Recruitment

• Play a critical role within a fast based and focused environment, working to coordinate phone and virtual candidate interviews.
• Facilitate exceptional partnerships with hiring managers and others involved in the hiring processes.
• Source candidates through various channels, including job boards, social media, networking events, and referrals.
• Manage the job requisition process from inception to final approval.
• Confirm job posting details with hiring manager.
• Review applications against basic job skills, conduct phone screens.

Corporate Recruiter

• Partner with hiring managers
• Build relationships with candidates
• Create engaging job ads
• Manage candidate pipelines
• Collaborate with the recruiting team
• Participate in leadership training

Talent Acquisition Coordinator

• Own full-cycle recruiting across assigned business functions from role definition through offer acceptance
• Partner with hiring leaders to define hiring strategies and build interview processes that identify exceptional talent
• Develop proactive talent pipelines aligned to current and anticipated hiring needs
• Drive recruiting processes forward by proactively managing timelines, stakeholder accountability, and candidate communication from kickoff through offer
• Manage multiple concurrent searches while balancing competing priorities and evolving business needs
• Deliver a high-quality recruiting process that balances speed, hiring quality, and candidate experience
• Serve as the primary recruiting partner for assigned departments, providing strategic guidance throughout the hiring process
• Lead intake meetings to align on role scope, interview strategy, evaluation criteria, and hiring timelines
• Advise hiring managers on market conditions, compensation positioning, and candidate availability
• Challenge assumptions, surface hiring risks, and recommend adjustments that improve hiring outcomes
• Build trusted relationships with leaders by providing clear communication, thoughtful recommendations, and consistent execution
• Bring perspective from previous high-growth startup environments to help leaders anticipate hiring challenges, adapt hiring strategies, and navigate evolving business priorities
• Identify opportunities to improve recruiting processes, interview quality, and operational efficiency
• Independently design, implement, and operationalize recruiting process improvements from concept through execution
• Analyze recruiting data to identify trends, surface hiring risks, and inform recruiting strategy and business decisions
• Build and maintain reports, dashboards, and reporting tools that improve visibility into recruiting performance, pipeline health, and business decision making
• Partner with People Operations and cross-functional stakeholders to improve hiring programs, systems, and workflows
• Contribute to the continued evolution of Boulder Care's Talent Acquisition function by sharing best practices and improving how we hire
• Monitor recruiting trends and pipeline health to anticipate hiring risks and proactively recommend adjustments
• Create a thoughtful, responsive, and transparent experience for every candidate
• Represent Boulder Care's mission and values throughout the hiring process
• Ensure candidates receive timely communication and professional experience regardless of hiring outcome

Senior Talent Acquisition Partner

• Assess and optimize Workday Recruiting and Learning processes and workflows.
• Increase recruiter and HR team efficiency by reducing manual, administrative work.
• Streamline requisition approvals, candidate movement, recruiting operations, and learning administration processes.
• Improve interview scheduling, onboarding, learning assignment, and overall employee experience.
• Build impactful dashboards and reporting around key metrics such as time-to-fill, recruiter capacity, offer acceptance rates, learning completion rates, compliance training, and employee development participation.
• Identify automation and AI opportunities to improve recruiting, onboarding, and learning outcomes.
• Partner with TA, Learning & Development, HRIS, HR Operations, and business leaders to implement best practices.
• Optimize learning catalogs, enrollment workflows, certifications, curriculum management, and learner experiences.
• Enhance the integration between Recruiting, Onboarding, Learning, and broader Talent Management processes.
• Develop a roadmap for long-term Recruiting and Learning process excellence and Workday optimization.

Workday Contractor – Recruiting, Learning Modules

• Partner closely with the Regional Recruiting team to create a positive candidate experience for our prospects and applicants, continuously innovating and improving ways to differentiate us as an employer of choice
• Coordinate all aspects of the interview experience from partnering with hiring managers and recruiters on scheduling, proactively and timely correspondence with candidates, and hosting candidates either virtually or in person to ensure a positive and seamless candidate experience
• Advise recruiters and hiring managers on best practices for candidate experience, leveraging your knowledge and research.
• Maintain and update candidate data accurately in our Applicant Tracking System
• Proactively communicate with key internal partners, providing timely updates or changes to schedule or process improvements
• Serve as a mentor or peer coach in solving unique situations or to support onboarding new team members
• Collaborate and support the larger TA & People team on projects as needed
• Support recruitment events, meet-ups, and other talent branding and event needs
• Conduct offer audits, manage req approvals, and assist with Jira tickets to support recruiting operations
• Act as a brand ambassador, demonstrating our values in all of your interactions

• Manage full-cycle recruiting across DVM, relief DVM, and Practice Manager searches, including intake, sourcing strategy, screening, interview coordination, offer, and close.
• Source passive candidates through Boolean search, professional networks, referrals, and targeted outreach. A large share of qualified veterinary candidates are passive, so proactive sourcing is central to the role.
• Build and maintain candidate relationships with a strong, honest picture of the clinic, the role, and the market. Represent AVP professionally to every candidate, whether or not they move forward.
• Own the candidate pipeline in our applicant tracking system (Workable), keeping records, stages, and notes accurate so hiring managers and leadership have a reliable pipeline view.
• Partner with stakeholders, including hiring managers, clinic leadership, and the HR team, to align on role requirements, feedback, and timelines.
• Screen and qualify applicants through structured phone and video screens, assessing both qualifications and fit against the role profile.
• Coordinate and extend offers in partnership with clinic leadership and the Regional Operations Manager, who serves as the approval gatekeeper for offers.
• Track and report on time to fill, pipeline health, and source effectiveness, and use that data to refine strategy.

Veterinary Recruiter

• Manage the full recruiting lifecycle from intake through offer acceptance, including sourcing, screening, interviewing, and extending offers across concurrent openings
• Proactively identify and engage passive candidates through LinkedIn, Indeed, clearancejobs, recruitmilitary, vetjobs, defense networks and other similar sourcing channels
• Partner closely with hiring managers to develop role profiles, set expectations, and move searches forward efficiently
• Conduct phone screens and structured interviews, and help hiring teams sharpen their interviewing skills through training and question development
• Contribute to recruiting process improvements and tools to build more consistency and structure across the function
• Serve as a thought partner to leadership on workforce planning, sourcing strategy, and talent market insights

Talent Acquisition Partner

• Develop and execute enterprise-wide talent acquisition and workforce planning strategies aligned with organizational growth objectives and long-term business needs
• Partner with executive leadership and business leaders to assess workforce requirements, labor market conditions, talent risks, and recruiting priorities
• Lead workforce forecasting initiatives to support operational growth, facility expansion, organizational transformation, and evolving workforce demands
• Establish and monitor key performance indicators, metrics, and reporting tools to evaluate recruiting effectiveness and drive accountability
• Lead, mentor, and develop talent acquisition professionals responsible for full-cycle recruiting, candidate engagement, and onboarding activities
• Drive continuous improvement efforts that enhance recruiting efficiency, candidate experience, quality of hire, and overall talent acquisition outcomes

Senior Manager, Talent Acquisition and Outreach

• **Mission of Role/Position Summary:**
• The Talent Acquisition Specialist will play a pivotal role in identifying, attracting, and recruiting top talent to support our mission in emergency management. This individual will work closely with hiring managers and the Human Resources team to ensure critical roles are filled for immediate and future hiring needs.
• **Tasks, Duties, and Responsibilities:**
• Reasonable accommodation will be made to enable individuals with disabilities to perform the following essential functions:
• - Execute talent acquisition strategies to meet organizations hiring needs.
• - Source candidates for immediate hiring needs in a fast paced environment
• - Maintain and refine the applicant tracking system and recruitment metrics.
• - Manage the full recruitment lifecycle, ensuring a positive candidate experience from sourcing to onboarding.
• - Collaborate with department heads to determine staffing needs and develop job descriptions.
• - Review resumes and applications to identify qualified candidates.
• - Conduct interviews and coordinate hiring processes with department heads.
• - Build and maintain a talent pipeline for current and future hiring needs.
• - Utilize various recruiting platforms and tools to attract candidates.
• - Support onboarding processes for new hires to ensure smooth integration into the team.
• - Support the Human Resources team with any additional administrative needs.
• - Maintain accurate recruitment records and reports.
• - Participate in job fairs and recruitment events.
• - Perform other related duties as assigned.

Talent Acquisition Specialist

• Build strong relationships with the recruitment team, internal partners, and candidates to ensure a seamless recruiting process.
• Collaborate with hiring managers to gain a comprehensive understanding of job positions, including required skills, education, and the qualities of a successful candidate for the specific team.
• Post job openings, actively source and screen candidates, review resumes/applications, and schedule interviews for hiring managers using various job boards (e.g., LinkedIn Recruiter, Monster, Career Builder, Zip Recruiter, Glassdoor, Dice, Indeed, Handshake, Craigslist).
• Coordinate, manage, and attend virtual job fairs as needed.
• Maintain accurate and organized documentation on all candidates, searches, and recruiting activities, including updates in the applicant tracking system (UKG).
• Keep consistent communication with candidates throughout the recruitment process.
• Review, edit, and update job opportunities in the Applicant Tracking System (ATS), UKG, to attract higher quality and quantity of candidates.
• Coordinate the interview and new hire process between hiring managers and candidates.
• Actively network through social media groups, LinkedIn, and other platforms to share job openings and build a pipeline of interested candidates.
• Ensure a positive candidate experience by maintaining consistent communication throughout the recruitment process.

Seasonal Recruitment Coordinator

• Consult with Hiring Managers and HR Business Partners to understand job requirements and develop strategic sourcing strategies.
• Conduct active searches of candidates for the designated jobs, while reviewing incoming applicants.
• Build networks and community relationships to attract passive applicants.
• Deliver a high-touch candidate and stakeholder experience.
• Ensure excellent communication with candidates & hiring managers throughout the process.
• Oversee candidate process flow, ensuring timely scheduling and feedback.
• Maintain recruiting Key Performance Indicators/Service Level Agreements and be proactive in achieving the expectations of customers/employees.
• Ensure that work performed is in accordance with procedures of the parent company, PerkinElmer, corporate HR, and delivered within a specified timeframe.
• Ensure compliance with federal, state, and local regulations concerning employment and the interviewing process, including pre and post hire employment documentation.
• Perform other HR or recruiting tasks as required by Leadership.

• Collaborate with department heads to create and execute hiring plans
• Ability to attract top talent for both clinical and corporate hiring
• Partner with Hiring Managers to define role qualifications and ideal candidate profiles
• Ensure timely, clear, and professional communication with all candidates
• Manage candidate pipelines and experience using Lever (ATS)
• Source and screen active and passive candidates for a wide range of roles
• Evaluate and improve recruiting strategies based on performance data
• Build and maintain talent networks to support current and future hiring needs
• Use a multi-channel approach to attract diverse and high-quality applicants
• Support recruitment marketing and employer branding initiatives
• Review applicant materials to assess alignment with job requirements
• Ensure compliance with employment laws and data privacy regulations
• Consistently meet or exceed hiring goals aligned with organizational priorities

Talent Acquisition Partner – Clinical, Corporate

• Own full-cycle recruiting for high-volume field roles, from requisition intake through offer acceptance.
• Partner closely with hiring managers and regional leadership to understand staffing needs, role requirements, and hiring priorities.
• Source, screen, and qualify candidates using job boards, social media, referrals, and professional networks.
• Manage candidate pipelines to ensure consistent flow and readiness for hiring needs.
• Gather and synthesize interview feedback, consulting with hiring teams on selection decisions and next steps.
• Deliver a consistent, transparent, and timely candidate experience at every stage of the process.
• Ensure all candidates receive communication and follow-up, regardless of outcome.
• Act as a trusted point of contact for candidates, setting expectations clearly and professionally.
• Accurately maintain candidate data and activity within the ATS and related systems.
• Follow standardized recruiting processes while identifying opportunities for efficiency and improvement.
• Stay current on recruiting trends, tools, and best practices to continuously elevate recruiting outcomes.
• Take accountability for hiring outcomes, timelines, and quality of hires within assigned business areas.
• Support hiring events, job fairs, and community outreach initiatives as needed.
• Contribute to a collaborative TA team environment focused on results, continuous improvement, and shared success.

Field Recruiter

• Serve as the acting leader of the Talent Acquisition function during the Director of People's leave period.
• Manage, coach, and develop recruiting team to ensure strong performance and consistent execution.
• Establish clear expectations, monitor individual and team performance, and provide ongoing feedback and support.
• Own recruiting KPI reporting and performance management, including time-to-fill, pipeline conversion rates, hiring manager satisfaction, offer acceptance rates, and recruiter productivity metrics.
• Identify hiring risks, bottlenecks, or declining performance trends and proactively implement solutions.
• Facilitate weekly recruiting team meetings, hiring reviews, and stakeholder updates.
• Ensure recruiting processes, interview standards, and candidate experience expectations are consistently followed across the organization.
• Partner with the Director of People to provide regular updates on hiring progress, challenges, and resource needs.
• Personally manage any number of critical and hard-to-fill positions.
• Lead intake meetings and develop sourcing strategies for high-priority searches.
• Build and maintain talent pipelines across Product Management, Digital Product, Product Design, UX/UI, and related functions.
• Partner with hiring managers to calibrate talent profiles, assess candidates, and drive efficient decision-making.
• Support both domestic and international hiring efforts while providing expertise on recruiting and hiring talent across European markets.

Senior Manager, Talent Acquisition

• Manages the end-to-end recruitment process, including conducting in-take meetings, sourcing qualified candidates through a balanced source mix (e.g. passive, active, and referral candidate sources), screening applications, interviewing (e.g., phone, video, and in-person), coordinating assessments, leading scorecard calibration meetings, providing feedback to hiring managers, and facilitating hiring decisions for a wide range of positions in a timely, cost-effective, and compliant manner.
• Collaborates with hiring managers and People Business Partners to understand business needs, define role requirements, conduct in-take meetings, and create effective, tailored recruitment strategies to attract qualified candidates that align to workforce planning needs.
• Cultivates a positive candidate experience by ensuring timely, thoughtful, and engaging communication, promoting credit union values and culture, and integrating DEI principles throughout all phases of the hiring process.

• Manage full-cycle recruiting for up to 10+ positions concurrently across multiple departments
• Build relationships with staff hiring managers to understand business needs, identify recruitment challenges, and execute innovative strategies to overcome them
• Develop a deep understanding of the firm’s culture, values, and strategic objectives, including an understanding of general business concepts and changing needs of the legal industry as a whole
• Think creatively to attract top legal talent through innovative sourcing and branding strategies
• Review and analyze candidate materials, assess their suitability, and gather information for managers to make informed and equitable hiring decisions
• Conduct initial screening interviews to assess candidate’s basic qualifications, confirm interest/motivation, manage expectations, and enhance candidate experience
• Keep hiring managers, candidates, and other stakeholders informed about recruitment progress, challenges, and outcomes in a timely manner
• Under the advisement of the staff talent acquisition recruiting manager, skillfully negotiate offer terms between candidates and hiring managers, draft offer letters, and work to influence a mutually positive outcome for both the firm and the candidate
• Support firm-wide talent acquisition branding by encouraging staff and attorneys to leverage their personal social media networks for talent acquisition purposes by sharing job openings, referrals, and testimonials to expand the firm’s reach and attract qualified candidates
• Contribute innovative ideas, business solutions, and new perspectives to continuously raise the bar for recruitment performance
• Seek opportunities to optimize recruitment processes and improve efficiency
• Maintain a fair, objective, and equitable approach throughout the recruitment process
• Demonstrate honesty, transparency, and ethical behavior in all interactions
• Protect candidate and firm confidentiality throughout the recruitment process
• Comply with legal requirements and adhere to the firm’s policies and procedures
• Partner with attorney talent acquisition team to assist with overflow work and projects as needed

Freelance Recruiter, Staff Talent Acquisition

• Develop a deep understanding of Mercury’s values, brand, products, and business model
• Work closely with hiring managers and interviewers to design interview panels, proactively network within the industry, source strong candidates who meet the needs of the business, and close candidates by positioning Mercury as an innovative fintech leader in the Risk and Compliance space
• Shape what success looks like on a newly formed recruiting team, and hold a high culture and hiring bar to ensure we’re able to attract and retain best-in-class Risk and Compliance talent
• Position yourself as a true strategic partner to the GRC teams by keeping abreast of fintech and banking industry trends and talent market, and building a deep understanding of the U.S. banking and financial regulatory environment
• Be a strong advocate for building inclusive, diverse teams across all levels and Risk and Compliance skill sets, and guide hiring teams towards unbiased hiring decisions
• Identify and engage top talent through both passive and active channels, and deliver an exceptional candidate experience as an embodiment of Mercury’s culture and values
• Have the opportunity to lead 0 > 1 recruiting efforts as Mercury expands our business and products, which will require hiring Risk and Compliance professionals with niche skill sets and regulatory knowledge
• Be comfortable working with data and interpreting the story it tells into actionable insights, business recommendations, performance improvements, and recruiting process enhancements

Recruitment jobs in Oregon

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Corporate Recruiter

Talent Acquisition Coordinator

Senior Talent Acquisition Partner

Workday Contractor – Recruiting, Learning Modules

Talent Acquisition Coordinator

Veterinary Recruiter

Talent Acquisition Partner

Senior Manager, Talent Acquisition and Outreach

Talent Acquisition Specialist

Seasonal Recruitment Coordinator

Senior Talent Acquisition Partner

Talent Acquisition Partner – Clinical, Corporate

Field Recruiter

Senior Manager, Talent Acquisition

Talent Acquisition Partner

Freelance Recruiter, Staff Talent Acquisition

Senior Recruiter – Compliance