Recruiter Salary in Denver, Colorado
Salary Distribution
BLS 2024Median Recruiter in Denver, CO
Compensation Breakdown
BLS 2024How This Compares
Cost of living in Denver is 22% above the national average. Salary of $37 here is equivalent to $30 nationally.
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via FREDFed Funds Rate
Mar 2026
Inflation (CPI)
year-over-year
National Unemployment
Mar 2026
Colorado Unemployment
Dec 2025
Avg Hourly Earnings
all private workers
10yr Treasury
Apr 2026
Source: St. Louis Fed (FRED). Updated daily.
Recruiter Salaries by City
Compare all US cities →Frequently Asked Questions
What is the average Recruiter salary in Denver?
The median Recruiter salary in Denver is $37 per year, with a range from $27 at the 25th percentile to $50 at the 75th percentile. Total compensation including bonuses typically runs higher — see the breakdown above for the full picture.
How does Recruiter pay in Denver compare to the national average?
Recruiter salaries in Denver are 100% below the national median of $67,650. After adjusting for Denver's cost of living, the purchasing power of that salary is equivalent to roughly $30 nationally — which is the number that actually matters when comparing offers across cities.
What factors affect Recruiter salaries in Denver?
In Denver, the biggest drivers are years of experience, company size, and industry vertical. Entry-level Recruiter roles start around $22, while senior and staff-level positions at larger employers can reach $61 or above. Specialized skills and in-demand tools can also meaningfully shift where you land in the range.
Is Denver a good place for Recruiter jobs?
Denver offers a Recruiter median of $37, which is 100% below the US median of $67,650. Whether that makes it a good market depends on your personal cost-of-living equation — Denver is 22% more expensive than the national average, so factor that into your math.
How do I negotiate a higher Recruiter salary?
Start with the data on this page: the 75th percentile for Recruiter in Denver is $50, which is a defensible anchor for a negotiation. Come in with a specific number backed by real market data — not a range — and reference your experience tier. If you're above the median, ask for the 75th percentile. If you're already at the 75th, push for total comp improvements like equity or bonus instead.