Corporate recruiter salaries: Page Not Found | Glassdoor
Corporate Recruiter Salary (October 2022) – Zippia
Updated August 22, 2022
$70,538yearly
To create our salary estimates, Zippia starts with data published in publicly available sources such as the U.S. Bureau of Labor Statistics (BLS), Foreign Labor Certification Data Center (FLC) Show More
$33.91 hourly
Entry level Salary
$46,000
yearly
$46,000
10 %
$70,538
Median
$106,000
90 %
How much does a Corporate Recruiter make?
Corporate recruiters make $70,538 per year on average, or $33.91 per hour, in the United States. Corporate recruiters on the lower end of that spectrum, the bottom 10% to be exact, make roughly $46,000 a year, while the top 10% makes $106,000.
Location impacts how much a corporate recruiter can expect to make. Corporate recruiters make the most in Washington, Massachusetts, Maryland, California, and New York.
Highest Paying State
Washington
Highest Paying City
Sacramento, CA
Highest Paying Company
Apple
What Am I Worth?
Highest Paying State
Washington
Highest Paying City
Sacramento, CA
Highest Paying Company
Apple
What Am I Worth?
Highest Paying States For Corporate Recruiters
The darker areas on the map show where corporate recruiters earn the highest salaries across all 50 states.
- State View
- County View
Average Salary:
Corporate Recruiter average salary by State
| Rank | State | Avg. Salary | Hourly Rate | Job Count |
|---|---|---|---|---|
| 1 | Washington | $94,153 | $45.27 | 633 |
| 2 | Massachusetts | $86,227 | $41.46 | 681 |
| 3 | Oregon | $82,067 | $39.46 | 377 |
| 4 | District of Columbia | $90,114 | $43. 32 |
186 |
| 5 | New York | $82,294 | $39.56 | 1,140 |
| 6 | Rhode Island | $79,720 | $38.33 | 73 |
| 7 | California | $84,302 | $40.53 | 2,271 |
| 8 | Alaska | $78,881 | $37.92 | 43 |
| 9 | Maryland | $84,630 | $40.69 | 294 |
| 10 | Vermont | $74,425 | $35.78 | 39 |
| 11 | New Jersey | $77,038 | $37.04 | 438 |
| 12 | Pennsylvania | $72,630 | $34.92 | 572 |
| 13 | North Dakota | $70,647 | $33.96 | 53 |
| 14 | North Carolina | $71,410 | $34.33 | 487 |
| 15 | Virginia | $75,966 | $36.52 | 456 |
| 16 | Maine | $74,961 | $36.04 | 44 |
| 17 | Arizona | $68,534 | $32. 95 |
370 |
| 18 | Minnesota | $70,421 | $33.86 | 340 |
| 19 | Delaware | $69,433 | $33.38 | 83 |
| 20 | Nevada | $66,692 | $32.06 | 149 |
| 21 | Illinois | $69,402 | $33.37 | 778 |
| 22 | New Hampshire | $68,992 | $33.17 | 94 |
| 23 | Alabama | $71,821 | $34.53 | 124 |
| 24 | Missouri | $71,023 | $34.15 | 235 |
| 25 | Texas | $66,530 | $31.99 | 1,147 |
| 26 | Colorado | $68,814 | $33.08 | 389 |
| 27 | Connecticut | $70,526 | $33.91 | 162 |
| 28 | Ohio | $65,170 | $31.33 | 462 |
| 29 | Utah | $63,784 | $30.67 | 205 |
| 30 | Wisconsin | $67,326 | $32. 37 |
225 |
| 31 | Michigan | $64,997 | $31.25 | 319 |
| 32 | Georgia | $64,076 | $30.81 | 509 |
| 33 | South Carolina | $65,675 | $31.57 | 134 |
| 34 | South Dakota | $62,070 | $29.84 | 47 |
| 35 | Nebraska | $59,468 | $28.59 | 119 |
| 36 | Indiana | $62,379 | $29.99 | 234 |
| 37 | Hawaii | $60,921 | $29.29 | 44 |
| 38 | Idaho | $62,183 | $29.90 | 80 |
| 39 | West Virginia | $61,485 | $29.56 | 35 |
| 40 | Tennessee | $59,951 | $28.82 | 259 |
| 41 | Iowa | $60,670 | $29.17 | 149 |
| 42 | Arkansas | $60,047 | $28.87 | 95 |
| 43 | New Mexico | $61,914 | $29. 77 |
70 |
| 44 | Florida | $60,314 | $29.00 | 737 |
| 45 | Mississippi | $61,329 | $29.49 | 68 |
| 46 | Wyoming | $57,788 | $27.78 | 30 |
| 47 | Kentucky | $59,644 | $28.68 | 145 |
| 48 | Louisiana | $59,671 | $28.69 | 116 |
| 49 | Montana | $54,006 | $25.96 | 59 |
| 50 | Kansas | $54,292 | $26.10 | 124 |
| 51 | Oklahoma | $55,947 | $26.90 | 87 |
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Top Corporate Recruiter Jobs Near You
Highest Paying Cities For Corporate Recruiters
| Rank | City | Avg. Salary |
Hourly Rate |
|---|---|---|---|
| 1 | Sacramento, CA | $97,565 | $46.91 |
| 2 | Seattle, WA | $95,019 | $45.68 |
| 3 | Washington, DC | $90,147 | $43.34 |
| 4 | Boston, MA | $86,369 | $41.52 |
| 5 | Columbia, MD | $84,669 | $40.71 |
| 6 | New York, NY | $82,388 | $39.61 |
| 7 | Portland, OR | $81,821 | $39.34 |
| 8 | Edison, NJ | $77,043 | $37.04 |
| 9 | Philadelphia, PA | $72,864 | $35.03 |
| 10 | Raleigh, NC | $71,978 | $34.60 |
| 11 | Birmingham, AL | $71,971 | $34.60 |
| 12 | Kansas City, MO | $70,853 | $34.06 |
| 13 | Minneapolis, MN | $70,439 | $33.86 |
| 14 | Chicago, IL | $69,595 | $33. 46 |
| 15 | Denver, CO | $68,848 | $33.10 |
Corporate Recruiter Salary Details
Average Corporate Recruiter Salary Graph, Trends, and Summary
What is a Corporate Recruiter’s Salary?
| Percentile | Annual Salary | Monthly Salary | Hourly Rate |
|---|---|---|---|
| 90th Percentile | $106,000 | $8,833 | $51 |
| 75th Percentile | $87,000 | $7,250 | $42 |
| Average | $70,538 | $5,878 | $34 |
| 25th Percentile | $56,000 | $4,667 | $27 |
| 10th Percentile | $46,000 | $3,833 | $22 |
Average Salary By Related Titles
| Job Title | Annual Salary | Monthly Salary | Hourly Rate | Job Openings |
|---|---|---|---|---|
| Talent Acquisition Consultant | $69,315 | $5,776 | $33. 32 |
44,216 |
| Staffing Consultant | $40,837 | $3,403 | $19.63 | 41,815 |
| Human Resources Supervisor | $64,757 | $5,396 | $31.13 | 46,523 |
| Recruiting Coordinator | $45,459 | $3,788 | $21.86 | 56,602 |
| Talent Acquisition Manager | $90,907 | $7,576 | $43.71 | 26,512 |
| Recruitment Manager-Sales | $57,523 | $4,794 | $27.66 | 79,349 |
Here are the five companies hiring the most now:
- Apple Jobs (14)
- Microsoft Jobs (25)
- JPMorgan Chase & Co. Jobs (13)
- DXC Technology Jobs (22)
- Bank of America Jobs (52)
Which Companies Pay Corporate Recruiters The Most?
According to our most recent salary estimates, Apple and Microsoft are the highest paying companies for corporate recruiters.
How Much Do Corporate Recruiters Make In Different Industries?
Corporate recruiter salaries can vary depending on the industry.
In fact, our data shows that the retail, finance, and technology industries tend to offer much higher salaries for corporate recruiters. For example, corporate recruiters make a whopping average salary of $75,224 while working in the retail industry. Meanwhile, other people in this field are making $75,215 in the finance industry and $75,092 in the technology industry.
Corporate recruiters may want to avoid working in the professional industry as it offers the lowest average salary of $69,296.
Highest Paying Industries For Corporate Recruiters
| Rank | Industry | Average Salary | Hourly Rate |
|---|---|---|---|
| 1 | Retail | $75,224 | $36.17 |
| 2 | Finance | $75,215 | $36.16 |
| 3 | Technology | $75,092 | $36.10 |
| 4 | Health Care | $74,102 | $35.63 |
| 5 | Manufacturing | $73,653 | $35. 41 |
| 6 | Transportation | $71,493 | $34.37 |
| 7 | Professional | $69,296 | $33.32 |
High Paying Corporate Recruiter Jobs
Corporate Recruiter Salary Trends
The salary for a corporate recruiter can vary depending on the years of experience that a person has, from entry level to senior level. Data on how experience level affects total compensation is provided by the Bureau of Labor Statistics (BLS) as part of their National Compensation Survey, which is based on factors such as knowledge, complexity, contacts, and environment.
Entry Level
Senior Level
Average Corporate Recruiter Salary Over Time
Compare salaries for individual cities or states with the national average.
Recently Added Corporate Recruiter Salaries
Corporate Recruiter Salaries FAQs
What state pays Corporate Recruiters the most?
Washington pays Corporate Recruiters the most in the United States, with an average salary of $94,153 per year, or $45.
27 per hour.
How do I know if I’m being paid fairly as a Corporate Recruiter?
You know if you are being paid fairly as a Corporate Recruiter if your pay is close to the average pay for the state you live in. For example, if you live in District of Columbia you should be paid close to $90,114 per year.
What type of Corporate Recruiter gets paid the most?
Talent Acquisition Manager gets paid the most. Talent Acquisition Manager made a median salary of $90,907. The best-paid 10 percent make $113,000, while the lowest-paid 10 percent make $72,000.
Have more questions? See all answers to common business and financial questions.
Search For Corporate Recruiter Jobs
Updated August 22, 2022
2022 Recruiter Salary in US (Updated Daily)
HR + Recruiting
Content Data + Analytics Design + UX Dev + Engineer Finance HR + Recruiting Marketing Operations Product Project Mgmt Sales
Recruiter
Account Executive Account Manager Accountant Analytics Manager Android Developer Art Director Associate Product Manager Automation Engineer Brand Manager Budget Analyst Business Analyst Business Development Manager Business Development Representative Business Intelligence Analyst Business Intelligence Developer Business Intelligence Manager CCO (Chief Creative Officer) CFO (Chief Financial Officer) Chief Information Officer Chief People Officer CIO (Chief Information Officer) Client Success Manager CMO (Chief Marketing Officer) Community Manager Content Manager Content Marketing Manager Content Strategist Controller COO (Chief Operating Officer) Copywriter CPO (Chief Product Officer) Creative Chief Officer Creative Director CRO (Chief Revenue Officer) CTO (Chief Technology Officer) Customer Support Manager Customer Support Rep Data Analyst Data Architect Data Engineer Data Engineering Manager Data Scientist Database Administrator Design Director Desktop Support DevOps Engineer Digital Marketing Manager Director of Analytics Director of Customer Success Director of Marketing Director of Operations Director of Product Management Director of Product Marketing Director of Software Engineering Editor Email Marketing Manager Engineering Manager Event Planner Finance Director Financial Analyst Front End Developer Game Developer Hardware Engineer HR Coordinator HR Director HR Manager HR Specialist Implementation Manager Implementation Specialist Inside Sales Manager Inside Sales Representative iOS Developer Junior Business Analyst Junior Data Analyst Junior Data Scientist Junior Software Engineer Lead Software Engineer Machine Learning Engineer Marketing Associate Marketing Coordinator Marketing Manager Marketing Operations Manager Office Manager Operations Associate Operations Manager Principal Software Engineer Product Analyst Product Designer Product Manager Product Marketing Manager Product Owner Project Coordinator Project Manager Public Relations Manager Public Relations Specialist QA Analyst QA Engineer QA Manager Recruiter Sales Development Representative Sales Director Sales Engineer Sales Manager Sales Operations Analyst Sales Operations Manager Salesforce Developer Scrum Master Security Engineer Senior Accountant Senior Business Analyst Senior Data Analyst Senior Data Engineer Senior Data Scientist Senior Financial Analyst Senior Marketing Manager Senior Product Manager Senior Product Marketing Manager Senior Project Manager Senior Recruiter Senior Software Engineer Senior Technical Writer Senior UI Designer Senior UX Designer SEO Manager SEO Specialist Site Reliability Engineer Social Media Manager Software Engineer Software Test Engineer Systems Engineer Technical Product Manager Technical Project Manager Technical Recruiter Technical Support Technical Writer UI Designer UX Designer UX Researcher Vice President of Care Vice President of Engineering Vice President of Finance Vice President of Human Resources Vice President of Marketing Vice President of Operations Vice President of People Vice President of Product Vice President of Sales Vice President of Talent Acquisition Visual Designer
Location
US Remote Albuquerque, NM Atlanta, GA Austin, TX Baltimore, MD Birmingham, AL Boise, ID Boston, MA Buffalo, NY Charleston, SC Charlotte, NC Chicago, IL Cincinnati, OH Cleveland, OH Colorado, CO Colorado Springs Fort Collins Greater Boulder Area Greater Denver Area Western Colorado Columbus, OH Dallas-Fort Worth, TX Des Moines, IA Detroit, MI Hartford, CT Houston, TX Indianapolis, IN Kansas City, MO Las Vegas, NV Los Angeles, CA Orange County Madison, WI Memphis, TN Miami, FL Milwaukee, WI Minneapolis–Saint Paul, MN Nashville, TN New Orleans, LA New York City, NY Princeton-Trenton Oklahoma City, OK Omaha, NE Orlando, FL Philadelphia, PA Phoenix – Mesa – Scottsdale, AZ Pittsburgh, PA Portland, OR Providence, RI Raleigh-Durham, NC Sacramento, CA Salt Lake City, UT San Antonio, TX San Diego, CA San Francisco, CA Seattle, WA St.
Louis, MO Tampa Bay, FL Washington DC
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Recruiter jobs in US
528
Recruiter
Luxury Presence
Austin, TX
5 days ago
Save job
Recruiter I
Spectrum
St Louis, Missouri
5 days ago
Save job
Recruiter
Reibus International
Atlanta, GA
1 week ago
Save job
Recruiter
SailPoint
Austin, TX
2 months ago
Save job
Recruiter
Oak Street Health
Chicago, IL
2 months ago
Save job
Recruiter
Assurance
Remote
7 months ago
Save job
Recruiting Coordinator
Chewy
Belton, MO
4 days ago
Save job
Technical Recruiter
Cohere Health
Remote
5 days ago
Save job
Executive Recruiter
Formlabs
Somerville
5 days ago
Save job
Senior Recruiter
DAT
Greater Denver Area
6 days ago
Save job
Recruiting Coordinator
Angi
Remote
1 week ago
Save job
Executive Recruiter
DISH
Greater Denver Area
1 week ago
Save job
Recruiter Salary ranges
The most common Recruiter salary in US is between $80k – $90k.
Average Recruiter Salary by Company Size
People with the job title Recruiter make the most at companies with 1,000+ employees, earning $81,345 on average.
Recruiter Salary by gender
The average Recruiter salary for women is $75,593 and the average Recruiter salary for men is $76,082.
Recruiter Salary by Years of Experience
The average salary for a Recruiter with 7+ years of experience is $86,052. The average salary for <1 year of experience is $52,813.
Skills that affect Recruiter salaries in US
1
Administrative Support
4% have this skill
2
Full Cycle Recruiting
4% have this skill
3
Recruitment
2% have this skill
4
Campus Recruitment
2% have this skill
5
Talent Strategy
2% have this skill
6
Technical Recruiting
1% have this skill
Recent Recruiter salaries in US
$70,000
Yearly Salary
A Senior Recruiter reported a yearly salary of $70,000 with +$84,000 in additional cash compensation
1-3 Years of Experience
Prefer not to say
1-10 Employees
Remote
$90,000
Yearly Salary
A Recruiter reported a yearly salary of $90,000 with +$18,000 in additional cash compensation
3-5 Years of Experience
Female
51-200 Employees
Remote
$52,000
Yearly Salary
A Recruiter reported a yearly salary of $52,000 with +$5,200 in additional cash compensation
1-3 Years of Experience
Female
1,000+ Employees
Portland, OR
$135,000
Yearly Salary
A Recruiter reported a yearly salary of $135,000
3-5 Years of Experience
Male
51-200 Employees
Remote
$90,000
Yearly Salary
A Recruiter reported a yearly salary of $90,000 with +$10,000 in additional cash compensation
5-7 Years of Experience
Female
11-50 Employees
Remote
$145,000
Yearly Salary
A Sales Recruiter reported a yearly salary of $145,000
5-7 Years of Experience
Prefer not to say
201-500 Employees
Remote
$120,000
Yearly Salary
A Recruiter reported a yearly salary of $120,000
5-7 Years of Experience
Male
11-50 Employees
Remote
$150,000
Yearly Salary
A Sales Recruiter reported a yearly salary of $150,000
5-7 Years of Experience
Prefer not to say
201-500 Employees
Remote
$67,500
Yearly Salary
A Recruiter reported a yearly salary of $67,500
1-3 Years of Experience
Female
201-500 Employees
Austin, TX
$125,000
Yearly Salary
A Talent Sourcer reported a yearly salary of $125,000
5-7 Years of Experience
Female
51-200 Employees
Remote
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2022 Recruiter Salary in Colorado (Updated Daily)
Recruiter jobs in Colorado
60
Senior Recruiter
DAT
Greater Denver Area
6 days ago
Save job
Head of Talent Acquisition
Gemini
Remote
5 hours ago
Save job
Talent Acquisition Project Lead
DISH
Greater Denver Area
8 hours ago
Save job
Sr Dir, Talent Acquisition
Spectrum
Greater Denver Area
17 hours ago
Save job
IHS Talent Acquisition Manager
DISH
Greater Denver Area
3 months ago
Save job
Manager, Talent Acquisition Shared Services
DISH
Greater Denver Area
1 week ago
Save job
Manager, Talent Acquisition Shared Services
DISH
Greater Denver Area
1 week ago
Save job
Marketing Designer (Talent Acquisition) – Remote
EPAM Systems
Remote
2 weeks ago
Save job
Recruiter I
Spectrum
Greater Denver Area
3 months ago
Save job
Technical Recruiter
Hotel Engine
Greater Denver Area
5 hours ago
Save job
Recruiting Coordinator
RingCentral
Greater Denver Area
1 day ago
Save job
Corporate Recruiter
Modivcare
Remote
1 week ago
Save job
Recruiter Salary ranges
The most common Recruiter salary in Colorado is between $70k – $80k.
Average Recruiter Salary by Company Size
People with the job title Recruiter make the most at companies with 11-50 employees, earning $78,177 on average.
Recruiter Salary by gender
The average Recruiter salary for women is $82,061 and the average Recruiter salary for men is $71,857.
Recruiter Salary by Years of Experience
The average salary for a Recruiter with 7+ years of experience is $94,375. The average salary for <1 year of experience is $46,000.
Average HR + Recruiting salaries in Colorado
| Job Title | Average Salary | Salary Range |
|---|---|---|
| HR Coordinator | $56,731 |
Min: $44K Max: $80K |
| HR Specialist | $70,370 |
Min: $50K Max: $130K |
| Recruiter | $73,271 |
Min: $40K Max: $120K |
| Technical Recruiter | $86,152 |
Min: $52K Max: $150K |
| HR Manager | $91,396 |
Min: $55K Max: $160K |
| Senior Recruiter | $95,705 |
Min: $41K Max: $185K |
| HR Director | $119,570 |
Min: $70K Max: $189K |
| Vice President of Human Resources | $150,959 |
Min: $88K Max: $250K |
| Vice President of Talent Acquisition | $162,000 |
Min: $150K Max: $200K |
| Vice President of People | $169,000 |
Min: $140K Max: $220K |
| Chief People Officer | $185,695 |
Min: $110K Max: $250K |
Skills that affect Recruiter salaries in Colorado
1
Recruitment
13% have this skill
2
Full Cycle Recruiting
13% have this skill
3
Talent Strategy
11% have this skill
4
Onboarding
9% have this skill
5
Policy and Process Development
8% have this skill
6
Technical Recruiting
7% have this skill
Recent Recruiter salaries in Colorado
$85,000
Yearly Salary
A Recruiter reported a yearly salary of $85,000
3-5 Years of Experience
Female
1,000+ Employees
Remote
$85,000
Yearly Salary
A Recruiter reported a yearly salary of $85,000 with +$1,200 in additional cash compensation
3-5 Years of Experience
Female
11-50 Employees
Remote
$55,000
Yearly Salary
A Recruiter reported a yearly salary of $55,000 with +$5,000 in additional cash compensation
3-5 Years of Experience
Male
501-1,000 Employees
Denver
$62,000
Yearly Salary
A Recruiter reported a yearly salary of $62,000
3-5 Years of Experience
Female
201-500 Employees
Denver
$75,000
Yearly Salary
A Senior Technical Recruiter reported a yearly salary of $75,000 with +$110,000 in additional cash compensation
5-7 Years of Experience
Female
11-50 Employees
Denver
$63,000
Yearly Salary
A Recruiter reported a yearly salary of $63,000 with +$73,000 in additional cash compensation
3-5 Years of Experience
Female
51-200 Employees
Denver
$70,000
Yearly Salary
A Talent Management Specialist reported a yearly salary of $70,000 with +$500 in additional cash compensation
1-3 Years of Experience
Female
51-200 Employees
Denver
$75,000
Yearly Salary
A Recruiter reported a yearly salary of $75,000 with +$7,500 in additional cash compensation
5-7 Years of Experience
Female
51-200 Employees
Denver
$115,000
Yearly Salary
A Recruiter reported a yearly salary of $115,000 with +$11,000 in additional cash compensation
3-5 Years of Experience
Male
201-500 Employees
Denver
$85,000
Yearly Salary
A Talent Acquisition Partner reported a yearly salary of $85,000 with +$8,500 in additional cash compensation
3-5 Years of Experience
Female
201-500 Employees
Denver
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Jobs and vacancies for a recruiter near Prospekt Mira metro station in Moscow – prices and reviews.
Jobs and vacancies for a recruiter cheap on YouDo
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“Tops receive from 1.5 million tenge and more.” An expert recruiter told EK how the Kazakhstani labor market works
How does the Kazakhstani recruiting market work? What are the requirements for job seekers? What salaries do they claim and what do white-collar workers end up getting? We talked about this and many other things with expert recruiter Kamilla Burabayeva 0237 .
– Is it possible to say that the recruiting market has developed in Kazakhstan?
– Yes, there are several large international and Russian companies operating in the country, the industry as a whole is formed.
There are also Kazakh companies on the market, but they, as a rule, actively work with one client. There is a regular customer – the company exists, it is gone – and the company left the market. In principle, this applies to all market players, while the “daughters” of international companies in times of crisis are supported by their owners from outside. And they will support, because there is money in Kazakhstan, especially if you work in the west of the country, where customers from the oil sector are concentrated. For Kazakh market participants, a long absence of large customers threatens to collapse. Yes, someone else continues to exist, but… I have worked in different companies and I can say how work is often built in such cases: companies recruit unqualified recruiters, do not train them and pay very low salaries… The fix there can be generally ridiculous.
– And what kind of fix is this?
– The salary of a recruiter in any agency consists of a fixed salary – a fix – and a bonus for closing each vacancy.
In Kazakhstani recruiting companies, the fixed part is very small, if it exists at all. To earn something, you need to run a lot and run fast. Therefore, as soon as such an opportunity presents itself, the recruiter leaves for an international company. Or, most often, to internal recruiting – that is, to a large company that has its own divisions for personnel search.
– So, he becomes what was previously called a personnel officer?
– Not really. Indeed, personnel officers still exist in Kazakhstani companies. In foreign countries, all functions are very strongly segmented and distributed among narrow specialists. The recruiting function is carried out by the recruiter himself. That is, he is engaged only in hiring. He does not print orders, for this there is a special department that deals with the personal affairs of employees, the conclusion of employment contracts, and so on. Another structure performs accounting functions and payroll. Separate personnel development units are often created.
In many Kazakh companies, all these functions are performed by specialists who are called HR-generalists. Sometimes they are strong enough. But, in my opinion, a more specialized area contributes to the growth of professionalism. Here, for example, there is one personnel officer in the company. Today his task is to urgently recruit 20 people! And tomorrow – to dig into the papers associated with hiring them. What level should a specialist be in order to do all this quickly and well?!
– What are the current trends in the labor market in Kazakhstan?
– I work with “white collars”, I know the situation in other segments of the labor market less well. Every day I am faced with the fact that I cannot quickly find enough qualified and not lazy people for open vacancies, which, by the way, are many. Often, applicants are missing something. Most of them do not speak English at a sufficient level, and for international companies this is critical. If a person speaks English, then often his salary expectations are too high.
– How do salary expectations and realities compare?
– An experienced specialist aged 30-35 wants to receive 300-350 thousand tenge per month. The customer initially tells me that he is ready to pay, for example, 200-250 thousand for this position. On average, a specialist who does not apply for an administrative position, with work experience of two to four years, expects a salary of 200-250 thousand tenge. An applicant with about 10 years of experience and knowledge of English wants to receive 300-350 thousand. This is the situation in the financial sector, oil industry and telecom. Employees without knowledge of English have noticeably lower salaries, but if we are talking about a good professional, then he will receive the requested one even without the language. The salary of senior level specialists and experts starts from 500 thousand tenge. As for top managers, there is a wide range. As a rule, they receive from 1.5 million tenge and more. I myself hired a person who would receive net from 1.
8 million tenge plus a good package. But this is the level of the directorate. There are few industries that pay such salaries. For example, in the recruiting field, a specialist of this level will receive 700-800 thousand tenge.
Previously, wages were constantly growing, but after the devaluations of recent years, this crazy growth has stopped. Candidates’ expectations are quite high now, but the market is not always ready to meet them. At the same time, there is a certain staff shortage, so the employer can meet the needs of a valuable employee and pay almost as much as he asks. There is also a geographical specificity: applicants in Almaty and Atyrau have the highest expectations.
– And where did the staff shortage come from? It would seem that a lot of specialists have been trained for the areas you have named.
– Here the picture is ambiguous. In the 2000s, it was difficult because many specialists left the country. And to a certain extent, this situation continues to affect our labor market.
But good young specialists are growing up, who are often focused on work in Kazakhstan. Many of them speak English, have completed internships abroad and have assessed the level of competition in foreign labor markets.
Many job seekers purposefully look for work in foreign companies or their Kazakh subsidiaries. But if a person has worked most of his career in a domestic company, he may not find a job in a foreign one, although it would seem that he meets all the requirements. I often receive applications from employers, in which one of the mandatory items is work experience in a foreign company. Employees who manage to get one can go around in circles – from one foreign company to another. Corporate business and Kazakhstan business are, as they say, two big differences.
– What’s the difference? For so many years they have been working side by side, in the same market. Working conditions should have been unified.
– And yet. In corporations, as a rule, all processes and procedures are clearly spelled out.
In Kazakhstani companies, this is often not the case. But there is such a thing – the boss says: “Come on, do this job for me quickly!”, And everyone rushed, regardless of the immediate competencies and functions. In corporations, salaries are paid strictly according to the schedule, while in Kazakhstani companies they may be delayed. And delays are not the biggest problem. In foreign companies and their subsidiaries, all deductions are white, in ours, the nominal salary is set slightly above the minimum, and the rest is in an envelope. Foreign companies have corporate communications, in some places – transportation, food and, very importantly, medical insurance. These bonuses make life a lot easier. Some of the above is also in some Kazakh companies. But this practice cannot be called systemic
– Companies from which sectors of the economy most often turn to recruiters?
– “Neftyanka” always requires personnel. There’s a lot of fluidity there. A person came, gained experience, began to cost more and went to look for a bigger salary.
It is normal today – to work for two or three years and leave. And the employers of such employees understand, thinking that if a person spent 10 years in one place, then he did not develop. We often receive applications from the telecommunications sector. But the positions for which people are looking for are very different. Recently there was a case when they were looking for a whole team of welders, because the former one simply left the facility.
– Did you find it?
– Found. But, as far as I know, not very fast.
Top 20 reasons why recruiting is an exciting and highly effective job
Posted on by HR-Portal Magazine
As a professor at a major business school, I am often asked, “What is the most exciting and influential job in the corporate world?” While others may answer differently, for me the most exciting and influential job is by far recruiting.
It’s full of excitement because every day as a recruiter you compete to attract the best talent, and thankfully, within 90 days, you’ll know for sure if you’ve beaten the competition. The influence of a recruiter is twofold: firstly, you can literally change a person’s life by getting them the job of their dreams, and secondly, you can effectively change the direction and success of a corporation with one great hiring in a key position (for example, bringing LeBron to the team NBA).
So, if you’re a college student ready for a career, or someone who’s thinking about moving into a new field, I’ve compiled a list of many reasons why you should consider becoming a corporate recruiter.
Even if you’re not interested in becoming a recruiter, looking through this list can give you some insight into why the recruiters you deal with are so passionate about what they do.
Top 20 reasons why you should pursue a career in corporate recruiting
These 20 reasons are divided into three different categories: influence factors, inspiration factors and career factors.
Influence reasons
If you’re interested in making a big impact, here are five reasons to consider working in recruiting.
- You literally change people’s lives – Other than getting married or buying a house, few things in life have a greater impact on a person and their family than getting or not getting a great job. With such a huge impact, it is easy for most recruiters to maintain a high level of passion and commitment to excellence. By the way, even if you can’t hire everyone, recruiters can certainly help improve each candidate’s chances and experience by finding their hidden skills, answering their questions, and reassuring them through training so they feel comfortable and ready for the rest of the process. hiring. Recruiters can influence even those who didn’t get a job this time around by coaching them informally and helping them understand how they can develop themselves better so that they have a better chance of getting a job next time.
- Recruiting ranks #1 in business impact – Recruiting ranked #1 in revenue and profit impact of all talent management functions. As in sports, it is obvious to almost everyone that you succeed when you successfully attract the best people to the organization. New products will hit the market faster and projects will be completed on time because you haven’t let inefficient hiring become an obstacle to business success. In some cases, one new employee you bring in can create a major innovation or a new product worth millions. If you have the right skill set, you can customize your own recruiting process so that it also successfully pitches and hires high-value, diverse candidates and innovators.
- You will be the face of – you will be the first, and in some cases the only contact applicants have with your organization. As a result, you will have a unique opportunity to represent the company and enhance its image by treating them like customers. As a brand ambassador, you are also responsible for spreading the word in person, on social media and online about the factors that make your company a great place to work.
- Employees and managers will thank you – as you fill more and more vacancies, the number of employees who will be grateful for your help in finding employment will grow. Recruiting managers will also thank you for helping improve their team’s performance by finding and placing the best candidates. As a result, most recruiters will have a large number of grateful employees and managers who will want to return the favor or gladly offer their help in attracting new talent.
- If you have the initiative, you can create new recruiting programs – In some organizations, the heavy inquiries and tactical focus of most recruiters means that most simply don’t take the time to create new recruiting initiatives. As a result, if you as an individual take the time to discover or develop new recruiting approaches, technologies, or metrics, you may be given the opportunity to develop and implement them, even if you are not yet in a leadership position.
As a brand ambassador, you are also responsible for spreading the word in person, on social media and online about the factors that make your company a great place to work. 
Reasons for anxiety
If you’re interested in excitement, here are eight reasons to consider recruiting.
- The competition is taking over – if you’re competitive, as a recruiter you’ll find that filling every job is a head-to-head competition that can be energizing. Every day you compete with recruiters representing powerful companies such as Google, Apple and IBM. Most recruiters also find that finding hidden talent is fun, as is successfully persuading prospective candidates with multiple options to choose your firm. The globalization of corporate recruiting further adds to the excitement and complexity.
- There is a clear winner – unlike many other areas, recruiting for a specific position has a clear beginning and end. As a result, after the best candidate makes his choice, there is no doubt about who won the competition. And you won’t have to wait long to find out if you’ve won, because in most cases you’ll know within 90 days. And even if you lose in an individual talent competition, you won’t have to wait long to get back in the game because another competitive recruiting opportunity will open up almost immediately.
- An opportunity to meet the best – if you enjoy meeting and interacting with interesting people, recruiting will allow you to meet and get to know hundreds of outstanding people and innovators every month. In many cases, you will get to know these people quite deeply, as this is necessary in order to fully understand their needs and successfully introduce them to recruiting managers.
- Opportunity to interact with management – Recruiters have the opportunity to communicate daily with hiring managers and leaders at all levels of the organization. As a result, you will not only get to know them personally, but they will be able to see directly the quality of your work.
- Everyone wants to be your friend – since most people look for a new job several times in their lives, almost everyone understands the value of getting to know recruiters. As a result, many of the people you meet in both business and personal life will want to be in a relationship with you in the hope that you will someday help them find a job. They will also want to keep in touch with you in the hope that you will periodically help them improve their resumes and job search skills. And since part of your job as a recruiter is to constantly seek out new talent and build your network of influence, the time you spend building those professional relationships counts as work time.
- Ever-changing Jobs – Because most corporate recruiters work with a variety of jobs, you will be faced with different jobs and tasks as different jobs become available. This diversity can be challenging, but it also makes the job interesting and ever-changing.
- Freedom and Control – Because each request has its own unique challenges, most corporate recruiters have a lot of control over their work. This complexity usually means that your hiring manager can provide you with recommended approaches, but he rarely requires you to follow a set routine. This means that most recruiters have a lot of freedom in terms of “what and when” in their daily work, as long as it brings results. In many cases, telecommuting and contract work options are also possible. And in most cases, the degree of your independence increases even more when your results become one of the best.
- Recruiting Tools Ever Evolving – If you enjoy learning all the time, recruiting will be an interesting activity as it is probably the fastest changing area in talent management. Due to such rapid changes, you will have to constantly learn how to use new technologies and new communication approaches. This is partly because you simply can’t successfully attract the best people without using the same advanced communication approaches that your best candidates are already using. This continuous evolution means that you will never be able to stand still in recruiting, but you will not want to because new approaches to recruiting will seem so attractive and exciting to you. And luckily, you don’t have to go back to school to update your recruiting knowledge, because the best recruiters are constantly but informally learning on social media and the internet.
And even if you lose in an individual talent competition, you won’t have to wait long to get back in the game because another competitive recruiting opportunity will open up almost immediately. 
As a result, many of the people you meet in both business and personal life will want to be in a relationship with you in the hope that you will someday help them find a job. They will also want to keep in touch with you in the hope that you will periodically help them improve their resumes and job search skills. And since part of your job as a recruiter is to constantly seek out new talent and build your network of influence, the time you spend building those professional relationships counts as work time. 
This means that most recruiters have a lot of freedom in terms of “what and when” in their daily work, as long as it brings results. In many cases, telecommuting and contract work options are also possible. And in most cases, the degree of your independence increases even more when your results become one of the best. 
And luckily, you don’t have to go back to school to update your recruiting knowledge, because the best recruiters are constantly but informally learning on social media and the internet. Career related reasons
If you’re interested in a new career in recruiting, here are seven reasons that make it a desirable choice.
- No strict entry requirements – Recruiting is an easy profession because there are no strict degree or certification requirements to become a recruiter. Many recruiters come from different backgrounds because when choosing a recruiter, the focus is on their skills. And if you have these skills, it will be relatively easy for you to sell yourself on a resume and during an interview with a recruiting manager. For recent college graduates, recruiting in this area is even easier, as they are already familiar with the college job search process and, in addition, they are more likely to understand what top students expect.
- Good Salary and Job Opportunities – As with any profession, salary varies by company and region, but the average salary for a mid-level corporate recruiter is around $70,000 per year, and technical recruiters can earn much more. Contact recruiters are often paid over $100 an hour, and external executive search specialists can earn hundreds of thousands of dollars a year. In addition, recruiter positions are required in all industries, so you will have more options when looking for a job.
- You will have the best tools – if you work for a successful recruiting company, you will invariably have the latest equipment (eg smartphone, tablet, etc.) as well as an account for coffee and lunch expenses with the best candidates. If you’re tasked with recruiting at professional conferences or college campuses, recruiting can also provide exciting travel opportunities.
- It takes less time to become a senior – While recruiting is exciting, many HR people prefer the more predictable areas of learning, development, and OP. As a result of this angst, recruiting has a high “pass rate”. Therefore, if you stay in recruiting as a profession, it will take you much less time to reach the status of a senior specialist or manager than in other areas of HR.
- Being a recruiter means you will have excellent personal job search skills – Your familiarity with the job search process almost guarantees that if you are looking for another job in recruiting or outside the field, you will have a powerful resume, extensive contacts and exceptional job search skills that will ensure your success. These recruiting skills will also come in handy if you become a recruiting manager.
- Top firm recruiting easier – if you’re lucky enough to work for a top firm with an employer brand like Google or P&G, the pool of applicants will be so high that recruiting becomes more of a sorting problem. If the firm has a highly effective employee referral program, then by finding and evaluating the best candidates, your employees will do half of the recruiting work for you. In addition, in the best firms, recruiting processes are so polished that they will lead even those with little experience to success.
- You’ll instantly know how good you are – unlike many other fields, it doesn’t take years of practice to become a competent recruiter. And in the same light, because success is so obvious, you’ll know in just a few months if you have what it takes to be a good recruiter.
As a result of this angst, recruiting has a high “pass rate”. Therefore, if you stay in recruiting as a profession, it will take you much less time to reach the status of a senior specialist or manager than in other areas of HR. 
In addition, in the best firms, recruiting processes are so polished that they will lead even those with little experience to success. Final Thoughts
While this article has covered the many reasons why recruiting is such an exciting and powerful job, there are obviously some downsides. The strongest disadvantage is that recruiting works in fits and starts, and there are periods when recruiting slows down and recruiters may be fired. However, even in tough times, the very best recruiters stay on staff, especially those with strong secondary skills such as internal placement, outplacement, or technical recruiting.
In some organizations, during periods of growth, the number of requests can be overwhelming, but this is a factor that you should consider before accepting a job.