Recruitment Roles

Recruitment Roles to Expand or Restructure Your Recruitment Team

In the business world, recruitment roles are critical. Recruiters are entrusted with finding people, who are the lifeblood of any firm and filling the roles that will enable the company to grow and prosper.

Company-specific recruiting teams are built on a variety of parameters, including the size, priority, budget, and a variety of other considerations. It’s important to know what each function involves, as well as how to choose the best one for your company. To discover out, let’s get started.

  1. Recruiter

Your team’s initial recruiting job is likely to be that of a recruiter. From sourcing prospects to arranging interviews and everything in between, recruiters are in charge of every part of the recruitment process throughout the whole process. Smaller teams and startups, which often begin with a single recruiter before growing their recruitment department, are particularly susceptible to this phenomenon.

In the United States, the average recruiter compensation is $50,797, with plenty of potential for advancement as your recruitment team grows. Starting with only one recruiter, you’ll want to expand your recruitment staff to help with the hiring process.

Every developing firm needs at the very least a recruiter who is dedicated only to the task of acquiring new employees. A good place to start, but as your company expands, you may split up the tasks as more recruitment team members join the fold.

  1. Sourcer

The duties of recruiters and sourcers are extremely distinct when it comes to obligations, despite the widespread belief that they accomplish the same thing. With the help of a recruiter at first, you can hire a sourcer who will spend all of their time finding and hiring great people for your company. It is up to sourcers to locate the greatest online and offline sources of talent.

To find the top personnel in the industry, they must also engage passive prospects and manage internal referrals, as well as come up with new sourcing tactics. To begin the process of learning more about potential employees, a recruiter might begin by interviewing them and getting to know them. The average compensation for a talent sourcer in the United States is $62,966.

To discover the most qualified applicants, you’ll need a sourcing specialist, especially if you’re filling specialized or specialty positions. Sourcing the best people for the job and the organization is easier when you work with a recruiter to help you find them.

  1. Recruitment Manager

In this job, you’ll be in charge of a company’s entire recruiting strategy and processes. This is a more senior job. There are a lot of things they have to do, from making changes to recruiting workflows and overseeing the recruiting team to making sure the recruiting team is doing well.

To put it simply, recruitment managers strive to make their organization’s recruiting operations as efficient and productive as possible. A recruiting manager’s average pay in the United States is roughly $73,261, yet with the correct track record, some may earn a six-figure compensation.

To keep up with the growing size of both your firm and your recruiting staff, you’ll need to hire a recruitment manager, if you will. Your recruiters, sources, and other members of your team may concentrate on identifying and engaging applicants instead of managing the recruiting process.

  1. Recruitment Coordinator

On the recruiting team, recruitment coordinators are often entry-level roles. Job recruiters and sourcers rely on the assistance of recruitment coordinators in their attempts to contact qualified job seekers. Employers must do everything from advertising job openings on job boards and sourcing channels to arrange for interviews and travel to perform background checks to draught job offers and a host of other related activities.

Recruiting coordinators make an average of $48,741 a year in the United States. Candidates wishing to enter into recruiting after college or while changing jobs will find plenty of room for advancement in the role of recruitment coordinator.

As your business grows, you’ll need a recruiting coordinator to assist you to keep track of everything that goes into hiring new employees. Your coordinators might therefore be considered as possible candidates for promotion should you require a new recruiter.

  1. Technical Recruiter

All businesses these days are fuelled by technology in one way or another. With technology-based jobs becoming more commonplace, employers are recognizing that most recruiters lack the technical skills to locate suitable candidates—especially for more complicated positions.

You can hire a technical recruiter to help you find people to work on your tech team, from data scientists and engineers to UX designers and software developers. To be successful in technology recruiting, technical recruiters must have a thorough understanding of the numerous hard and soft skills required for employment.

Across the United States, the average compensation for a technical recruiter is $56,864. The need for technical recruiters is increasing as more and more businesses shift their attention to technology. Your company must have an information technology (IT) recruiter in place if you want to keep a competitive advantage over your rivals.

Having a technical recruiter to help you locate and hire the best tech talent is essential if you want your team to be successful. A recruiter with specialized tech sector knowledge isn’t necessary; all you need is someone committed to learning about the various opportunities available and figuring out how to engage great prospects.

  1. Campus Recruiter

For any organization, the hiring of undergraduate students, graduate students, and recent graduates is an essential element of the recruitment process. These occupations are crucial because they fill internship, traineeship, and entry-level positions in corporations.

As a university or graduate recruiter, a campus recruiter aims to engage with college students and encourage them to apply for vacant positions. In addition to attending national and international employment fairs, campus recruiters hold on-campus info sessions and build company branding tactics aimed at attracting college students. They need to come up with fresh ways to entice graduate talent given the current lack of live event participation.

Campus recruiters in the United States make an average of $60,550 a year, but this can vary a lot. As a campus recruiter, you’ll be tasked with assisting new employees in their transition from college to work.

Recruiting and retaining young talent is a key element of the process. If you have a fantastic corporate culture and solid career development chances, today’s best entry-level workers might become tomorrow’s best performance.

  1. Executive Recruiter

Every successful organization relies on strong leadership, yet identifying and hiring qualified executives may be difficult. When it comes to executive positions, there is a great deal on the line for both the organization and the recruiters who are tasked with filling them.

Top executives and members of the C-suite are sought after by executive recruiters who want to help their clients achieve success. All of the time spent by executive recruiters is devoted to discovering the greatest possible candidates for their clients. For top executives, the best recruiters know not just what credentials to search for, but also which soft skills are crucial. Executive recruiters in the United States earn an average salary of $66,080 a year, according to the Bureau of Labor Statistics.

Leaders are only as good as their organizations. For a firm to expand and succeed, you need an expert who knows where and how to look for the best candidates for key executive positions. You may not need to hire an executive recruiter right immediately, but having a professional to concentrate on expanding your leadership team is essential.


Determine your goals, assess which recruiting roles you need the most, and start from there if you’re wanting to grow or reorganize your recruitment team. It’s also possible that your team’s duties may overlap. It might also be a lot of work for recruiters to think about how to make their employers look good. Perhaps your executive recruiter will also concentrate on finding you additional managing positions.

To avoid overworking or underutilizing your recruitment team members, it’s important to strike a balance and ensure that you’re expanding your recruiting team at the appropriate rate for your company. If we can find and hire exceptional recruiters, we’ll have a recruitment department that consistently finds and hires the top people for available positions.

Also Read: Recruitment Plan to Improve Your Hiring Process

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