Recruiter Salary in USA 2025
Agency vs corporate vs contract compensation models
Average Corporate Recruiter Base Salary
How Much Do Recruiters Earn in 2025?
Recruiters are talent acquisition professionals who source, screen, interview, and hire candidates for organizations. They work in corporate HR departments, staffing agencies, or as independent contractors, connecting employers with qualified talent.
2025 recruiter salaries vary dramatically by employment model: Corporate recruiters earn $55,000–$85,000 base salary with modest bonuses, while agency recruiters earn $45,000–$70,000 base plus commission ($80,000–$150,000+ OTE for top performers). Technical recruiters command premiums of $75,000–$120,000.
Compensation structure matters as much as total pay: Agency roles offer unlimited earning potential with high-pressure environments, while corporate roles provide stability with capped upside. Executive recruiters and those specializing in tech, healthcare, or finance earn significant premiums. For context, see the average salary in the US.
Recruiter Salary Snapshot
| Metric | Value |
|---|---|
| Corporate Recruiter (base) | $55,000–$85,000 |
| Agency Recruiter (base) | $45,000–$70,000 |
| Agency Recruiter (OTE) | $80,000–$150,000+ |
| Technical Recruiter | $75,000–$120,000 |
| Recruitment Coordinator | $40,000–$55,000 |
| TA Manager | $100,000–$150,000 |
| Hourly (Contract) | $30–$75/hour |
Use our salary calculator to convert hourly rates.
Agency vs. Corporate vs. Contract: Compensation Comparison
| Factor | Corporate | Agency | Contract |
|---|---|---|---|
| Base Salary | $55K–$85K | $45K–$70K | $30–$75/hr |
| Commission/Bonus | 5–15% | 15–40% of fees | None |
| OTE (Total Comp) | $60K–$100K | $80K–$200K+ | $60K–$150K |
| Benefits | Full | Varies | None/limited |
| Income Stability | High | Variable | Project-based |
| Earning Ceiling | Capped | Unlimited | Hourly cap |
Corporate/In-House Recruiter
Base Salary: $55,000–$85,000
Bonus: 5–15% annual bonus based on hires, time-to-fill, quality metrics
Total Compensation: $60,000–$100,000
Pros: Stable income, full benefits, work-life balance, one employer/culture, career advancement in HR.
Cons: Capped earning potential, may face hiring freezes, limited candidate variety.
Agency/Staffing Recruiter
Base Salary: $45,000–$70,000 (lower base)
Commission: 15–40% of placement fees (fees typically 15–25% of candidate's first-year salary)
OTE (On-Target Earnings): $80,000–$150,000+
Top Performers: $200,000–$500,000+ (executive search, specialized fields)
Pros: Unlimited earning potential, entrepreneurial environment, diverse clients/industries.
Cons: High pressure, income volatility, long hours, competitive environment.
Contract/Freelance Recruiter
Hourly Rate: $30–$75/hour ($50–$100/hour for specialized)
Annual Equivalent: $60,000–$150,000 (depending on utilization)
Pros: Flexibility, variety, higher hourly rates, no office politics.
Cons: No benefits, inconsistent work, self-employment taxes, client acquisition.
Recruiter Salary by Specialization
| Specialization | Salary Range | Premium vs General |
|---|---|---|
| Executive Recruiter | $100K–$200K+ (OTE) | +50–100% |
| Technical/IT Recruiter | $75K–$120K | +25–40% |
| Healthcare Recruiter | $65K–$100K | +15–25% |
| Finance Recruiter | $70K–$110K | +20–35% |
| Legal Recruiter | $70K–$110K | +20–35% |
| General/Volume Recruiter | $50K–$75K | Baseline |
Technical/IT Recruiter (Highest Demand)
Salary: $75,000–$120,000 (+25–40% premium)
Recruits software engineers, data scientists, DevOps, and tech roles. Requires understanding of technical skills, programming languages, and tech industry. High demand in Silicon Valley, Seattle, Austin, NYC.
Executive Recruiter
Salary: $100,000–$200,000+ OTE
Recruits C-suite, VP, Director-level executives. Higher fees (25–33% of first-year comp), longer search cycles. Requires extensive network, executive presence, discretion.
Healthcare Recruiter
Salary: $65,000–$100,000
Recruits nurses, physicians, allied health professionals. Stable demand due to healthcare worker shortages. Requires understanding of credentials, licensing, compliance.
Recruiter Salary by Experience Level
| Experience Level | Corporate Base | Agency OTE |
|---|---|---|
| Coordinator (0–1 yr) | $40K–$55K | $50K–$70K |
| Junior Recruiter (1–3 yrs) | $50K–$65K | $60K–$100K |
| Recruiter (3–5 yrs) | $60K–$80K | $80K–$130K |
| Senior Recruiter (5–8 yrs) | $75K–$100K | $100K–$175K |
| Lead/Principal (8+ yrs) | $90K–$120K | $150K–$250K+ |
Recruitment Coordinator (Entry Point)
Salary: $40,000–$55,000
Focus: Scheduling interviews, candidate communication, ATS management, administrative support.
Senior Recruiter (5–8 Years)
Corporate: $75,000–$100,000
Agency OTE: $100,000–$175,000
Focus: Full-cycle recruiting, client management, strategy, mentoring juniors.
Recruiter Salary by Location
| Location | Corporate Range | Premium vs National |
|---|---|---|
| San Francisco, CA | $80K–$120K | +35–45% |
| New York, NY | $75K–$110K | +30–40% |
| Seattle, WA | $70K–$100K | +20–30% |
| Austin, TX | $60K–$90K | +10–20% |
| Chicago, IL | $60K–$85K | +5–15% |
| National Average | $55K–$85K | Baseline |
Remote Work Impact
Recruiting is highly remote-friendly—70%+ of corporate recruiting roles offer remote or hybrid options. Agency recruiting has more in-office expectations for team collaboration. Some companies pay location-adjusted rates, while others offer flat national salaries. See our remote job salary guide.
How to Increase Your Recruiter Salary
Specialize in High-Value Verticals
Technical recruiters earn $75K–$120K versus general $50K–$75K (+40–60%).
Move to Agency (If Commission-Motivated)
Agency OTE $80K–$150K+ versus corporate base $55K–$85K. Top performers earn $200K+.
Target Tech Companies
Tech company recruiters earn $75K–$120K base (before equity) versus non-tech $55K–$85K.
Relocate to Tech Hubs
SF/NYC pay $75K–$120K versus national $55K–$85K (+30–45%).
Progress to Management
TA Managers earn $100K–$150K, TA Directors $130K–$180K.
Develop Technical Knowledge
Understanding coding, tech stacks, and engineering roles commands premiums.
See our salary negotiation guide for strategies.
Career Path and Related Roles
| Career Stage | Position | Salary Range |
|---|---|---|
| Entry | Recruiting Coordinator | $40K–$55K |
| Junior | Recruiter | $50K–$70K |
| Mid | Senior Recruiter | $75K–$100K |
| Senior | Lead Recruiter/Principal | $90K–$130K |
| Management | TA Manager | $100K–$150K |
| Leadership | TA Director/VP | $150K–$250K |
Related Roles
HR Manager: $80,000–$120,000
HR Business Partner: $90,000–$130,000
People Operations: $70,000–$110,000
Frequently Asked Questions
What is the average recruiter salary in 2025?
Corporate recruiters earn $55,000–$85,000 base salary. Agency recruiters earn $45,000–$70,000 base plus commission, with OTE of $80,000–$150,000+. Technical recruiters earn $75,000–$120,000. Senior recruiters and managers earn $90,000–$150,000.
Do agency recruiters make more than corporate recruiters?
Potentially much more. Corporate recruiters earn $55K–$85K base with 5–15% bonus ($60K–$100K total). Agency recruiters have lower base ($45K–$70K) but commission-based earnings can reach $80K–$200K+ OTE. Top agency recruiters earn $200K–$500K+, far exceeding corporate ceilings.
Can recruiters make $100K?
Yes, commonly. Senior corporate recruiters earn $75K–$100K base. Agency recruiters regularly exceed $100K OTE with commission. Technical recruiters earn $75K–$120K. TA Managers earn $100K–$150K. Executive recruiters earn $100K–$200K+ OTE. See jobs that pay $100K.
What type of recruiter makes the most money?
Executive recruiters ($100K–$200K+ OTE), technical recruiters ($75K–$120K), and finance/legal recruiters ($70K–$110K) earn the highest. Agency recruiters in specialized fields with strong commission structures have the highest earning ceilings, with top performers earning $200K–$500K+.
Is recruiting a good career in 2025?
Yes, with caveats. Strong demand in tech and healthcare sectors. Corporate recruiting offers stability and work-life balance. Agency recruiting offers unlimited earning potential but high pressure. AI tools are changing sourcing workflows, but relationship-building and assessment skills remain valuable. Best for people-oriented professionals who enjoy sales-adjacent work.