Talent Acquisition Associate Jobs in Oregon
Talent Acquisition Associate jobs in Oregon are active across the state's technology, healthcare, and professional services sectors, with openings at every level from coordinator to senior associate. Portland, Beaverton, and Eugene account for the heaviest hiring volume, anchored by employers like Nike, Providence Health and Services, and Intel, which each maintain large, ongoing recruiting functions in the region. The most in-demand specialties are high-volume corporate recruiting, healthcare talent pipelines, and diversity sourcing. Scan the live roles below and apply to whichever ones fit.
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Showing 5 of 6+ Talent Acquisition Associate jobs
Job Title: Talent Acquisition Specialist
Department: Human Resources
Reports To: HR Director
FLSA Status: Non-Exempt
Position Type (FT/PT): Full-Time (FT)
Job Summary
Serve as the operational owner of the full-cycle recruitment and hiring process for Garten Services, ensuring consistent hiring workflows, strong candidate experience, hiring manager accountability, and adherence to established service level agreements (SLAs). Drive recruiting speed, quality, and compliance from workforce planning through Day 1 readiness.
Essential Functions
Full-cycle recruitment management: Manage the end-to-end recruiting lifecycle including intake, requisition setup, sourcing, screening, interviewing coordination, selection support, offer issuance, and pre-employment steps in alignment with established SLAs.
Requisition intake & workforce alignment: Conduct structured intake meetings with Hiring Managers to clarify role requirements, pay alignment, essential functions, pre-employment requirements, and target start dates; ensure job descriptions are current and compliant prior to posting.
Job posting & sourcing execution: Post roles in Paycom and approved channels; execute sourcing strategies including pipeline building for high-volume roles; track source-of-hire data for reporting and optimization.
Application review & phone screening: Review applications within established timeframes; conduct structured phone screens; document and disposition candidates appropriately; provide concise, timely recaps to Hiring Managers.
Interview coordination & SLA enforcement: Schedule interviews efficiently; maintain recurring interview blocks with managers; monitor manager feedback timelines; escalate missed SLAs to HR leadership when necessary.
Selection & offer management: Coordinate Hiring Page completion and approvals; prepare and send offers promptly; communicate professionally with non-selected finalists; ensure governance approvals are followed.
Pre-employment process management: Initiate background checks, drug testing, and fingerprinting (where required); monitor vendor timelines; document delays; communicate impacts to start dates proactively.
Preboarding & Day 1 readiness coordination: Submit IT provisioning tickets; confirm access requirements with managers; send Day 1 instructions; ensure onboarding documentation is complete prior to start.
Onboarding handoff & retention follow-up: Partner with HR and Hiring Managers to support 30/60/90-day check-ins; identify early retention risks and escalate trends.
Recruiting metrics & reporting: Maintain weekly hiring tracker; report on time-to-fill, offer acceptance rate, source-of-hire, and other defined metrics; identify bottlenecks and recommend improvements.
Process adherence & documentation: Ensure all recruiting actions are documented in Paycom; maintain disposition accuracy; follow established SOPs and workflow standards.
Continuous improvement & automation: Identify inefficiencies in the recruiting process; recommend and implement workflow improvements; leverage HR systems and automation tools to reduce cycle time and manual work.
Other Duties as Assigned
Perform other HR operational duties as assigned by the HR Director related to workforce planning, onboarding coordination, and recruiting process improvement initiatives.
Minimum Qualifications
Experience: Minimum 3 years of recruiting or HR experience with demonstrated full-cycle hiring responsibility.
Knowledge: Working knowledge of recruitment workflows, structured interviewing, and compliance-related hiring considerations.
Systems: Experience using an ATS/HRIS system; ability to administer recruitment workflows in Paycom.
Communication: Strong written and verbal communication skills; ability to maintain professional candidate and manager interactions.
Organization: Demonstrated ability to manage multiple requisitions simultaneously while meeting deadlines.
Knowledge, Skills, and Abilities
- Strong time management and prioritization skills.
- Ability to enforce timelines while maintaining positive manager relationships.
- High attention to detail and process discipline.
- Ability to manage confidential candidate information appropriately.
- Proficiency with Microsoft 365 and HRIS/ATS platforms.
- Ability to identify process gaps and drive structured improvements.
- Scope and Accountability
- Serves as the primary operational owner of the recruiting lifecycle.
- Accountable for adherence to defined SLAs and recruiting workflow integrity.
- Escalates stalled hiring actions appropriately.
No direct reports.
Work Environment & Physical Demands
- Primarily office-based with frequent computer and phone/Teams use.
- High volume of communication with candidates and managers.
- Must be able to sit for extended periods and use standard office equipment.
- Occasional local travel may be required to support hiring events or multi-site needs.
Job Summary
Serve as the operational owner of the full-cycle recruitment and hiring process for Garten Services, ensuring consistent hiring workflows, strong candidate experience, hiring manager
Preferred Qualifications
- HR certification (SHRM-CP/SCP, PHR/SPHR).
- Experience recruiting in operational, service-line, or hourly workforce environments.
- Bilingual Spanish/English (preferred, not required).
- Experience building metrics dashboards or recruitment reporting tools.
Preferred Qualifications
HR certification (SHRM-CP/SCP, PHR/SPHR).
Experience recruiting in operational, service-line, or hourly workforce environments.
Bilingual Spanish/English (preferred, not required).
Experience building metrics dashboards or recruitment reporting tools.
Job Title: Talent Acquisition Specialist
Department: Human Resources
Reports To: HR Director
FLSA Status: Non-Exempt
Position Type (FT/PT): Full-Time (FT)
Job Summary
Serve as the operational owner of the full-cycle recruitment and hiring process for Garten Services, ensuring consistent hiring workflows, strong candidate experience, hiring manager accountability, and adherence to established service level agreements (SLAs). Drive recruiting speed, quality, and compliance from workforce planning through Day 1 readiness.
Essential Functions
Full-cycle recruitment management: Manage the end-to-end recruiting lifecycle including intake, requisition setup, sourcing, screening, interviewing coordination, selection support, offer issuance, and pre-employment steps in alignment with established SLAs.
Requisition intake & workforce alignment: Conduct structured intake meetings with Hiring Managers to clarify role requirements, pay alignment, essential functions, pre-employment requirements, and target start dates; ensure job descriptions are current and compliant prior to posting.
Job posting & sourcing execution: Post roles in Paycom and approved channels; execute sourcing strategies including pipeline building for high-volume roles; track source-of-hire data for reporting and optimization.
Application review & phone screening: Review applications within established timeframes; conduct structured phone screens; document and disposition candidates appropriately; provide concise, timely recaps to Hiring Managers.
Interview coordination & SLA enforcement: Schedule interviews efficiently; maintain recurring interview blocks with managers; monitor manager feedback timelines; escalate missed SLAs to HR leadership when necessary.
Selection & offer management: Coordinate Hiring Page completion and approvals; prepare and send offers promptly; communicate professionally with non-selected finalists; ensure governance approvals are followed.
Pre-employment process management: Initiate background checks, drug testing, and fingerprinting (where required); monitor vendor timelines; document delays; communicate impacts to start dates proactively.
Preboarding & Day 1 readiness coordination: Submit IT provisioning tickets; confirm access requirements with managers; send Day 1 instructions; ensure onboarding documentation is complete prior to start.
Onboarding handoff & retention follow-up: Partner with HR and Hiring Managers to support 30/60/90-day check-ins; identify early retention risks and escalate trends.
Recruiting metrics & reporting: Maintain weekly hiring tracker; report on time-to-fill, offer acceptance rate, source-of-hire, and other defined metrics; identify bottlenecks and recommend improvements.
Process adherence & documentation: Ensure all recruiting actions are documented in Paycom; maintain disposition accuracy; follow established SOPs and workflow standards.
Continuous improvement & automation: Identify inefficiencies in the recruiting process; recommend and implement workflow improvements; leverage HR systems and automation tools to reduce cycle time and manual work.
Other Duties as Assigned
Perform other HR operational duties as assigned by the HR Director related to workforce planning, onboarding coordination, and recruiting process improvement initiatives.
Minimum Qualifications
Experience: Minimum 3 years of recruiting or HR experience with demonstrated full-cycle hiring responsibility.
Knowledge: Working knowledge of recruitment workflows, structured interviewing, and compliance-related hiring considerations.
Systems: Experience using an ATS/HRIS system; ability to administer recruitment workflows in Paycom.
Communication: Strong written and verbal communication skills; ability to maintain professional candidate and manager interactions.
Organization: Demonstrated ability to manage multiple requisitions simultaneously while meeting deadlines.
Knowledge, Skills, and Abilities
- Strong time management and prioritization skills.
- Ability to enforce timelines while maintaining positive manager relationships.
- High attention to detail and process discipline.
- Ability to manage confidential candidate information appropriately.
- Proficiency with Microsoft 365 and HRIS/ATS platforms.
- Ability to identify process gaps and drive structured improvements.
- Scope and Accountability
- Serves as the primary operational owner of the recruiting lifecycle.
- Accountable for adherence to defined SLAs and recruiting workflow integrity.
- Escalates stalled hiring actions appropriately.
No direct reports.
Work Environment & Physical Demands
- Primarily office-based with frequent computer and phone/Teams use.
- High volume of communication with candidates and managers.
- Must be able to sit for extended periods and use standard office equipment.
- Occasional local travel may be required to support hiring events or multi-site needs.
Job Summary
Serve as the operational owner of the full-cycle recruitment and hiring process for Garten Services, ensuring consistent hiring workflows, strong candidate experience, hiring manager
Preferred Qualifications
- HR certification (SHRM-CP/SCP, PHR/SPHR).
- Experience recruiting in operational, service-line, or hourly workforce environments.
- Bilingual Spanish/English (preferred, not required).
- Experience building metrics dashboards or recruitment reporting tools.
Preferred Qualifications
HR certification (SHRM-CP/SCP, PHR/SPHR).
Experience recruiting in operational, service-line, or hourly workforce environments.
Bilingual Spanish/English (preferred, not required).
Experience building metrics dashboards or recruitment reporting tools.
See All 6 Talent Acquisition Associate Jobs in Oregon
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Find JobsTalent Acquisition Associate Jobs by City in Oregon
Where Oregon roles are concentrated, by current openings.
Talent Acquisition Associate Job Market in Oregon
A snapshot from current Oregon openings, updated as new roles post.
Who's Hiring
What Oregon Employers Look For
The qualifications that appear most often in talent acquisition associate jobs across Oregon.
- Bachelor's degree in human resources, business, or a closely related field
- One to three years of experience in recruiting or talent acquisition coordination
- Hands-on experience with an applicant tracking system such as Workday or Greenhouse
- Strong ability to manage multiple open requisitions and candidate pipelines simultaneously
- Familiarity with sourcing candidates through professional networks and job boards
- Clear written and verbal communication skills for partnering with hiring managers
Talent Acquisition Associate Jobs in Oregon: Frequently Asked Questions
How do you become a talent acquisition associate in Oregon?
Most talent acquisition associate roles in Oregon require a bachelor's degree in human resources, business administration, or a related field, though some employers accept equivalent recruiting experience in lieu of a degree. Oregon does not issue a state license for talent acquisition work, so entry typically comes through HR coordinator or recruiting assistant roles at Oregon-based companies. Earning a national credential such as the SHRM-CP through the Society for Human Resource Management strengthens your candidacy and is recognized by Oregon employers.
Which companies hire talent acquisition associates in Oregon?
Companies currently hiring talent acquisition associates in Oregon include Panagora, Garten Services, and American Red Cross, per current listings on Migrate Mate as of August 2026. Oregon's concentration of large technology manufacturers, major healthcare systems, and retail headquarters means recruiting teams here tend to be substantial and hire on a rolling basis.
Which Oregon cities have the most talent acquisition associate jobs?
Oregon, Salem, and Tigard have the most talent acquisition associate openings in Oregon. Portland drives the largest share of listings due to its density of corporate headquarters, large hospital systems, and regional office campuses, while Beaverton and Hillsboro draw significant recruiting activity from established technology and semiconductor employers based on the west side of the metro.
Are there remote talent acquisition associate jobs in Oregon?
Yes, and more than most fields, because talent acquisition associate work is largely desk-based and conducted through digital tools. About 50% of talent acquisition associate openings tied to Oregon are remote or hybrid as of August 2026, reflecting how widely Oregon employers have adopted distributed recruiting teams. Sourcing, screening, and early-stage interviews are the functions most commonly performed remotely.
How can I get hired as a talent acquisition associate in Oregon with little or no experience?
The most realistic entry path is an HR coordinator or recruiting coordinator role, which many Oregon employers treat as a direct pipeline into talent acquisition. Large Oregon healthcare systems like Oregon Health and Science University and Providence Health and Services run structured HR development programs that accept candidates from adjacent administrative backgrounds. Building familiarity with a major applicant tracking system, completing the SHRM-CP curriculum, and targeting companies with high hiring volume gives candidates without direct recruiting experience a credible starting point.
Where can I find and apply to talent acquisition associate jobs in Oregon?
You can find and apply to talent acquisition associate jobs in Oregon on Migrate Mate, which lists current Oregon openings. Search the roles available, find the ones that match your background and location, and apply directly to the positions that fit.
See All 6 Talent Acquisition Associate Jobs in Oregon
Find roles in Oregon that match your experience and apply in just a few clicks.
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