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Recruiting Jobs in Eugene, OR (NOW HIRING)

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Recruiting information

See Eugene, OR salary details

$30.6K

$68.8K

$107K

How much do recruiting jobs pay per year?

As of Sep 3, 2026, the average yearly pay for recruiting in Eugene, OR is $68,809.00, according to ZipRecruiter salary data. Most workers in this role earn between $51,200.00 and $79,300.00 per year, depending on experience, location, and employer.

What is recruiting?

Recruiting is the process of identifying, attracting, interviewing, selecting, and hiring qualified candidates for jobs within an organization. Recruiters work to fill open positions by sourcing talent through job postings, networking, and other means, ensuring candidates are a good fit for both the role and the company culture. The recruiting process often includes screening resumes, conducting interviews, coordinating with hiring managers, and guiding candidates through the hiring process. Effective recruiting helps companies build strong teams and maintain a competitive edge.

What are the key skills and qualifications needed to thrive as a recruiter, and why are they important?

To thrive as a Recruiter, you need strong interpersonal skills, knowledge of talent acquisition strategies, and typically a bachelor's degree in human resources or a related field. Familiarity with applicant tracking systems (ATS), recruiting platforms like LinkedIn, and sometimes professional certifications such as SHRM-CP or AIRS are common requirements. Outstanding communication, active listening, and relationship-building skills help recruiters excel in engaging candidates and collaborating with hiring managers. These abilities are crucial for identifying top talent, ensuring a positive candidate experience, and meeting organizational hiring goals.

What are some common challenges recruiters face when filling specialized or hard-to-fill positions?

Recruiters often encounter challenges such as a limited talent pool, highly specific skill requirements, and increased competition from other companies when filling specialized or hard-to-fill roles. These positions may require creative sourcing strategies, proactive outreach, and close collaboration with hiring managers to clearly define must-have qualifications. Additionally, recruiters may need to negotiate with candidates who receive multiple offers and ensure a positive candidate experience to stand out as an employer of choice.

What is the difference between Recruiting vs Human Resources?

AspectRecruitingHuman Resources
Primary FocusFinding and attracting candidatesManaging employee relations, policies, and overall HR functions
Required CredentialsOften a recruiting certification or HR-related degreeHR certifications like SHRM or HRCI often preferred
Work EnvironmentRecruitment agencies, corporate HR departments, staffing firmsCorporate offices, HR departments, organizational settings
Employer & Industry UsageUsed across industries for talent acquisitionUsed for broader employee management and organizational development

Recruiting primarily focuses on sourcing and hiring candidates, while Human Resources encompasses a wider range of employee management tasks. Both roles are essential in the hiring process but serve different functions within organizations.

Is recruiting a high paying job?

Recruiting can be a well-paying profession, especially for experienced recruiters or those working in specialized industries, with salaries often increasing with experience and performance-based bonuses. However, pay varies widely depending on the company, location, and level of seniority, and entry-level roles may offer lower compensation. Success in recruiting often depends on strong communication skills, industry knowledge, and networking abilities.

What does a recruiting job do?

A recruiting job involves identifying, attracting, and selecting qualified candidates for job openings within an organization. Recruiters review resumes, conduct interviews, and coordinate with hiring managers to fill positions efficiently, often using applicant tracking systems and sourcing tools. Strong communication and assessment skills are essential in this role.

What are the most commonly searched types of Recruiting jobs in Eugene, OR?

The most popular types of Recruiting jobs in Eugene, OR are:

What cities near Eugene, OR are hiring for Recruiting jobs?

Cities near Eugene, OR with the most Recruiting job openings:

Recruiting jobs near you
Infographic showing various Recruiting job openings in Eugene, OR as of August 2026, with employment types broken down into 32% Full Time, and 68% Part Time. Highlights an 89% In-person, and 11% Remote job distribution, with an average salary of $68,809 per year, or $33.1 per hour.

Are you ready to build what's next in recruiting? EMPLOYMENT MANAGER * TALENT * RECRUITING

JCK Restaurants

Eugene, OR • On-site

Full-time

Posted 8 days ago

Job description

EMPLOYMENT MANAGER
People Operations | Team JCK
Do you look at a traditional recruiting strategy and immediately start thinking, "Okay...but what else could we try?"
Perfect. Keep reading.
Team JCK is looking for an Employment Manager who loves finding great people, creating new ways to reach them, and building an employment experience that makes candidates genuinely excited to join us.
We aren't looking for someone to simply post jobs and wait for applications.
We want a builder, connector, marketer, recruiter, experimenter, and champion of great candidate experiences.
Your recurring question will be:
Where else could we find great people, and how can we make them want to work for JCK?
What You'll Own
You'll lead our employment strategy from "Who should we be looking for?" all the way through "Welcome to Team JCK."
That includes:
  • Building strong applicant pipelines before Operations is scrambling for people
  • Finding creative and unconventional ways to reach candidates
  • Developing sourcing strategies for hard-to-fill positions and markets
  • Recruiting and headhunting for key leadership and corporate positions
  • Turning our culture, values, and Great Place to Work story into an employment brand people want to be part of
  • Using Culture Index to help define what success looks like in a role and strengthen selection
  • Coaching hiring managers to become better interviewers and talent selectors
  • Creating a candidate experience that treats applicants like guests
  • Owning consistent, compliant offer and promotion processes
  • Building and continuously improving "The JCK Way" onboarding experience
  • Looking at recruiting, onboarding and turnover data and asking, "What is this telling us?"
  • Testing new ideas, measuring what works, abandoning what doesn't, and scaling the winners

In other words, you aren't inheriting a recruiting machine and being asked to keep it running.
You'll help us build a better one.
You'll Probably Love This Job If...
You get a little bored doing things simply because that's how they've always been done.
You enjoy meeting new people and can comfortably start a conversation with someone who wasn't looking for a new job five minutes ago.
You're persuasive without being pushy.
You're naturally curious.
You see an empty applicant pipeline as a problem to solve, not a reason to wait.
You can move quickly, juggle competing priorities, and change direction when the business changes.
You enjoy building systems and processes, but don't need someone handing you a detailed roadmap before you get started.
You like having a goal and the freedom to figure out how to get there.
And perhaps most importantly, you genuinely like people.
This Is More Than Recruiting
We're a multi-brand restaurant organization, which means the people we hire directly affect the experience we create for thousands of employees and guests.
That's why this position sits within People Operations, not simply recruiting.
You'll work closely with Operations leaders, People Business Partners, HRIS/Shared Services, Marketing, Payroll and other leaders throughout JCK.
You'll help us understand where we're finding great employees, where we're losing them, what candidates experience when they meet us, and what happens during those critical first 90 days after someone joins the team.
Then you'll help us make it better.
How We'll Know You're Winning
We care about results, not activity for activity's sake.
We'll look at things like:
  • Applicant Funnel Health
  • Qualified applicants generated through proactive and nontraditional sourcing
  • Offer Acceptance
  • 90-Day New-Hire Retention

We want someone who can tell us more than how many jobs were posted.
We want someone who can tell us what's working, what's not, and what we're going to try next.
What You'll Bring
We're looking for someone with:
  • 5+ years of progressive experience in recruiting, talent acquisition, employment marketing, or related HR work
  • Experience successfully recruiting both high-volume and professional/leadership positions
  • Strong sourcing, interviewing, candidate assessment and relationship-building skills
  • Experience coaching and influencing hiring managers
  • Comfort using recruiting metrics and data to make decisions
  • Working knowledge of recruiting and employment compliance
  • Confidence using ATS and HR technology

Experience in restaurants, hospitality, retail, or another high-volume service environment is strongly preferred.
Experience with behavioral assessment tools such as Culture Index is a plus.
SHRM or HRCI certification is preferred, and the ability to converse in Spanish is highly desirable.
Who We Are
Team JCK is a growing, multi-brand restaurant organization, and we're proud to be a Great Place to Work.
Our purpose is simple:
Serving with care, where employees, guests & communities thrive.
And our values aren't words we save for posters on the wall:
Leadership. Kindness. Fun. Service. Teamwork.
We're serious about building a high-performing organization.
We're equally serious about being a place where people enjoy doing that work.
One Last Question...
When you see a hard-to-fill position, is your first thought:
"Where should I post this?"
Or is it:
"Where are these people, what matters to them, and how do I get in front of them?"
If it's the second one, we should talk.
Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.

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