Salary for internal recruiter

Average salary

2500 £

Basic salary	1500 £
Maximum Wage	4200 £

1500 £
Lowest

2850 £
Average

4200 £
Highest

internal recruiter - How much money do you make working at this position?

The average salary for the internal recruiter position is 2500 £

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CLEARLINE RECRUITMENT	7000 £
OCTOPUS COMPUTER ASSOCIATES	6400 £
SIMON LINCOLN RECRUITMENT SOLUTIONS	4166 £
HARTLEY RESOURCING Based on 3 job offers	4166 £
TIGER RECRUITMENT Based on 4 job offers	4166 £
CARIBOU	4166 £
ASHDOWN GROUP Based on 3 job offers	3750 £
JAMES GRAY ASSOCIATES Based on 2 job offers	3750 £
RECRUITMENT RESOLUTION	3750 £
THE ONE UK GROUP Based on 20 job offers	3750 £

Salary in companies

CLEARLINE RECRUITMENT	7000 £	1500 £ 7000 £
OCTOPUS COMPUTER ASSOCIATES	6400 £	1500 £ 7000 £
SIMON LINCOLN RECRUITMENT SOLUTIONS	4166 £	1500 £ 7000 £
HARTLEY RESOURCING	4166 £	1500 £ 7000 £
TIGER RECRUITMENT	4166 £	1500 £ 7000 £
CARIBOU	4166 £	1500 £ 7000 £
ASHDOWN GROUP	3750 £	1500 £ 7000 £
JAMES GRAY ASSOCIATES	3750 £	1500 £ 7000 £
RECRUITMENT RESOLUTION	3750 £	1500 £ 7000 £
THE ONE UK GROUP	3750 £	1500 £ 7000 £

Comment on the job position of internal recruiter

Requirements

previous recruitment experience is essential, ideally recruiting into Technology
experience of candidate management; active and passive candidate markets
experience of using LinkedIn Recruiter and other sourcing tools and platforms
strong organisational and administration skills
experience with applicant tracking systems
excellent project management skills and communication skills
for more information, please contact Jamie Watson at Clearline Recruitment
IT Recruitment
recruiters
recruitment
technology
manufacturing Environment
recruitment Process
talent Acquisition
talent Management
at least 5 years’ experience in the could native sector
data driven and a natural interest in tracking data for reporting purposes
experience working in start-up’s or smaller businesses
highly organised, energetic, hands-on and thrives in a fast-paced environment
able to work to tight deadlines and prioritise workload using initiative

Responsibility

manage the relationship with external candidates on high volume recruitment campaigns
support with the administration around on-boarding, background checks, and contract generation
experience and use of creative search methods such as niche/industry web sites, social networking, and LinkedIn to identify qualified candidates
proven experience and ability to headhunt passive and semi-passive candidates
act as liaison with employment agencies when necessary
develop and implement other creative recruiting strategies for attracting candidates on a proactive basis
responsible for the candidate's experience from initial contact to hire and finally to their start date
understand the business technology, product and culture in order to sell the company to prospective candidates
job advertising and postings - enhancing job descriptions, rewriting postings for internal and external use,providing specifications to external agencies, support continuous improvement as it relates to materials forinterviews/develop, drive, and manage strong relationships with hiring managers to ensure successfulplacements
continuous and consistent resourcing of candidates in line with best practice
to make verbal offers of employment and support the on boarding process e.g. assessments, contracts and background checks
regularly manage the tracking of candidates
to communicate with C-level candidates positively and effectively throughout the recruitment process. This would also include conducting preliminary interviews via phone or video
direct sourcing and pipelining talent at all levels; including sourcing, advertising, interviews, negotiation and offer process
providing support, guidance, and advice to internal hiring managers and stakeholders within the business, on all Recruitment and Talent matters
genuinely care about the employee and candidate experience, ensuring a smooth, positive, and timely experience for all applicants
clear understanding of GDPR, ETW and compliance regulations
working closely with relevant areas of the business to understand recruitment needs, and to redesign and/or add value to the existing recruitment structure
deliver an excellent onboarding and offboarding experience to team members, acting as the point of contact for employees first days in the company
partner with the team: Work hand-in-hand with hiring managers to deeply understand their needs and provide insights that share the future of Caribou's teams

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