device performance—powering smaller, faster, and more energy-efficient electronics. We bring together top scientific and engineering talent to develop a breakthrough, high-throughput Atomic Force Microscopy (AFM)–based m…
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.
40
Open roles today
$26–$63/hr
Typical pay range
$88k
Median, full-time
3
Fresh in this list
No email, no resume, no sign-up. Save any listing below and you start anonymously.
You're signed in. Saving a listing drops it straight into your pipeline.
01
Open talent acquisition specialist roles
7 shown of 40 · 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,…
What you’ll need to succeed as a Senior Specialist, Payroll at XPO Minimum qualifications : ~2 years of experience processing high-volume, multi-state payrolls across multiple legal entities ~ Strong knowledge of payroll…
$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…
the business the individual may be required to do other duties and special projects as assigned by the General Manager. GENERATING TALENT Hires the best people available from inside and outside the hotel. Hires for talen…
Reports to: Director of Business Operations Location: Hybrid; local to Portland, OR, Redmond, OR, or Mazama, WA Status: Exempt; Full-time 1.0 FTE; Year-round Salary: $45,000 - $55,000 Anticipated Start Date: Mid-December…
Job Title: HR Manager Location: Portland, OR (In Office) Reports To: CEO & VP of Services About the Role We're looking for an HR Manager to own core HR operations and help scale our people practices across a growing, mul…
02
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.
03
What employers ask for
The skills these listings keep naming
Sourcing strategyEmployer brandingATS and CRM toolsTalent market researchStructured interviewingRecruiting analyticsCandidate experience designStakeholder partnership
04
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.
05
Resume tips that move the needle
For talent acquisition specialists specifically — generic advice costs you here
01
Show funnel results, such as improved pass-through rates or source-of-hire shifts, not just requisitions closed.
02
Include an employer branding artifact you shipped, like a careers page revamp or a candidate content series, with its effect.
03
Quantify pipeline building: talent community size, response rates on outreach, or hires from nurtured pools.
04
Name your stack — ATS, CRM, sourcing tools like LinkedIn Recruiter or Gem — since TA work is tool-heavy.
05
Call out roles or markets where you developed real sourcing depth, such as engineering, healthcare, or hourly hiring.
06
Where this role goes
Typical progression
01
Recruiting Coordinator
02
Talent Acquisition Specialist
03
Senior Talent Acquisition Specialist
04
Talent Acquisition Manager
05
Head of Talent
Ten quiet minutes a day
Applying for talent acquisition specialist jobs in Portland?
Robbi carries this page into your first day: your role, your city, your shift preference. Then it hands you a few small things each morning and keeps the pipeline honest.
Save what looks right here, then let Robbi hand you a few small things each morning and keep the follow-ups honest.
Start with this search
No email, no resume, no sign-up.
Open your tracker
Everything you saved is already there.