1. The Job Titles Are Clear, Specific, and Role-Aligned
- Instead of vague titles like “Recruiter” or “Talent Specialist,” both job posts clarify the scope and seniority:
- “In-House Recruiter at BrightHire (Remote – U.S. Based)”
- “Junior Recruiter at BrightHire (We’ll Train You)”
- “In-House Recruiter at BrightHire (Remote – U.S. Based)”
- These titles instantly signal to candidates:
- What level of experience is expected
- What kind of company they’ll work with
- Whether remote or hybrid applies
- What level of experience is expected
- The junior version removes fear and invites entry-level talent by stating “We’ll Train You” directly in the title.
✅ 2. The Intro Sections Use Video to Add Trust and Personality
- Both job descriptions embed a Loom-style video from the hiring manager or team.
- This adds a human touch, breaks the wall of text, and increases engagement.
- In a world where candidates are skimming 10+ posts a day, a warm video can boost both application rate and trust.
✅ 3. The “About Us” Sections Are Company-Specific
- Instead of filler like “We’re a leading recruitment agency,” these posts give a clear picture of BrightHire—what it does, how it works, and what it believes.
- The language is warm and confident, helping applicants understand the mission behind the job.
✅ 4. Each Post Includes a Dedicated Culture Section
- Most job posts skip culture or reduce it to “we value teamwork.”
- Here, the culture sections highlight:
- Transparency
- Coaching and continuous learning
- Collaboration without micromanagement
- Flexibility with accountability
- Transparency
- This helps candidates self-select based on environment and values—crucial for recruiter roles, where cultural fit is essential.
✅ 5. The Responsibilities Are Clear and Motivating
- Responsibilities are written in action-oriented language, not lifeless bullet points.
- They’re specific enough to show what success looks like, yet still flexible enough to leave room for growth.
- The senior version uses phrases like “lead hiring from role kickoff to signed offer” while the junior version includes “shadow screening calls and take notes.” Both signal ownership—just at different levels.
✅ 6. Each Role Clearly Defines What the Company Is Looking For
- The requirements are listed in plain English, with traits that matter:
- Communication
- Organization
- Curiosity
- Judgment
- Communication
- In the junior version, the post avoids gatekeeping by explicitly stating that experience isn’t required.
- The senior version emphasizes hiring as a craft and positions it as a respected, strategic function.
✅ 7. Perks and Benefits Are Transparent and Separated
- Salary ranges are included up top. No guessing. This builds trust and filters in serious applicants.
- Benefits like health coverage, remote flexibility, and learning stipends are separated from “Why This Role Is a Great Fit.”
- The clarity of structure reflects the clarity of the organization.
✅ 8. The Hiring Process Is Fair, Transparent, and Respectful
- Both job posts explain exactly what happens next.
- They use WorkScreen to screen candidates fairly and explain each step—from screening to final decision.
- Most importantly, both posts promise feedback to all applicants. That’s a powerful differentiator.
✅ 9. The Call to Action Is Empowering, Not Transactional
- Instead of “Email your CV to hr@company.com,” the CTAs speak directly to the right candidate.
- The tone is encouraging and respectful. It says: “We want to hear from you, and we’re serious about giving you a good experience.”
✅ 10. They Signal Professionalism Without Feeling Corporate
- The tone is conversational and thoughtful—not stiff or overly casual.
- This balance positions the company as mature and modern, appealing to both seasoned and aspiring recruiters.
Bad Recruiter Job Post Example (And Why It Fails)
📌 Job Title: Recruiter
💼 Company: Global Talent Solutions
📍 Location: Not specified
💰 Salary: Not mentioned
🕒 Job Type: Full-Time
Job Summary
We are looking for an experienced recruiter to join our dynamic team. The ideal candidate will be responsible for sourcing, screening, and presenting qualified candidates for various client roles. Must be results-oriented and possess excellent communication skills.
Key Responsibilities
- Source and screen resumes
- Coordinate interviews with hiring managers
- Maintain applicant tracking system
- Follow up with candidates and clients as needed
Requirements
- Bachelor’s degree in HR or related field
- 3–5 years of experience in recruitment
- Strong communication and organizational skills
- Proficiency in Microsoft Office
How to Apply
Send your resume and cover letter to: hr@globaltalentsolutions.net. Only shortlisted candidates will be contacted.
❌ Why This Job Post Fails
1. The Job Title Is Generic and Uninspiring
Just “Recruiter.” No context. No clarity on seniority, industry, or the type of recruitment. This title will blend in with hundreds of others on job boards.
2. The Company Description Is Missing
There’s zero insight into what Global Talent Solutions actually does, what kinds of roles they fill, or what it’s like to work there. Candidates are left guessing.
3. There’s No Mention of Company Culture or Mission
The post reads like a task list, not an invitation to join a team. There’s no emotional hook or purpose behind the work. It fails to speak to why the job matters.
4. Salary and Benefits Are Not Shared
No transparency = no trust. Top candidates are less likely to apply if they don’t know what they’re walking into. It also suggests the company may undervalue its recruiters.
5. The Responsibilities Are Vague and Generic
“Source resumes” and “coordinate interviews” could apply to any recruiter job from 2005. There’s no indication of the tools used, the roles being filled, or the scope of the job.
6. The Requirements Sound Rigid and Outdated
Listing Microsoft Office as a must-have in 2025 is a red flag. There’s also no indication that the company values potential, soft skills, or emotional intelligence.
7. The Hiring Process Is Cold and Dismissive
“Only shortlisted candidates will be contacted.” This signals a one-sided, impersonal experience—exactly what turns off quality applicants in today’s hiring market.
8. There’s No Personality or Human Touch
The tone is robotic, bureaucratic, and transactional. There’s no sense of who the team is, how they work, or what makes this role exciting.
Bonus Tips to Make Your Recruiter Job Description Stand Out
✅ Tip 1: Add a Security & Privacy Notice
In today’s hiring landscape, scams and phishing job ads are unfortunately common. Adding a short disclaimer helps build instant trust and shows candidates you value their safety.
Example to include at the end of your post:
🔒 Important Notice: We take the security and privacy of all applicants seriously. We will never ask for sensitive personal information (like banking details or payment) during the hiring process.
This simple line reassures candidates that they’re applying to a legitimate, trustworthy company.
✅ Tip 2: Mention Leave Days or Flexibility
Even high-performing professionals value balance. Don’t wait until the offer stage to mention it—transparency about time off signals that you support employee wellbeing.
Example phrasing:
“Enjoy 20 days of paid time off per year, plus paid holidays and flexible work hours.”
or
“We believe rest improves results—our team enjoys flexible schedules and recharge days throughout the year.”
✅ Tip 3: Highlight Training and Growth Opportunities
This is especially critical if you’re hiring junior recruiters or building a talent team from scratch.
Add a line like:
“We invest in your growth: you’ll get access to ongoing mentorship, training materials, and optional certifications to help you grow into a senior recruiter role.”
Great candidates want more than a job—they want a path.
✅ Tip 4: Include a Loom or Video From the Hiring Manager
A 60-second video from the team leader makes your post 10X more engaging. It shows your culture, tone, and intention far better than text ever could.
Don’t overthink it. A Loom video saying:
- Who you’re looking for
- Why the role matters
- What the company’s like to work at
…is enough to create a memorable first impression.
Prompt idea:
“If you’re curious about this role, I recorded a quick video to give you a behind-the-scenes look at who you’ll be working with and what we value most here.” [Insert Link]
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
✅ Tip 5: End with an Empowering, Human Call to Action
Instead of the usual “Apply here,” speak directly to your ideal candidate with warmth.
Example:
“If you’re excited about hiring as a craft—not just a checklist—and want to help people find careers they love, we’d love to hear from you. Apply below and show us how you approach recruiting.”
This subtle shift in tone can be the reason someone chooses your job post over another.
Should You Use AI to Write Your Job Description?
Short answer: Yes—but only if you use it the right way.
AI can be an incredible tool to help you brainstorm, polish language, or structure your thoughts.
But if you rely on AI to write your recruiter job post without giving it any context, you’re going to end up with something lifeless, vague, and totally forgettable.
🚫 What Happens When You Use AI the Wrong Way:
If you type something like:
“Write a recruiter job description for my company”
…you’ll get a generic list that sounds like every other post online.
No culture. No voice. No clarity. No connection.
And here’s the kicker—those are the same types of posts top candidates scroll past without a second thought.
✅ What Happens When You Use AI the Right Way:
Instead of asking AI to “write a job description,” treat it like a writing partner.
Give it the raw ingredients, and let it help you organize and refine.
🧠 How to Prompt AI Effectively (Copy + Paste Framework)
Here’s a strong starting prompt you can use:
“Help me write a recruiter job post for my company, BrightHire.
We’re hiring a full-time in-house recruiter to help us build and scale a remote team of engineers, customer success reps, and salespeople.
Our company culture is transparent, flexible, and high-trust.
We want to attract candidates who value autonomy, great communication, and doing things the right way—not just fast.
We offer the following benefits: remote flexibility, health insurance, PTO, learning stipends, and performance bonuses.
The salary range for this role is $65,000–$85,000.
Our hiring process includes a WorkScreen evaluation, two interviews, and a paid take-home project.
Here are a few notes I’ve written on tone and goals: [Paste notes here]”
Then let AI shape that into a polished structure you can tweak and humanize.
Use it to improve the flow, clarity, and formatting—not to generate everything from scratch.
🧩 Final Reminder:
AI works best when you do the thinking, and it helps you execute.
You can’t automate empathy, clarity, or real cultural insight. Those need to come from you.
Let AI handle the grammar and formatting—but let your values and voice lead the way.
Build a winning team—without the hiring headache.
WorkScreen helps you hire fast, confidently, and without second-guessing
Need a Quick Copy-Paste Recruiter Job Description?
We get it—sometimes you’re in a hurry.
Maybe you’ve read through this whole guide and now just need a solid starting point to copy, paste, and tailor to your brand. 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 company.
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 Recruiter Job Post
📌 Job Title: Recruiter at [Your Company Name] (Remote-Friendly)
💼 Type: Full-Time
💰 Salary Range: $XX,XXX–$XX,XXX + bonuses
📽️ Meet the Hiring Manager: [Insert Loom Video Link]
Who We Are
At [Your Company], we help [insert your mission in one sentence]. We’re a growing, people-first team that believes in hiring with care and clarity. Now, we’re looking for a recruiter who shares that mindset.
What You’ll Be Doing
- Own the full hiring lifecycle from sourcing to offer
- Partner with hiring managers to refine job descriptions and processes
- Source diverse talent through job boards, referrals, and outreach
- Conduct interviews, run feedback sessions, and support final decisions
- Track hiring metrics and continuously improve the process
- Use tools like [insert your ATS or WorkScreen] to manage candidates
What We’re Looking For
- 2+ years in a recruiting role (in-house or agency)
- Strong communication and sourcing skills
- Proactive, organized, and people-savvy
- Passion for creating great candidate experiences
- Bonus: experience hiring across different departments
Why This Role Is a Great Fit
You’ll have input, ownership, and support to do your best work. We don’t just “fill seats”—we build teams. If you care about doing hiring right, this is the place for you.
Perks & Benefits
- Remote flexibility
- Health, dental & vision insurance
- Generous PTO and holidays
- Learning budget
- Performance bonuses
- Paid parental leave
How to Apply
Apply through this link: [Insert WorkScreen Link].
Our process is clear, thoughtful, and respectful. We reply to every application.
📄 Option 2: Structured Job Brief + Responsibilities + Requirements Format
Job Title: Recruiter at [Company name]
Location: Remote | Full-Time
Salary Range: $XX,XXX–$XX,XXX
📽️ Meet the Hiring Manager: [Insert Loom Video Link]
Job Brief
We’re looking for a full-cycle recruiter to join our team and help us scale with intention. You’ll be responsible for sourcing, interviewing, and guiding candidates through the hiring funnel while partnering closely with department leads.
Responsibilities
- Write job descriptions and manage job postings
- Source and screen qualified candidates
- Schedule and conduct interviews
- Facilitate debriefs and feedback loops
- Maintain ATS and candidate records
- Support employer branding and outreach
Requirements
- 2+ years of recruiting experience
- Excellent verbal and written communication
- Ability to multitask and manage timelines
- Familiarity with ATS platforms (WorkScreen, Greenhouse, etc.)
- Strong interpersonal and organizational skills
Benefits
- Remote-friendly team
- Health and wellness coverage
- PTO + paid holidays
- Tech/equipment budget
- Training and development support
How to Apply
Submit your application via this link: [Insert WorkScreen Apply Link].
We’ll respond to every applicant and outline next steps clearly.
Let WorkScreen Handle the Next Phase of Hiring
You’ve written a thoughtful, compelling job description.
Now let WorkScreen handle the next phase: evaluating applicants—fairly, quickly, and at scale.
With WorkScreen, you can:
✅ Spot Top Talent Instantly
WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard—making it easy to spot top talent, save time, and make smarter, data-driven hiring decisions.
✅ Send Skill Tests in One Click
With WorkScreen, you can administer one-click skill tests to assess candidates based on real-world ability—not just credentials like résumés and past experience. This helps you hire more confidently and holistically.
✅ Avoid Low-Effort and AI-Generated Applicants
WorkScreen automatically eliminates low-effort applicants who use AI Tools to apply, copy-paste answers, or rely on “one-click apply.” This way, you focus only on genuine, committed, and high-quality candidates—helping you avoid costly hiring mistakes.
✅ Deliver a Better Candidate Experience
The process is fast, fair, and clear. Candidates know where they stand, and you maintain a great employer brand while saving hours of manual review.
🎯 The result?
Smarter hires. Less stress. A streamlined process that works for you—not against you.
👉 Sign up at WorkScreen.io, create your job post in minutes, and start evaluating applicants today—automatically.
Recruiter Job Description - Frequently Asked Questions
Great recruiters are more than just resume screeners—they’re relationship builders, problem solvers, and strategic partners.
Here are the key skills to look for:
- Clear Communication – Can they write thoughtful outreach messages and speak confidently with candidates and hiring managers?
- Sourcing Savvy – Do they know how to find and engage passive talent beyond just job boards?
- Emotional Intelligence – Are they good at reading people, asking thoughtful questions, and building trust?
- Organizational Skills – Can they manage multiple roles, timelines, and touchpoints without dropping the ball?
- Business Understanding – Do they understand how hiring impacts team performance and company growth?
For senior recruiters, also look for:
- Strategic thinking (e.g., building hiring plans with leadership)
- Process optimization (e.g., improving funnel conversion or interview design)
The average salary of a recruiter in the U.S. varies depending on location, experience level, and company size:
- Entry-Level Recruiters: $42,000–$55,000/year
- Mid-Level (2–5 years): $60,000–$80,000/year
- Senior/In-House Leads: $85,000–$120,000/year
- Agency Recruiters: Often earn lower base salaries with higher commission potential
In high-cost-of-living areas like NYC or San Francisco, recruiter salaries may trend 10–20% higher.
Bonuses and performance-based incentives are also common, especially in startup or sales-heavy environments.
It depends on your hiring volume and long-term goals:
- In-House Recruiters are ideal if you’re hiring consistently or want someone embedded in your culture. They can build better candidate experiences and long-term pipelines.
- Recruiting Agencies work well for urgent or hard-to-fill roles, or if you need specialized talent. But they can be expensive, and the candidate experience may vary.
If you plan to grow consistently over the next 6–12 months, building an internal recruiter function is usually more cost-effective and scalable.
Some of the biggest pitfalls include:
- Hiring based solely on personality instead of proven hiring results
- Not checking references on past hiring performance
- Overvaluing agency experience without checking if the recruiter has ever worked in a cross-functional team
- Ignoring how they treat candidates during your own hiring process (it’s a preview of how they’ll treat others)
- Not defining success metrics (e.g., time-to-fill, offer acceptance rate, hiring manager satisfaction)
