Recruitment Incentive Jobs

397,957 open positions · Updated daily

Recruitment Incentive positions are at the forefront of talent acquisition innovation. Companies are tightening their hiring budgets while still needing to attract top recruiters, so they rely on data‑driven incentive plans that directly tie pay to hiring outcomes. This blend of analytics and compensation fuels a surge in demand for specialists who can design and manage incentive structures that drive performance.

Typical jobs include Incentive Compensation Analyst, Recruitment Incentive Manager, and Compensation Consultant. Responsibilities span designing commission tiers in platforms like SAP SuccessFactors and Workday, analyzing recruiting metrics with Tableau, and aligning incentive plans with diversity and inclusion hiring goals. Professionals often work closely with ATS vendors such as Greenhouse and Lever to embed incentive logic into the recruiting workflow.

Salary transparency is crucial for Recruitment Incentive experts because it enables them to benchmark against industry peers, negotiate competitive packages, and demonstrate the tangible value of their incentive designs. Knowing exact pay ranges empowers candidates to assess whether a role matches their experience level and career ambitions, while recruiters can attract the right talent with confidence.

CNC Machinist (1st Shift)

Company: Smiths Group

Location: Irving, TX

Posted Oct 13, 2025

3-7 years of manual machining and CNC setup and operation utilizing conversational programming. Utilize blueprints, sketches, drawings, specifications, or…

Field Service Manager (Bilingual Required - Eng/Span) - MultiPro Property Solutions

Company: Valet Living

Location: Jacksonville, FL

Posted Oct 13, 2025

Manage Contractors: Recruit, onboard, and supervise independent contractors to meet service expectations and quality standards.

CNC Machinist / Operator 2nd or 3rd Shift - Sign On Bonus

Company: Smiths Group

Location: Pasadena, TX

Posted Oct 13, 2025

Can operate a minimum of 2 CNC machine tools. High school diploma or equivalent with a technical school education and working machinist knowledge or equivalent.

GRC Analyst

Company: GameStop

Location: Grapevine, TX

Posted Oct 13, 2025

A bachelor’s degree in cyber security, information technology, or other related field or 2 additional years of job-related experience in IT GRC, information…

Senior Analytics Engineer I

Company: Upside

Location: Austin, TX

Posted Oct 13, 2025

Can independently communicate technical concepts to both engineers and non-technical stakeholders. Familiarity with DevOps practices (e.g., CI/CD for data),…

Senior Lead Data Engineer

Company: Capital One

Location: Chicago, IL

Posted Oct 13, 2025

Collaborate with and across Agile teams to design, develop, test, implement, and support technical solutions in full-stack development tools and technologies.

Marketing Strategist

Company: 1905 New Media

Location: Chicago, IL

Posted Oct 13, 2025

Bachelor’s degree in mass communications, marketing or related field. Advanced knowledge of marketing principles and brand management, including an…

Sr. Software Engineer, Front End / Full-Stack (JavaScript ES6+, Angular, NgRX, AWS Fargate)

Company: Capital One

Location: New York, NY

Posted Oct 13, 2025

Own the technical design and development of cross-functional, multi-platform application systems. 2+ years of experience with open-source state management and…

Distinguished AI Engineer (Agentic AI Platform Infrastructure)

Company: Capital One

Location: New York, NY

Posted Oct 13, 2025

Experience developing and applying state-of-the-art techniques for optimizing training and inference software to improve hardware utilization, latency,…

REGISTERED NURSE CVOR (EXPERIENCE REQUIRED)

Company: The Valley Health System

Location: San Diego, CA

Posted Oct 13, 2025

License/Certification Current RN license in the State of Nevada. An interim RN license must be granted by the Nevada State Board of Nursing.

Senior Project Manager

Company: Cityscape Recruitment Ltd

Location: Philadelphia, PA

Posted Oct 13, 2025

Bachelor's degree in Construction Management, Engineering, Architecture, or related field. Shape exceptional interior spaces while leading high-profile…

Frequently Asked Questions

What are typical salary ranges for Recruitment Incentive roles by seniority?
Entry‑level Incentive Analyst salaries range from $60k–$90k. Mid‑level managers earn $90k–$120k. Senior managers and directors command $120k–$180k, while VP‑level positions often exceed $180k up to $250k, depending on company size and geographic location.
Which skills and certifications are most valuable for a Recruitment Incentive professional?
Key skills include advanced Excel, SQL, and experience with SAP SuccessFactors HCM, Workday Recruiting, and Greenhouse. Data visualization tools like Tableau or Power BI are essential for reporting incentive performance. Certifications such as Certified Compensation Professional (CCP), Certified Incentive Compensation Professional (CICP), SHRM‑CP, and SAP SuccessFactors HCM Certification validate expertise and improve marketability.
Is remote work available for Recruitment Incentive positions?
Yes, over 70% of current listings offer fully remote or hybrid arrangements. Companies typically require a minimum of 3 days per week in the office for collaboration, but many allow full remote work for roles that rely heavily on data analysis and virtual stakeholder engagement.
What career progression paths exist within Recruitment Incentive?
A common trajectory starts with Incentive Analyst, advances to Senior Analyst, then to Manager, Senior Manager, Director of Recruitment Compensation, and ultimately VP of Talent Acquisition Compensation. Each step adds responsibility for larger incentive budgets, cross‑functional strategy, and executive reporting.
What industry trends are shaping Recruitment Incentive roles today?
Emerging trends include AI‑driven recruiting analytics that predict hiring success, integration of incentive logic directly into ATS workflows, focus on diversity‑incentive programs to meet ESG goals, and the use of blockchain for verifying candidate qualifications. Companies are also shifting toward performance‑based incentive models that reward not only hires but also quality of hire and retention metrics.

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