Talent Acquisition Director Jobs in Oregon
Talent Acquisition Director jobs in Oregon are open across Corvallis, Eugene, and Portland and other Oregon metros, with employers like Oregon State University, University of Oregon, and Amazon hiring at every experience level. Find a role that fits below and apply directly.
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Showing 5 of 16+ Talent Acquisition Director jobs
Description
At Pacific Seafood, we do more than just provide the world with the healthiest proteins on the planet. We are a family-owned, excellence-driven organization committed to being the brand of choice in the marketplace and the employer of choice in the community. We believe in servant leadership, investing in our team members’ personal and professional growth, and rewarding performance. We live by the core values of our Diamond Philosophy: Teamwork, Productivity, Quality, and Excellence—which means consistently doing your best and always striving to do better.
Summary
The Talent Acquisition Manager leads the development and execution of recruiting strategies to attract, engage, and retain top talent across a multi-state, multi-location organization. This role partners closely with HR, leadership, and hiring managers to build proactive talent pipelines, strengthen employer branding, and deliver an efficient, compliant, and high-quality hiring experience. You are an adept manager who will collaborate to build Pacific Seafood’s social media recruitment competitive advantage, source candidates through online social media networking tools, promote Pacific Seafood’s employer of choice brand, and build and maintain relationships online to proactively fill the talent pipeline.
Key Responsibilities
1. Recruitment Strategy & Workforce Planning
- Lead the full-cycle recruitment process including requisition approval, job advertising, candidate sourcing, application review, candidate screening, hiring manager briefing, interview strategy, and offer process
- Collaborate with HR managers and hiring managers to identify workforce patterns, trends, and department/division needs across a multi-state, multi-location environment; translate insights into sourcing plans, interview strategies, and pipeline goals
- Develop and standardize recruiting workflows; train and coach hiring managers and HR teams on interviewing, selection, and compliance; drive adoption of best practices across locations
- Utilize the ATS to manage requisitions, produce recruitment reports, and analyze funnel metrics, pipeline health, and compensation trends; recommend improvements that reduce time-to-fill and elevate quality of hire
- Build, maintain, and continuously develop talent pipelines to support both immediate hiring needs and long-term workforce planning initiatives
- Utilize labor market data, competitive intelligence, and industry trends to inform sourcing strategies and improve recruiting effectiveness
2. Brand Awareness and Outreach Management
- Plan and coordinate event sponsorships, job fairs, and on-site activations, ensuring high visibility as an employer of choice within target demographics and priority geographies
- Build applicant sources through active and passive recruiting; creatively engage agencies, recruiters, direct messaging, media, and niche internet sites to attract qualified professionals and maintain strong relationships
- Maintain an innovative approach to social media recruiting by staying current on emerging trends, tools, and technologies
3. Relationship Building and Candidate Experience Management
- Support hiring managers and HR teams with training on effective interviewing and hiring skills, ensuring consistency in best practices and compliance across the organization
- Understand candidate needs and successfully close candidates; partner with HR Representatives and hiring managers to ensure professionalism when generating and negotiating complex offers
- Ensure every candidate has exceptional and inclusive experience; engage and cultivate relationships with active and passive candidates to fill current requisitions and build future pipelines
- Maintain and promote EEOC compliance throughout recruitment and hiring processes
Additional responsibilities may be assigned as deemed necessary to support the overall goals and objectives of the position.
What you bring to Pacific Seafood
Required
- BA/BS degree from an accredited college or university in Business Administration, Human Resources, Marketing, or related field.
- Minimum 5 years of recruiting experience, managing recruitment efforts in a multi-state, multi-location environment.
- Experience leading successful social media recruiting campaigns.
- Ability to travel 15-25% of the time, as required.
Preferred
- Previous recruiting experience in a manufacturing, food production, or distribution environment.
- Previous experience using online Applicant Tracking Systems (ATS).
- Experience with seasonal hiring.
Benefits
Total compensation:
At Pacific Seafood your base wage is only a portion of your overall compensation package. We invest in our Team Members through a comprehensive and attractive total rewards package, including but not limited to:
- Health insurance benefits options, including medical, prescription, vision, dental, basic group life and short term disability.
- Flexible spending accounts for health flex and dependent care expenses
- 401(k) Retirement Plan options with generous annual company profit sharing match
- Paid time off for all regular FT team members, to include sick days, holiday pay, vacation, and personal time
- Employee Assistance Program- Confidential professional counseling, financial, and legal assistance provided at no charge to Team Members and immediate family members
- Product purchase program
Pacific Seafood is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law.
About Pacific Seafood
At Pacific Seafood, we do more than just provide the world with the healthiest proteins on the planet. We are an excellence-driven organization committed to being the brand of choice in the marketplace and the employer of choice in the community. We believe in servant leadership, investing in our team members, and rewarding performance. We live by the core values of our Diamond Philosophy: Quality, Teamwork, Productivity, and Excellence—which means consistently doing your best and always striving to do better.
Description
At Pacific Seafood, we do more than just provide the world with the healthiest proteins on the planet. We are a family-owned, excellence-driven organization committed to being the brand of choice in the marketplace and the employer of choice in the community. We believe in servant leadership, investing in our team members’ personal and professional growth, and rewarding performance. We live by the core values of our Diamond Philosophy: Teamwork, Productivity, Quality, and Excellence—which means consistently doing your best and always striving to do better.
Summary
The Talent Acquisition Manager leads the development and execution of recruiting strategies to attract, engage, and retain top talent across a multi-state, multi-location organization. This role partners closely with HR, leadership, and hiring managers to build proactive talent pipelines, strengthen employer branding, and deliver an efficient, compliant, and high-quality hiring experience. You are an adept manager who will collaborate to build Pacific Seafood’s social media recruitment competitive advantage, source candidates through online social media networking tools, promote Pacific Seafood’s employer of choice brand, and build and maintain relationships online to proactively fill the talent pipeline.
Key Responsibilities
1. Recruitment Strategy & Workforce Planning
- Lead the full-cycle recruitment process including requisition approval, job advertising, candidate sourcing, application review, candidate screening, hiring manager briefing, interview strategy, and offer process
- Collaborate with HR managers and hiring managers to identify workforce patterns, trends, and department/division needs across a multi-state, multi-location environment; translate insights into sourcing plans, interview strategies, and pipeline goals
- Develop and standardize recruiting workflows; train and coach hiring managers and HR teams on interviewing, selection, and compliance; drive adoption of best practices across locations
- Utilize the ATS to manage requisitions, produce recruitment reports, and analyze funnel metrics, pipeline health, and compensation trends; recommend improvements that reduce time-to-fill and elevate quality of hire
- Build, maintain, and continuously develop talent pipelines to support both immediate hiring needs and long-term workforce planning initiatives
- Utilize labor market data, competitive intelligence, and industry trends to inform sourcing strategies and improve recruiting effectiveness
2. Brand Awareness and Outreach Management
- Plan and coordinate event sponsorships, job fairs, and on-site activations, ensuring high visibility as an employer of choice within target demographics and priority geographies
- Build applicant sources through active and passive recruiting; creatively engage agencies, recruiters, direct messaging, media, and niche internet sites to attract qualified professionals and maintain strong relationships
- Maintain an innovative approach to social media recruiting by staying current on emerging trends, tools, and technologies
3. Relationship Building and Candidate Experience Management
- Support hiring managers and HR teams with training on effective interviewing and hiring skills, ensuring consistency in best practices and compliance across the organization
- Understand candidate needs and successfully close candidates; partner with HR Representatives and hiring managers to ensure professionalism when generating and negotiating complex offers
- Ensure every candidate has exceptional and inclusive experience; engage and cultivate relationships with active and passive candidates to fill current requisitions and build future pipelines
- Maintain and promote EEOC compliance throughout recruitment and hiring processes
Additional responsibilities may be assigned as deemed necessary to support the overall goals and objectives of the position.
What you bring to Pacific Seafood
Required
- BA/BS degree from an accredited college or university in Business Administration, Human Resources, Marketing, or related field.
- Minimum 5 years of recruiting experience, managing recruitment efforts in a multi-state, multi-location environment.
- Experience leading successful social media recruiting campaigns.
- Ability to travel 15-25% of the time, as required.
Preferred
- Previous recruiting experience in a manufacturing, food production, or distribution environment.
- Previous experience using online Applicant Tracking Systems (ATS).
- Experience with seasonal hiring.
Benefits
Total compensation:
At Pacific Seafood your base wage is only a portion of your overall compensation package. We invest in our Team Members through a comprehensive and attractive total rewards package, including but not limited to:
- Health insurance benefits options, including medical, prescription, vision, dental, basic group life and short term disability.
- Flexible spending accounts for health flex and dependent care expenses
- 401(k) Retirement Plan options with generous annual company profit sharing match
- Paid time off for all regular FT team members, to include sick days, holiday pay, vacation, and personal time
- Employee Assistance Program- Confidential professional counseling, financial, and legal assistance provided at no charge to Team Members and immediate family members
- Product purchase program
Pacific Seafood is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law.
About Pacific Seafood
At Pacific Seafood, we do more than just provide the world with the healthiest proteins on the planet. We are an excellence-driven organization committed to being the brand of choice in the marketplace and the employer of choice in the community. We believe in servant leadership, investing in our team members, and rewarding performance. We live by the core values of our Diamond Philosophy: Quality, Teamwork, Productivity, and Excellence—which means consistently doing your best and always striving to do better.
See All 16 Talent Acquisition Director Jobs in Oregon
Find roles in Oregon that match your experience and apply in just a few clicks.
Find JobsTalent Acquisition Director Jobs by City in Oregon
Where Oregon roles are concentrated, by current openings.
Talent Acquisition Director Job Market in Oregon
A snapshot from current Oregon openings, updated as new roles post.
Who's Hiring
- Oregon State University3
- University of Oregon3
- Amazon2
- Target2
- Pacific Seafood1
Top Industries Hiring
- Education6
- Retail2
- Consulting & Professional Services1
- Manufacturing1
- Staffing & Recruiting1
What Oregon Employers Look For
The qualifications that appear most often in talent acquisition director jobs across Oregon.
- 8+ years of full-cycle recruiting experience with at least 3 years in a leadership role
- Proven experience building or scaling a talent acquisition function end-to-end
- Proficiency with enterprise ATS platforms such as Workday, Greenhouse, or iCIMS
- Strong data fluency including hiring metrics, workforce planning, and headcount forecasting
- Experience developing employer branding strategy and managing recruiting marketing programs
- Bachelor's degree in Human Resources, Business Administration, or a related field
Talent Acquisition Director Jobs in Oregon: Frequently Asked Questions
How many talent acquisition director jobs are there in Oregon?
There are 16+ talent acquisition director openings in Oregon on Migrate Mate as of June 2026, with the most roles in Corvallis, Eugene, and Portland. New positions post regularly as employers across Oregon hire.
How much do talent acquisition directors make in Oregon?
Talent acquisition directors in Oregon earn a median of about $140,570 a year, based on May 2025 Bureau of Labor Statistics wage data, ranging from around $92,900 for the lowest 10% to over $238,590 for the top 10%. Pay rises with experience, specialty, and employer.
Which Oregon cities have the most talent acquisition director jobs?
Corvallis, Eugene, and Portland have the most talent acquisition director openings in Oregon right now, with additional roles spread across smaller metros statewide.
Which companies hire talent acquisition directors in Oregon?
Employers hiring talent acquisition directors in Oregon include Oregon State University, University of Oregon, and Amazon, based on current listings on Migrate Mate as of June 2026.
Are there remote talent acquisition director jobs in Oregon?
Yes. About 6% of talent acquisition director openings tied to Oregon are remote or hybrid as of June 2026. The rest are on-site roles based in Oregon metros.
How do I apply for talent acquisition director jobs in Oregon?
You can apply to talent acquisition director jobs in Oregon directly on Migrate Mate. Search the listings above, find roles that match your experience and preferred Oregon location, then apply to each one that fits.
See All 16 Talent Acquisition Director Jobs in Oregon
Find roles in Oregon that match your experience and apply in just a few clicks.
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