Recruiting Manager Jobs in California
Recruiting Manager jobs in California are among the most active in the country, with strong demand concentrated in technology, entertainment, healthcare, and financial services and openings at every level from coordinator-track to senior talent acquisition leader. The heaviest hiring is in the San Francisco Bay Area, Los Angeles, and San Diego, where companies like Apple, Kaiser Permanente, and Wells Fargo consistently staff recruiting teams. High-volume hiring, executive search, and diversity recruiting are the most sought-after specializations across the state. Find a role that fits below and apply directly.
Find Recruiting Manager JobsOverview
Open roles229+
Top employerTikTok
Top citySan Francisco, CA
Cities hiring78
Work type56% On-site
Top industryTechnology
Showing 5 of 229+ Recruiting Manager jobs
Senior Director, Talent Acquisition
We won't show you this job again
New 5h ago
Heritage Grocers Group, LLC
Senior Director, Talent Acquisition
Ontario, California
New 5h ago
Talent Acquisition & HR Specialist
We won't show you this job again
New 5h ago
Terra-Gen Operating Company LLC
Talent Acquisition & HR Specialist
La Jolla, California
New 5h ago
Talent Acquisition Operations Specialist
We won't show you this job again
New 6h ago
AAA Auto Club Enterprises
Talent Acquisition Operations Specialist
Costa Mesa, California
New 6h ago
Vice President, Talent Acquisition
We won't show you this job again
New 7h ago
Intuitive (Intuitive Surgical)
Vice President, Talent Acquisition
Sunnyvale, California
New 7h ago
Manager, Talent Acquisition Operations & Enablement
We won't show you this job again
New 8h ago
DigitalOcean
Manager, Talent Acquisition Operations & Enablement
San Francisco, California
New 8h ago
New 5h ago
Senior Director, Talent Acquisition
Heritage Grocers Group, LLC·Ontario, California
Job functions:
$120k - $170k/yr
Bachelor's degree in business administration
Job Description
At Heritage Grocers Group, LLC, how we work is defined by shared values that include absolute integrity, respect, and collaboration. But it's more than that, it's smart and highly driven people united in purpose to serve one another.
Bring your energy and unique perspective and you'll have the opportunity to grow with us professionally, personally, and financially. You'll be part of a team that genuinely cares about helping you succeed, and you'll work alongside talented colleagues, while making a difference in our communities.
POSITION SUMMARY:
The Senior Director, Talent Acquisition is responsible for leading the organization's talent acquisition strategy and ensuring the company attracts, selects, and hires high-performing talent to support current and future business needs. This role serves as a strategic advisor to executive leadership, HR Business Partners, and hiring leaders, translating business priorities and workforce needs into comprehensive, scalable talent acquisition strategies.
The Senior Director provides leadership and direction to the Talent Acquisition function, including recruitment strategy, workforce planning, talent sourcing, employer brand, candidate experience, recruiting operations, new location staffing, internship and early career programs, and external recruiting partnerships. This position establishes talent acquisition standards, processes, metrics, and governance while continuously improving the effectiveness, efficiency, and quality of recruiting practices.
Operating in a fast-paced, multi-site and multi-state environment, the Senior Director will balance long-term talent strategy with the ability to lead critical staffing initiatives, executive and specialized searches, and high-volume hiring programs. The role is accountable for developing a high-performing Talent Acquisition team and building sustainable talent pipelines that support the organization's continued growth.
ESSENTIAL DUTIES AND RESPONSIBILITIES:
The essential duties and responsibilities of this position include, but are not limited to, the following:
The essential duties and responsibilities of this position include, but are not limited to, the following:
Talent Acquisition Strategy & Leadership
- Develop and execute the organization's enterprise talent acquisition strategy in alignment with business objectives, workforce plans, and organizational growth priorities.
- Serve as a strategic talent advisor to executive leadership, HR Business Partners, and senior hiring leaders regarding workforce needs, talent availability, recruiting strategies, organizational capabilities, and external labor market conditions.
- Translate current and future business needs into short- and long-term talent acquisition strategies that strengthen organizational capability and maintain a sustainable pipeline of talent.
- Establish and continuously evolve recruiting standards, policies, processes, service delivery models, and governance to drive consistency, efficiency, compliance, and an exceptional candidate and hiring-manager experience.
- Monitor external talent trends, competitive practices, labor-market conditions, and emerging recruiting technologies to identify risks and opportunities and recommend appropriate talent strategies.
- Provide strategic leadership for talent acquisition across corporate offices, distribution centers, retail operations, and other business functions and locations.
Team Leadership
- Lead, coach, develop, and mentor the Talent Acquisition team, establishing clear expectations, performance standards, goals, and accountability.
- Establish Talent Coordinator productivity and effectiveness standards and use data to evaluate individual and team performance.
- Provide ongoing coaching, performance feedback, and professional development while addressing performance concerns in accordance with company policies.
- Foster a collaborative, results-oriented culture focused on business partnership, accountability, continuous improvement, and service excellence.
Workforce Planning
- Partner with business and HR leadership to anticipate workforce requirements, identify critical skill gaps, and develop proactive recruiting and talent pipeline strategies.
- Develop comprehensive sourcing strategies for critical, difficult-to-fill, high-volume, specialized, and leadership positions.
- Build and maintain strategic talent pipelines and professional networks to reduce dependency on reactive recruiting and improve organizational readiness.
- Leverage talent intelligence, labor-market data, competitive insights, and recruiting analytics to guide workforce and sourcing decisions.
- Establish strategies to identify and engage passive talent through professional networks, social media, direct sourcing, resume databases, industry associations, community partnerships, referral programs, and other innovative sourcing channels.
Recruiting Operations & Execution
- Provide strategic oversight of full-cycle recruiting processes, including workforce planning, intake, sourcing, screening, assessment, interviewing, candidate selection, offer development, negotiation, pre-employment activities, and onboarding.
- Personally lead or provide strategic oversight for executive, leadership, confidential, highly specialized, and other business-critical searches as appropriate.
- Establish service-level expectations and scalable recruiting processes that effectively support high-volume and professional hiring while maintaining quality and candidate experience.
- Ensure recruiting practices provide consistent, high-touch engagement and effective communication throughout the candidate lifecycle.
- Coach executives and hiring leaders on effective recruitment, interviewing, candidate assessment, selection, and closing strategies.
- Partner with Compensation and HR leadership to develop competitive and internally equitable employment offers, considering market data, internal equity, experience, and organizational practices.
- Identify opportunities to streamline recruiting processes and improve speed, quality, scalability, and cost effectiveness.
Multi-Site Growth & Talent Programs
- Develop and oversee comprehensive staffing strategies for new stores, distribution centers, offices, expansions, and other business growth initiatives.
- Provide executive oversight for high-volume hiring initiatives and hiring events, ensuring appropriate workforce forecasting, staffing plans, recruiting resources, timelines, and execution.
- Lead the strategy and ongoing development of the company's internship and early career programs to strengthen future talent pipelines.
- Develop community, educational, professional, and industry partnerships that expand the organization's access to talent.
- Establish scalable recruiting approaches capable of supporting expansion into new geographic markets and business areas.
- Develop and oversee the strategy for external recruiting agencies, executive search firms, recruitment vendors, technology partners, and other external talent resources.
- Evaluate opportunities to reduce external recruiting costs through stronger internal sourcing capability and proactive talent pipelines.
Analytics, Technology & Continuous Improvement
- Establish and monitor key talent acquisition metrics and dashboards, including time to fill, time to hire, quality of hire, source effectiveness, candidate conversion, offer acceptance, recruiter productivity, hiring-manager satisfaction, candidate experience, and recruiting costs.
- Analyze recruiting data and trends to identify risks, opportunities, performance gaps, and process improvements and regularly communicate insights and recommendations to HR and business leadership.
- Ensure accurate and timely reporting of talent acquisition activity and workforce staffing metrics.
- Optimize the use of the ADP Recruiting Management System, LinkedIn Recruiter, HR technology, sourcing platforms, and other recruiting tools to improve productivity and decision-making.
- Evaluate emerging recruiting technology, including automation and artificial intelligence capabilities, and recommend solutions that improve effectiveness while maintaining appropriate governance and human oversight.
Compliance & Governance
- Ensure talent acquisition processes and practices comply with applicable federal, state, and local employment laws, regulations, company policies, and recordkeeping requirements.
- Maintain appropriate governance over recruiting documentation, applicant records, ATS data, I-9 processes, and related compliance requirements.
- Partner with HR, Legal, and other stakeholders to identify and address recruiting-related compliance risks.
- Ensure hiring leaders and recruiting team members receive appropriate training regarding interviewing, selection, documentation, systems, and employment practices.
- Maintain a thorough working knowledge of company Human Resources policies, procedures, and employment practices.
- Perform other duties and special projects as assigned.
SKILLS AND QUALIFICATIONS:
- Minimum of 8 years of progressive talent acquisition, recruiting, or related Human Resources experience, including at least 5 years leading recruiting teams or talent acquisition functions.
- Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or a related field preferred; equivalent combination of education and progressively responsible experience will be considered.
- Demonstrated experience developing and executing talent acquisition strategies within a complex, multi-site organization.
- Experience supporting multiple organizational levels, including high-volume/hourly, professional, management, senior leadership, and executive positions.
- Retail, grocery, distribution, consumer products, hospitality, or other high-volume/multi-location industry experience strongly preferred.
- Demonstrated experience with workforce planning, proactive sourcing, talent pipeline development, and difficult-to-fill recruitment.
- Proven ability to influence and effectively advise senior and executive leadership on talent strategies and hiring decisions.
- Demonstrated success leading, developing, and building high-performing recruiting teams.
- Experience establishing and using recruiting metrics, analytics, and performance indicators to improve business outcomes.
- Strong business acumen with the ability to understand organizational strategies and translate business objectives into effective talent solutions.
- Strong negotiation, consultation, presentation, and executive communication skills.
- Demonstrated ability to effectively manage competing priorities and lead multiple large-scale talent initiatives simultaneously.
- Strong knowledge of federal, state, and local employment laws and regulations affecting recruiting, interviewing, selection, and hiring.
- Experience with Applicant Tracking Systems, LinkedIn Recruiter, HRIS platforms, sourcing technologies, and recruiting analytics.
- Advanced proficiency with Microsoft Office applications, including Excel, Word, PowerPoint, and Outlook; ADP experience preferred.
- Experience developing, implementing, or enhancing onboarding, internship, early career, or related talent programs.
- Strong judgment, discretion, organizational skills, and attention to detail, with the ability to manage confidential and sensitive information.
- Demonstrated ability to build collaborative relationships and influence across functions, geographic locations, and organizational levels.
- Bilingual and biliterate English/Spanish preferred.
PHYSICAL DEMANDS AND WORK CONDITIONS:
The physical demands and work conditions below represent those that must be met to successfully perform the essential functions of this job. Some requirements may be modified to accommodate individuals with disabilities:
The physical demands and work conditions below represent those that must be met to successfully perform the essential functions of this job. Some requirements may be modified to accommodate individuals with disabilities:
- While performing the duties of this job, the employee is regularly required to sit, stand, and use the hands to handle objects, tools or controls.
- Successful performance requires vision abilities that include close vision and the ability to adjust focus.
- The work environment is that typical of an office.
- Ability to lift up to 15 lbs.
IMPORTANT DISCLAIMER NOTICE
The job duties, elements, responsibilities, skills, functions, experience, educational factors, and the requirements and conditions listed in this job description are representative only and not exhaustive of the tasks that an employee may be required to perform. The Employer reserves the right to revise this job description at any time and to require employees to perform other tasks as circumstances or conditions of its business or the work environment change.
The job duties, elements, responsibilities, skills, functions, experience, educational factors, and the requirements and conditions listed in this job description are representative only and not exhaustive of the tasks that an employee may be required to perform. The Employer reserves the right to revise this job description at any time and to require employees to perform other tasks as circumstances or conditions of its business or the work environment change.
Disclaimer:
Pay Scale $
The pay scale above is a good faith estimate of the salary or hourly wage range that the employer reasonably expects to pay for the position. Within this range, individual pay is determined by multiple factors including, but not limited to, specific skills, relevant work experience, and relevant education and/or training. This information is provided to applicants in accordance with California Labor Code § 432.3 and state and local minimum wage standards.
Compensation: 120K-170K
Heritage Grocers Group, LLC
Senior Director, Talent Acquisition
Ontario, California
New 5h ago
Job functions:
$120k - $170k/yr
Bachelor's degree in business administration
Job Description
At Heritage Grocers Group, LLC, how we work is defined by shared values that include absolute integrity, respect, and collaboration. But it's more than that, it's smart and highly driven people united in purpose to serve one another.
Bring your energy and unique perspective and you'll have the opportunity to grow with us professionally, personally, and financially. You'll be part of a team that genuinely cares about helping you succeed, and you'll work alongside talented colleagues, while making a difference in our communities.
POSITION SUMMARY:
The Senior Director, Talent Acquisition is responsible for leading the organization's talent acquisition strategy and ensuring the company attracts, selects, and hires high-performing talent to support current and future business needs. This role serves as a strategic advisor to executive leadership, HR Business Partners, and hiring leaders, translating business priorities and workforce needs into comprehensive, scalable talent acquisition strategies.
The Senior Director provides leadership and direction to the Talent Acquisition function, including recruitment strategy, workforce planning, talent sourcing, employer brand, candidate experience, recruiting operations, new location staffing, internship and early career programs, and external recruiting partnerships. This position establishes talent acquisition standards, processes, metrics, and governance while continuously improving the effectiveness, efficiency, and quality of recruiting practices.
Operating in a fast-paced, multi-site and multi-state environment, the Senior Director will balance long-term talent strategy with the ability to lead critical staffing initiatives, executive and specialized searches, and high-volume hiring programs. The role is accountable for developing a high-performing Talent Acquisition team and building sustainable talent pipelines that support the organization's continued growth.
ESSENTIAL DUTIES AND RESPONSIBILITIES:
The essential duties and responsibilities of this position include, but are not limited to, the following:
The essential duties and responsibilities of this position include, but are not limited to, the following:
Talent Acquisition Strategy & Leadership
- Develop and execute the organization's enterprise talent acquisition strategy in alignment with business objectives, workforce plans, and organizational growth priorities.
- Serve as a strategic talent advisor to executive leadership, HR Business Partners, and senior hiring leaders regarding workforce needs, talent availability, recruiting strategies, organizational capabilities, and external labor market conditions.
- Translate current and future business needs into short- and long-term talent acquisition strategies that strengthen organizational capability and maintain a sustainable pipeline of talent.
- Establish and continuously evolve recruiting standards, policies, processes, service delivery models, and governance to drive consistency, efficiency, compliance, and an exceptional candidate and hiring-manager experience.
- Monitor external talent trends, competitive practices, labor-market conditions, and emerging recruiting technologies to identify risks and opportunities and recommend appropriate talent strategies.
- Provide strategic leadership for talent acquisition across corporate offices, distribution centers, retail operations, and other business functions and locations.
Team Leadership
- Lead, coach, develop, and mentor the Talent Acquisition team, establishing clear expectations, performance standards, goals, and accountability.
- Establish Talent Coordinator productivity and effectiveness standards and use data to evaluate individual and team performance.
- Provide ongoing coaching, performance feedback, and professional development while addressing performance concerns in accordance with company policies.
- Foster a collaborative, results-oriented culture focused on business partnership, accountability, continuous improvement, and service excellence.
Workforce Planning
- Partner with business and HR leadership to anticipate workforce requirements, identify critical skill gaps, and develop proactive recruiting and talent pipeline strategies.
- Develop comprehensive sourcing strategies for critical, difficult-to-fill, high-volume, specialized, and leadership positions.
- Build and maintain strategic talent pipelines and professional networks to reduce dependency on reactive recruiting and improve organizational readiness.
- Leverage talent intelligence, labor-market data, competitive insights, and recruiting analytics to guide workforce and sourcing decisions.
- Establish strategies to identify and engage passive talent through professional networks, social media, direct sourcing, resume databases, industry associations, community partnerships, referral programs, and other innovative sourcing channels.
Recruiting Operations & Execution
- Provide strategic oversight of full-cycle recruiting processes, including workforce planning, intake, sourcing, screening, assessment, interviewing, candidate selection, offer development, negotiation, pre-employment activities, and onboarding.
- Personally lead or provide strategic oversight for executive, leadership, confidential, highly specialized, and other business-critical searches as appropriate.
- Establish service-level expectations and scalable recruiting processes that effectively support high-volume and professional hiring while maintaining quality and candidate experience.
- Ensure recruiting practices provide consistent, high-touch engagement and effective communication throughout the candidate lifecycle.
- Coach executives and hiring leaders on effective recruitment, interviewing, candidate assessment, selection, and closing strategies.
- Partner with Compensation and HR leadership to develop competitive and internally equitable employment offers, considering market data, internal equity, experience, and organizational practices.
- Identify opportunities to streamline recruiting processes and improve speed, quality, scalability, and cost effectiveness.
Multi-Site Growth & Talent Programs
- Develop and oversee comprehensive staffing strategies for new stores, distribution centers, offices, expansions, and other business growth initiatives.
- Provide executive oversight for high-volume hiring initiatives and hiring events, ensuring appropriate workforce forecasting, staffing plans, recruiting resources, timelines, and execution.
- Lead the strategy and ongoing development of the company's internship and early career programs to strengthen future talent pipelines.
- Develop community, educational, professional, and industry partnerships that expand the organization's access to talent.
- Establish scalable recruiting approaches capable of supporting expansion into new geographic markets and business areas.
- Develop and oversee the strategy for external recruiting agencies, executive search firms, recruitment vendors, technology partners, and other external talent resources.
- Evaluate opportunities to reduce external recruiting costs through stronger internal sourcing capability and proactive talent pipelines.
Analytics, Technology & Continuous Improvement
- Establish and monitor key talent acquisition metrics and dashboards, including time to fill, time to hire, quality of hire, source effectiveness, candidate conversion, offer acceptance, recruiter productivity, hiring-manager satisfaction, candidate experience, and recruiting costs.
- Analyze recruiting data and trends to identify risks, opportunities, performance gaps, and process improvements and regularly communicate insights and recommendations to HR and business leadership.
- Ensure accurate and timely reporting of talent acquisition activity and workforce staffing metrics.
- Optimize the use of the ADP Recruiting Management System, LinkedIn Recruiter, HR technology, sourcing platforms, and other recruiting tools to improve productivity and decision-making.
- Evaluate emerging recruiting technology, including automation and artificial intelligence capabilities, and recommend solutions that improve effectiveness while maintaining appropriate governance and human oversight.
Compliance & Governance
- Ensure talent acquisition processes and practices comply with applicable federal, state, and local employment laws, regulations, company policies, and recordkeeping requirements.
- Maintain appropriate governance over recruiting documentation, applicant records, ATS data, I-9 processes, and related compliance requirements.
- Partner with HR, Legal, and other stakeholders to identify and address recruiting-related compliance risks.
- Ensure hiring leaders and recruiting team members receive appropriate training regarding interviewing, selection, documentation, systems, and employment practices.
- Maintain a thorough working knowledge of company Human Resources policies, procedures, and employment practices.
- Perform other duties and special projects as assigned.
SKILLS AND QUALIFICATIONS:
- Minimum of 8 years of progressive talent acquisition, recruiting, or related Human Resources experience, including at least 5 years leading recruiting teams or talent acquisition functions.
- Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or a related field preferred; equivalent combination of education and progressively responsible experience will be considered.
- Demonstrated experience developing and executing talent acquisition strategies within a complex, multi-site organization.
- Experience supporting multiple organizational levels, including high-volume/hourly, professional, management, senior leadership, and executive positions.
- Retail, grocery, distribution, consumer products, hospitality, or other high-volume/multi-location industry experience strongly preferred.
- Demonstrated experience with workforce planning, proactive sourcing, talent pipeline development, and difficult-to-fill recruitment.
- Proven ability to influence and effectively advise senior and executive leadership on talent strategies and hiring decisions.
- Demonstrated success leading, developing, and building high-performing recruiting teams.
- Experience establishing and using recruiting metrics, analytics, and performance indicators to improve business outcomes.
- Strong business acumen with the ability to understand organizational strategies and translate business objectives into effective talent solutions.
- Strong negotiation, consultation, presentation, and executive communication skills.
- Demonstrated ability to effectively manage competing priorities and lead multiple large-scale talent initiatives simultaneously.
- Strong knowledge of federal, state, and local employment laws and regulations affecting recruiting, interviewing, selection, and hiring.
- Experience with Applicant Tracking Systems, LinkedIn Recruiter, HRIS platforms, sourcing technologies, and recruiting analytics.
- Advanced proficiency with Microsoft Office applications, including Excel, Word, PowerPoint, and Outlook; ADP experience preferred.
- Experience developing, implementing, or enhancing onboarding, internship, early career, or related talent programs.
- Strong judgment, discretion, organizational skills, and attention to detail, with the ability to manage confidential and sensitive information.
- Demonstrated ability to build collaborative relationships and influence across functions, geographic locations, and organizational levels.
- Bilingual and biliterate English/Spanish preferred.
PHYSICAL DEMANDS AND WORK CONDITIONS:
The physical demands and work conditions below represent those that must be met to successfully perform the essential functions of this job. Some requirements may be modified to accommodate individuals with disabilities:
The physical demands and work conditions below represent those that must be met to successfully perform the essential functions of this job. Some requirements may be modified to accommodate individuals with disabilities:
- While performing the duties of this job, the employee is regularly required to sit, stand, and use the hands to handle objects, tools or controls.
- Successful performance requires vision abilities that include close vision and the ability to adjust focus.
- The work environment is that typical of an office.
- Ability to lift up to 15 lbs.
IMPORTANT DISCLAIMER NOTICE
The job duties, elements, responsibilities, skills, functions, experience, educational factors, and the requirements and conditions listed in this job description are representative only and not exhaustive of the tasks that an employee may be required to perform. The Employer reserves the right to revise this job description at any time and to require employees to perform other tasks as circumstances or conditions of its business or the work environment change.
The job duties, elements, responsibilities, skills, functions, experience, educational factors, and the requirements and conditions listed in this job description are representative only and not exhaustive of the tasks that an employee may be required to perform. The Employer reserves the right to revise this job description at any time and to require employees to perform other tasks as circumstances or conditions of its business or the work environment change.
Disclaimer:
Pay Scale $
The pay scale above is a good faith estimate of the salary or hourly wage range that the employer reasonably expects to pay for the position. Within this range, individual pay is determined by multiple factors including, but not limited to, specific skills, relevant work experience, and relevant education and/or training. This information is provided to applicants in accordance with California Labor Code § 432.3 and state and local minimum wage standards.
Compensation: 120K-170K
See All 229+ Recruiting Manager Jobs in California
Find roles in California that match your experience and apply in just a few clicks.
Find Recruiting Manager JobsRecruiting Manager Jobs by City in California
Where California roles are concentrated, by current openings.
Los Angeles
24 jobsSan Jose
22 jobsSan Diego
21 jobsIrvine
10 jobsOntario
6 jobsTustin
5 jobsMilpitas
4 jobsTorrance
4 jobsCosta Mesa
4 jobsFontana
3 jobsFremont
3 jobsLa Jolla
3 jobsPalo Alto
3 jobsFoster City
3 jobsMountain View
3 jobsFresno
2 jobsAnaheim
2 jobsBurbank
2 jobsCarlsbad
2 jobsGlendale
2 jobsSan Mateo
2 jobsSanta Ana
2 jobsEl Segundo
2 jobsLong Beach
2 jobsSacramento
2 jobsSanta Clara
2 jobsCorte Madera
2 jobsBeverly Hills
2 jobsSilicon Valley
2 jobsBrea
1 jobNapa
1 jobTracy
1 jobBrooks
1 jobCarson
1 jobColton
1 jobCovina
1 jobEureka
1 jobGoleta
1 jobMadera
1 jobMarina
1 jobAlameda
1 jobEdwards
1 jobFortuna
1 jobRocklin
1 jobTarzana
1 jobVisalia
1 jobBrisbane
1 jobEl Cajon
1 jobEl Monte
1 jobMonrovia
1 jobPasadena
1 jobStockton
1 jobTemecula
1 jobWestwood
1 jobWhittier
1 jobWoodland
1 jobInglewood
1 jobLa Puente
1 jobSunnyvale
1 jobChatsworth
1 jobEmeryville
1 jobPleasanton
1 jobSan Marcos
1 jobSanta Rosa
1 jobChino Hills
1 jobPalm Desert
1 jobSan Gabriel
1 jobSanta Monica
1 jobMission Hills
1 jobNational City
1 jobRancho Mirage
1 jobSanta Barbara
1 jobFoothill Ranch
1 jobRancho Cordova
1 jobSan Luis Obispo
1 jobWest Sacramento
1 jobCity of Industry
1 jobRecruiting Manager Job Market in California
A snapshot from current California openings, updated as new roles post.
Who's Hiring
- TikTok22
- Providence9
- Intuit4
- Airwallex4
- Robert Half4
Top Industries Hiring
- Technology & Software16
- Consulting & Professional Services6
- Science & Research3
- Staffing & Recruiting3
- Manufacturing2
What California Employers Look For
The qualifications that appear most often in recruiting manager jobs across California.
- Bachelor's degree in human resources, business, or a related field required
- Three or more years of full-cycle recruiting experience at the team or program level
- Demonstrated experience managing or mentoring a team of recruiters or coordinators
- Proficiency with applicant tracking systems such as Workday, Greenhouse, or iCIMS
- Knowledge of California employment law including CCPA and Fair Chance Act compliance
- PHR, SPHR, or SHRM-CP certification preferred by many California employers
Recruiting Manager Jobs in California: Frequently Asked Questions
How do you become a recruiting manager in California?
Most recruiting managers in California start as recruiters or HR coordinators and move into management after building a strong record in full-cycle hiring. California does not require a state license to work as a recruiting manager, but earning a PHR or SPHR through HRCI, or a SHRM-CP or SHRM-SCP through SHRM, meaningfully strengthens your candidacy. Many employers in the Bay Area and Los Angeles treat those credentials as a differentiator when promoting from within.
How much do recruiting managers make in California?
Recruiting managers in California earn a median of about $170,080 a year, based on May 2025 Bureau of Labor Statistics wage data, ranging from around $96,430 for the lowest 10% to over $307,600 for the top 10%. Pay rises with experience, specialty, and employer.
Which companies hire recruiting managers in California?
Employers hiring recruiting managers in California right now include TikTok, Providence, and Intuit, based on current listings on Migrate Mate as of October 2026. California's concentration of large technology companies, major health systems, and entertainment studios creates sustained demand for experienced recruiting leaders across the state.
Which California cities have the most recruiting manager jobs?
San Francisco, Los Angeles, and San Jose have the most recruiting manager openings in California. The Bay Area leads because of its dense concentration of technology and biotech headquarters, Los Angeles adds volume from entertainment, media, and healthcare employers, and San Diego contributes through its life sciences and defense sectors.
Are there remote recruiting manager jobs in California?
Yes, and more than most fields. About 44% of recruiting manager openings tied to California are remote or hybrid as of October 2026, reflecting how well the coordination and interview-scheduling work of the role translates to distributed teams. Sourcing, initial screening, and stakeholder reporting are the functions most commonly performed fully remotely.
How can I get hired as a recruiting manager in California with little or no experience?
The most realistic path is entering as a recruiting coordinator or sourcer at a large California employer and earning a promotion from within. Companies like Kaiser Permanente, Stanford Health Care, and major Bay Area tech firms run structured coordinator programs where high performers move into manager roles within two to three years. A SHRM-CP credential or hands-on experience with an ATS like Greenhouse or Workday gives candidates without direct management experience a concrete edge in competitive California applicant pools.
Where can I find and apply to recruiting manager jobs in California?
You can find and apply to recruiting manager jobs in California on Migrate Mate, which lists current California openings across industries and metro areas. Find roles that fit your experience level and location, then apply directly to the employers posting them.
See All 229+ Recruiting Manager Jobs in California
Find roles in California that match your experience and apply in just a few clicks.
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