$800 - $2,000 per week
Work From Home Truck Driver Recruiter – Earn $800–$2,000+/Week – Leads & Ad Support Provided Location: 100% Remote – Work from anywhere Schedule: Flexible Inquire about our hire own bonus About the Role: Are you a motiva…
Human Resources · Portland, OR
Talent Acquisition Specialist jobs in Portland, OR
Talent acquisition specialists focus on the hiring pipeline. They build sourcing strategies, manage employer branding, and improve how a company attracts and lands the candidates it needs.
27
Open roles today
$26–$63/hr
Typical pay range
$88k
Median, full-time
3
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Open talent acquisition specialist roles
11 shown of 27 · sorted by freshness
$16.8 - $18 per hour
members on photo department operations and services to ensure adequate coverage and operational continuity during times when the Photo Specialist is not scheduled. • Follows company policies, asset protection standards,…
DescriptionAt HDR, our employee-owners are fully engaged in creating a welcoming environment where each of us is valued and respected, a place where everyone is empowered to bring their authentic selves and novel ideas t…
$71k
End Factory Farming What would it mean to dedicate your time, talent, and energy to creating a more just and sustainable food system... .... We’re seeking a passionate and experienced Campaign Specialist to join our team…
This position is remote in the Portland, Oregon area. Will work with our Regional Sales Team member to support our Customers branded locations (gas/convenience stores) Desired Skills & Qualifications The ideal candidate…
Recruitment and Outreach Manager Empower the Next Generation to End Factory Farming What would it mean to dedicate your time, talent, and energy to creating a more just and sustainable food system? New Roots Institute is…
related field, or equivalent related work experience ~5 years of progressive experience in Human Resources, business operations, talent, learning and development, organizational effectiveness, change management, employee…
Mountain Ltd. has an opening for a Permitting/Joint Use Specialist to work remotely, supporting PST time! Job Description Key responsibilities include: Developing strategies for railroad and state DOT crossings, bridge p…
Sign-on bonus Available! Mental Health Specialist QMHP, Not Licensed: $7,500.00 Mental Health Specialist LPC/LMFT/ LCSW Licensed: $10,000.00 Working Title: Crisis Mental Health Specialist Program: Crisis- Mobile Report t…
Our client, a well-established organization has an opening for a HR Business Partner onsite in the NE Portland area. This is an ideal role for someone looking to join a well-established organization with a great leadersh…
$49.88k - $62.35k
Let’s do great things, together! About Moda Founded in Oregon in 1955, Moda is proud to be a company of real people committed to quality. Today, like then, we’re focused on building a better future for healthcare. That s…
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What talent acquisition specialists earn in Portland
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $26–$36 | $55k–$75k |
| Mid level | $36–$49 | $75k–$101k |
| Senior | $47–$63 | $97k–$132k |
Adjusted for the Portland market from national ranges.
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What employers ask for
The skills these listings keep naming
Sourcing strategyEmployer brandingATS and CRM toolsTalent market researchStructured interviewingRecruiting analyticsCandidate experience designStakeholder partnership
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Interview questions worth rehearsing
With the thing the interviewer is actually listening for
How is talent acquisition different from recruiting?
Frame TA as the longer game — pipelines, branding, and workforce planning — while recruiting fills today's openings. Show you operate at both levels.
How would you build a pipeline for a role we hire repeatedly?
Describe an evergreen approach: talent communities, nurture campaigns, past-candidate re-engagement, and a source-of-hire analysis to invest where hires come from.
What have you done to improve employer brand?
Give concrete work — careers page content, review-site responses, hiring-manager interview training — and a signal that it moved, like more inbound applicants.
Which recruiting metrics do you use to improve the funnel?
Go beyond time to fill: pass-through rates by stage, source quality, and candidate NPS, with one example of a funnel fix the data prompted.
How do you approach diversity in your sourcing strategy?
Talk about widening where you look, structured criteria to keep evaluation fair, and measuring pipeline composition by stage rather than quotas at offer.
Tell me about a hard search you turned around.
Explain what was failing — the pitch, the channel, the requirements — what you changed, and the eventual hire. Show diagnosis, not just effort.
How do you partner with hiring managers who are new to interviewing?
Describe running real intake sessions, building scorecards together, and coaching on interview technique so the loop evaluates consistently.
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Resume tips that move the needle
For talent acquisition specialists specifically — generic advice costs you here
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Show funnel results, such as improved pass-through rates or source-of-hire shifts, not just requisitions closed.
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Include an employer branding artifact you shipped, like a careers page revamp or a candidate content series, with its effect.
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Quantify pipeline building: talent community size, response rates on outreach, or hires from nurtured pools.
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Name your stack — ATS, CRM, sourcing tools like LinkedIn Recruiter or Gem — since TA work is tool-heavy.
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Call out roles or markets where you developed real sourcing depth, such as engineering, healthcare, or hourly hiring.
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Where this role goes
Typical progression
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Recruiting Coordinator
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Talent Acquisition Specialist
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Senior Talent Acquisition Specialist
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Talent Acquisition Manager
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Head of Talent
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