What Does a Corporate Recruiter Do?
A corporate recruiter is responsible for driving the full lifecycle recruitment process within an organization, working internally to identify, attract, and secure top-tier talent. They partner with hiring managers across departments to assess hiring needs, create effective job postings, source candidates through a variety of channels, and manage the interview and selection process. Their goal isn’t just to fill positions; it’s to ensure long-term alignment between candidates and company goals, ultimately supporting stronger business performance.
Corporate recruiters also serve as ambassadors for the employer brand, shaping how potential hires perceive the organization. They maintain talent pipelines, engage passive candidates, and use data to refine recruitment strategies and reduce time-to-fill and cost-per-hire. With deep knowledge of the company’s culture and strategic goals, corporate recruiters influence the quality of new hires and contribute to workforce planning and retention efforts. They often manage or work alongside teams using applicant tracking systems and recruiting platforms, ensuring hiring processes remain efficient and candidate experiences are consistently positive.
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Corporate Recruiter Core Responsibilities
- Partner with hiring managers to define staffing needs and create job descriptions
- Develop and execute sourcing strategies to identify qualified candidates
- Screen, interview, and assess applicants for cultural and role fit
- Coordinate and schedule interviews across departments
- Maintain accurate records in applicant tracking systems (ATS)
- Build and manage talent pipelines for current and future openings
- Monitor key recruiting metrics such as time-to-fill and cost-per-hire
- Promote and reinforce the company’s employer brand throughout the hiring process
- Ensure compliance with all federal, state, and local employment laws
- Provide a positive candidate experience from first contact to offer acceptance
Required Skills and Qualifications
Hard skills
- Proficiency in applicant tracking systems (e.g., Greenhouse, Workday, Lever)
- Knowledge of Boolean search techniques and candidate sourcing strategies
- Familiarity with employment laws and HR compliance regulations
- Ability to analyze recruiting data and key hiring metrics
- Experience managing full-cycle recruiting in a corporate setting
Soft skills
- Strong interpersonal and communication abilities
- Strategic thinking and problem-solving mindset
- Excellent organizational and time management skills
- High emotional intelligence and adaptability
- Ability to build trust with candidates and internal stakeholders
Education
- Bachelor’s degree in human resources, business administration, psychology, or a related field
Certifications
- Professional in Human Resources (PHR) or SHRM Certified Professional (SHRM-CP) preferred
Preferred Qualifications
- Experience recruiting for a variety of departments or industries
- Background in high-volume or rapid-growth hiring environments
- Familiarity with employer branding and recruitment marketing strategies
- Previous experience supporting diversity hiring initiatives
- Advanced proficiency with recruitment analytics or reporting tools
National Average Salary
Corporate recruiter salaries vary by experience, industry, organization size, and geography. Click below to explore salaries by local market.
The average national salary for a Corporate Recruiter is:
$79,620
Sample Job Description Templates for Corporate Recruiters
Technical Corporate Recruiter
Position Overview
The technical corporate recruiter plays a critical role in helping companies attract top engineering and IT talent. They work directly with hiring managers to understand technical requirements and build strategic sourcing plans for hard-to-fill positions. This role requires a strong understanding of technical terminology, candidate vetting processes, and current hiring trends in the technology sector.
Responsibilities
- Partner with engineering, IT, and product teams to define hiring needs
- Develop and execute sourcing strategies for technical talent across multiple channels
- Screen candidates for technical skills, culture fit, and long-term potential
- Coordinate interviews and manage candidate flow through applicant tracking systems
- Maintain accurate hiring records and ensure timely communication with stakeholders
- Track recruiting metrics like time-to-fill, cost-per-hire, and pipeline conversion rates
- Contribute to improving technical assessment processes and hiring workflows
Requirements
Hard skills
- Familiarity with tech roles (e.g., developers, engineers, data scientists)
- Experience using platforms like LinkedIn Recruiter, GitHub, and Stack Overflow
- Proficiency in applicant tracking systems and Boolean search
- Understanding of technical assessment tools and interview formats
Soft skills
- Analytical thinking and attention to detail
- Effective collaboration with technical and non-technical stakeholders
- Excellent verbal and written communication skills
- Strong organizational and prioritization abilities
Education
- Bachelor’s degree in human resources, computer science, or a related field
Certifications
- SHRM-CP or PHR preferred
Preferred Qualifications
- Previous experience hiring for software engineering or cybersecurity roles
- Background in working with tech startups or high-growth environments
- Familiarity with Agile teams or DevOps culture
Sales Corporate Recruiter
Position Overview
The sales corporate recruiter is responsible for sourcing and hiring sales professionals who drive business revenue. This role involves recruiting for both inside and outside sales positions, often in high-volume environments. The ideal candidate is persuasive, metrics-driven, and skilled at evaluating candidates’ potential to meet sales goals and thrive in fast-paced settings.
Responsibilities
- Collaborate with sales leaders to understand role requirements and team goals
- Source, screen, and interview candidates for sales roles across regions and teams
- Assess candidates’ selling style, communication skills, and cultural fit
- Manage job postings and candidate flow through applicant tracking systems
- Maintain candidate pipelines and conduct outreach to passive talent
- Provide regular updates and reporting on recruitment activity and hiring KPIs
- Ensure a positive candidate experience and strong employer brand presence
Requirements
Hard skills
- Familiarity with sales compensation models and performance metrics
- Proficiency in ATS platforms and CRM tools
- Understanding of high-volume sourcing and screening strategies
- Experience with candidate screening for soft-sell and hard-sell environments
Soft skills
- Persuasive communication and interpersonal finesse
- Strong assessment and judgment capabilities
- Organized and deadline-driven
- Comfortable multitasking in high-demand environments
Education
- Bachelor’s degree in business, communications, or a related field
Certifications
- None required; SHRM-CP or AIRS certification preferred
Preferred Qualifications
- Experience hiring for inside sales, B2B sales, or SaaS roles
- Background in fast-paced or performance-driven organizations
- Knowledge of behavioral interview techniques specific to sales
Healthcare Corporate Recruiter
Position Overview
The healthcare corporate recruiter is responsible for sourcing and hiring candidates for clinical and non-clinical roles across the healthcare organization. This position plays a critical role in helping facilities maintain proper staffing levels, meet compliance standards, and provide quality patient care. Candidates should be well-versed in healthcare credentialing and hiring practices.
Responsibilities
- Partner with department leaders to assess staffing needs across specialties
- Source and screen candidates for nursing, allied health, and administrative roles
- Ensure credential verification and adherence to healthcare hiring regulations
- Maintain accurate documentation within ATS systems
- Facilitate interview scheduling and candidate follow-up
- Monitor hiring metrics and workforce planning trends
- Stay current on healthcare labor laws and industry benchmarks
Requirements
Hard skills
- Knowledge of healthcare job categories and credentialing standards
- Experience with healthcare-specific ATS platforms
- Familiarity with compliance and licensing regulations (e.g., JCAHO, HIPAA)
- Understanding of medical terminology and facility workflows
Soft skills
- Empathy and strong relationship-building skills
- Ability to prioritize and manage competing reqs
- Excellent communication and follow-through
- High attention to detail, especially with compliance requirements
Education
- Bachelor’s degree in healthcare administration, HR, or a related field
Certifications
- SHRM-CP or HRCI PHR preferred
Preferred Qualifications
- Experience recruiting for hospitals, clinics, or long-term care facilities
- Familiarity with credentialing platforms and background check providers
- Background in union or credential-sensitive hiring environments
Executive Corporate Recruiter
Position Overview
The executive corporate recruiter manages the sourcing and selection of senior leaders and high-level professionals. This high-touch role requires exceptional discretion, strong relationship management skills, and a deep understanding of business strategy. The recruiter must align leadership hires with company objectives and cultural fit while ensuring a seamless experience for both candidate and stakeholder.
Responsibilities
- Partner with C-suite and senior leadership to understand hiring needs
- Source and engage executive-level talent through discreet, direct outreach
- Manage highly confidential searches and candidate communications
- Conduct executive-level screening interviews and behavioral assessments
- Oversee interview scheduling, offer negotiations, and onboarding coordination
- Develop long-term relationships with executive candidates and networks
- Present market intelligence and talent trends to inform search strategy
Requirements
Hard skills
- Experience managing VP and C-level searches
- Proficiency in executive sourcing tools and research methodologies
- Deep understanding of compensation structuring and negotiation
- Strong executive presence and business acumen
Soft skills
- Discretion, confidentiality, and high emotional intelligence
- Strategic thinking and consultative approach
- Excellent relationship-building and influence skills
- Strong writing, presentation, and communication abilities
Education
- Bachelor’s degree in business, HR, or a related field (MBA preferred)
Certifications
- None required; AESC or SHRM-SCP certification preferred
Preferred Qualifications
- Background in retained search or internal executive recruiting teams
- Experience hiring across multiple business functions and industries
- Strong network within executive talent communities