Are you looking for a chance to make a difference every day? Would you like to work one-on-one with people who experience developmental disabilities? If so, UCP Oregon might have the perfect job for you! At UCP, we get t…
Human Resources · Portland, OR
Recruiter jobs in Portland, OR
Recruiters find and hire candidates for open roles. They source talent, screen applicants, coordinate interviews, and guide both candidates and hiring managers from first contact through accepted offer.
408
Open roles today
$25–$63/hr
Typical pay range
$85k
Median, full-time
2
Fresh in this list
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01
Open recruiter roles
9 shown of 408 · sorted by freshness
$31.25 - $36 per hour
Experience Are you passionate about connecting great talent with meaningful careers? Do you thrive in a fast-paced environment where recruiting, onboarding, and HR support come together to create an exceptional employee…
$23 per hour
additional protected privacy information please visit: Privacy Policy | Charlie's Produce (charliesproduce.com) Charlie's Produce is an Equal Opportunity Employer Visit our Employment Page for more details or to view our…
functions of the position, and/or to receive all other benefits and privileges of employment, please call (***) ***-**** or email recruiting@ sonepar-us.com . EEO is the Law Applicants and employees are protected under F…
Customer Experience Coordinator (Remote) We are looking for a motivated and customer-focused Customer Experience Coordinator to join our growing remote team. In this role, you will support clients by coordinating service…
Job Summary In addition to the responsibilities listed above, this position is also responsible for providing classroom, web-based, and one-on-one training to technical staff; leveraging advanced knowledge of products, o…
$68.25k - $78.75k
Title: Peer Support Specialist Supervisor Location: River House - 211 SE Caruthers Portland, OR 97214 Schedule: This is an In-person position, Monday through Friday, 8:30am - 5:00pm Wage Range: $68,250.00 - $78,750.00 Ex…
$22 - $26 per hour
standard ranges and clear speaking ability PJA is an Equal Opportunity Employer - Portland Jewish Academy (PJA) is committed to recruiting, hiring, developing, compensating, and promoting the best-qualified individuals f…
Description What we need: This role supports the Registered Financial Services Sales Representative’s business with day-to-day administrative assistance while enhancing the service experience of clients*. *This role requ…
02
What recruiters earn in Portland
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $25–$35 | $53k–$72k |
| Mid level | $35–$48 | $72k–$99k |
| Senior | $45–$63 | $94k–$132k |
Adjusted for the Portland market from national ranges.
03
What employers ask for
The skills these listings keep naming
Candidate sourcingLinkedIn RecruiterATS (Greenhouse, Lever)Interviewing and screeningOffer negotiationHiring manager partnershipPipeline metricsCandidate experienceBoolean search
04
Interview questions worth rehearsing
With the thing the interviewer is actually listening for
Walk me through how you fill a role from intake to offer.
Show a structured process: a real intake conversation, a sourcing plan, calibrated screening, tight scheduling, and a managed offer stage. Mention typical timelines.
How do you source candidates for a hard-to-fill role?
Go beyond job posts: Boolean and X-ray search, communities, referrals, and re-engaging past candidates. Give an example of a creative find that closed.
What are your recruiting metrics?
Know your numbers: requisitions carried, time to fill, pass-through rates, and offer acceptance. Explain what you changed when a metric lagged.
How do you handle a hiring manager with unrealistic expectations?
Describe using market data — comp benchmarks, pipeline evidence — to recalibrate, and proposing tradeoffs between requirements, budget, and speed.
Tell me about an offer you almost lost and how you saved it.
Show that you understood the candidate's real motivators early, pre-closed before the formal offer, and moved fast when a competing offer appeared.
How do you keep candidates warm during a slow process?
Talk about honest, proactive communication on cadence, sharing what you can about timing, and never letting a candidate learn about delays from silence.
How do you reduce bias in your screening process?
Mention structured interviews, consistent scorecards, and skills-based criteria set at intake, rather than gut feel and resume pattern-matching.
05
Resume tips that move the needle
For recruiters specifically — generic advice costs you here
01
Lead with hires per year and the role types you filled; volume plus difficulty is the core signal.
02
Include time-to-fill and offer-acceptance numbers against team or industry baselines.
03
Name your ATS and sourcing stack precisely, since agencies and in-house teams both screen for tool fluency.
04
Distinguish agency versus in-house experience clearly; hiring teams weigh them differently.
05
Show one sourcing win in a niche market, describing how you found and closed a candidate others could not.
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Where this role goes
Typical progression
01
Recruiting Coordinator
02
Recruiter
03
Senior Recruiter
04
Recruiting Manager
05
Director of Talent Acquisition
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