Should we hire an in-house recruiter or use agencies?

An in-house recruiter makes sense once hiring is steady across the year. For occasional or very senior roles, agencies or search firms may still be used alongside.

What metrics should a recruiter be measured on?

Time to hire, offer acceptance rate, quality of hire after probation and hiring manager satisfaction are common choices. Agree them at the start.

Does a recruiter need an HR degree?

No. Many good recruiters come from sales or the function they hire for. Hiring track record matters more.

Job description

Recruiter: talent acquisition duties and a posting template

A recruiter finds, assesses and closes candidates for open roles, and keeps hiring managers and candidates informed from requisition to joining.

Companies on HRMagix: 120+
Employees managed: 9,000+
Integrated modules: 12
Free trial, no card: 14-day

What the role is for

A recruiter's output is filled roles of the right quality within an agreed time. The work is part sales (persuading candidates), part assessment (screening fit) and part project management (keeping interview loops moving).

Recruiters may cover one function, such as technology or sales, or hire across the company. Volume and seniority mix decide which profile you need.

Key responsibilities

Hold intake meetings with hiring managers to agree the role profile, must-have skills and interview plan.
Write and publish job postings on job boards, the careers page and social channels.
Source candidates through databases, referrals, LinkedIn and direct approach.
Screen CVs and conduct first-round calls on experience, notice period and expectations.
Schedule interviews and collect structured feedback promptly.
Keep the applicant tracking system or hiring tracker current at every stage.
Prepare offers within approved bands and negotiate with candidates.
Initiate background verification and manage candidates through the notice period until joining.
Manage recruitment agencies: briefs, terms and quality of submissions.
Report on pipeline, time to hire, offer acceptance and source effectiveness.

Skills and qualifications

Graduate in any discipline; HR qualification useful but not essential.
Experience hiring for the functions or levels in scope.
Sourcing skills on job portals and professional networks.
Clear, persuasive communication and the ability to handle rejection on both sides.
Organisation across many open roles at once.
Comfort with an ATS or structured spreadsheet tracker.

How this role differs from the roles next to it

A recruiter focuses on hiring only. An HR generalist may coordinate hiring among many other duties, and an HR executive typically picks up after the offer is accepted, with joining formalities.

Recruiters influence offers but do not set pay structures; that belongs to compensation and benefits.

Adapting the posting to your company

Watch for itSay which roles the recruiter will hire for, typical monthly volume and whether agencies are used. A recruiter for senior technology roles and one for high-volume frontline hiring need very different strengths.

Template

The template, ready to adapt

Replace everything in [square brackets]. Have your own legal or HR adviser review the final wording for your organisation.

Template

Recruiter
[Company] | [Location] | Full-time

About us
[Two or three sentences about the company and its growth.]

About the role
You will hire for [functions / levels], around [number] roles a month, reporting to [Reporting to].

What you will do
- Agree role profiles and interview plans with hiring managers
- Write and publish job postings
- Source candidates through portals, referrals and direct approach
- Screen candidates and coordinate interviews
- Make and negotiate offers within approved ranges
- Manage candidates through to joining
- Manage recruitment agencies
- Track and report hiring metrics

What you will bring
- Graduate in any discipline
- [Experience range] in recruitment for [functions / levels]
- Strong sourcing and communication skills
- Experience with an ATS or hiring tracker

How to apply
Send your CV to [Email] with the subject line "Recruiter: [Location]".

FAQs

Questions about this page

An in-house recruiter makes sense once hiring is steady across the year. For occasional or very senior roles, agencies or search firms may still be used alongside.
Time to hire, offer acceptance rate, quality of hire after probation and hiring manager satisfaction are common choices. Agree them at the start.
No. Many good recruiters come from sales or the function they hire for. Hiring track record matters more.

Every question, in one place

More job descriptions

Next step

See it against your own setup

Book a demo Back to Job description templates

Book a demo

See HRMagix run on your own payroll month

Book a demo See pricing

14-day free trial · Full access to all 12 modules · Zero implementation fee · Cancel anytime

Keep exploring

Where to go next

What the role is for

Recruiters may cover one function, such as technology or sales, or hire across the company. Volume and seniority mix decide which profile you need.

Key responsibilities

Hold intake meetings with hiring managers to agree the role profile, must-have skills and interview plan.

Write and publish job postings on job boards, the careers page and social channels.

Source candidates through databases, referrals, LinkedIn and direct approach.

Screen CVs and conduct first-round calls on experience, notice period and expectations.

Schedule interviews and collect structured feedback promptly.

Keep the applicant tracking system or hiring tracker current at every stage.

Prepare offers within approved bands and negotiate with candidates.

Initiate background verification and manage candidates through the notice period until joining.

Manage recruitment agencies: briefs, terms and quality of submissions.

Report on pipeline, time to hire, offer acceptance and source effectiveness.

Skills and qualifications

Graduate in any discipline; HR qualification useful but not essential.

Experience hiring for the functions or levels in scope.

Sourcing skills on job portals and professional networks.

Clear, persuasive communication and the ability to handle rejection on both sides.

Organisation across many open roles at once.

Comfort with an ATS or structured spreadsheet tracker.

Recruiter [Company] | [Location] | Full-time About us [Two or three sentences about the company and its growth.] About the role You will hire for [functions / levels], around [number] roles a month, reporting to [Reporting to]. What you will do - Agree role profiles and interview plans with hiring managers - Write and publish job postings - Source candidates through portals, referrals and direct approach - Screen candidates and coordinate interviews - Make and negotiate offers within approved ranges - Manage candidates through to joining - Manage recruitment agencies - Track and report hiring metrics What you will bring - Graduate in any discipline - [Experience range] in recruitment for [functions / levels] - Strong sourcing and communication skills - Experience with an ATS or hiring tracker How to apply Send your CV to [Email] with the subject line "Recruiter: [Location]".