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Recruitment Associate Jobs in California (NOW HIRING)

The Crescent Hotels Group

General Manager

Burbank, CA · On-site

$170 - $260/hr

Partner closely with Human Resources to support recruitment, associate engagement, retention, and succession planning. Boutique Operations & Guest Experience * Ensure every guest receives warm ...

Crescent

General Manager - Hotel Amarano

Burbank, CA · On-site

$195K/yr

Partner closely with Human Resources to support recruitment, associate engagement, retention, and succession planning. Boutique Operations & Guest Experience * Ensure every guest receives warm ...

Mercor

Growth Associate

San Francisco, CA · On-site

$120K - $130K/yr

Source & Recruit Experts: Use platforms like LinkedIn Recruiter and Sales Navigator to find, vet, and recruit top professionals across multiple industries. * Scale Sourcing Channels: Discover and ...

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Showing results 21-40

All JobsRecruitment Associate JobsRecruitment Associate Jobs in California

Recruitment Associate information

See California salary details

$22.7K

$47.9K

$63.7K

How much do recruitment associate jobs pay per year?

As of Aug 6, 2026, the average yearly pay for recruitment associate in California is $47,920.00, according to ZipRecruiter salary data. Most workers in this role earn between $43,400.00 and $52,800.00 per year, depending on experience, location, and employer.

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

To thrive as a Recruitment Associate, you need a solid understanding of talent acquisition processes, candidate sourcing, and screening, typically supported by a bachelor’s degree in human resources or a related field. Familiarity with applicant tracking systems (ATS), job boards, and recruitment software is essential. Strong interpersonal skills, attention to detail, and effective communication help build relationships with candidates and hiring managers. These skills are crucial to efficiently identifying and attracting top talent while supporting organizational hiring goals.

How to become a recruitment associate?

To become a recruitment associate, candidates typically need a high school diploma or equivalent, with some roles preferring a bachelor's degree in human resources, business, or related fields. Developing skills in communication, organization, and familiarity with applicant tracking systems can improve job prospects; relevant certifications like the Professional in Human Resources (PHR) can also be beneficial.

What is the difference between Recruitment Associate vs Recruitment Coordinator?

AspectRecruitment AssociateRecruitment Coordinator
ResponsibilitiesAssisting in sourcing candidates, screening resumes, and supporting hiring processesScheduling interviews, coordinating communication, and managing candidate logistics
Required SkillsCommunication, basic HR knowledge, candidate screeningOrganization, scheduling, communication skills
Work EnvironmentRecruitment teams, HR departments, staffing agenciesHR departments, recruiting firms, staffing agencies
Common UsageEntry-level recruitment roles, supporting hiring teamsAdministrative and coordination roles within recruitment

Both roles support the hiring process but differ mainly in focus: Recruitment Associates are more involved in sourcing and screening candidates, while Recruitment Coordinators handle scheduling and logistics. Understanding these differences helps job seekers and employers align expectations and responsibilities.

What is a recruitment associate?

A recruitment associate is a professional responsible for sourcing, screening, and interviewing candidates to fill job openings within an organization. They often use applicant tracking systems and social media platforms to identify suitable candidates and coordinate the hiring process. Strong communication and organizational skills are essential for this role.

What are some common challenges faced by recruitment associates, and how can they be addressed?

Recruitment Associates often encounter challenges such as managing high volumes of applications, meeting tight hiring deadlines, and aligning candidate profiles with specific role requirements. Balancing communication between candidates and hiring managers while maintaining a positive candidate experience can also be demanding. These challenges can be addressed by implementing effective applicant tracking systems, developing strong organizational skills, and actively collaborating with team members to prioritize tasks and share insights on candidate sourcing strategies.

What does a recruitment associate do?

A Recruitment Associate supports the hiring process by assisting with candidate sourcing, screening resumes, scheduling interviews, and maintaining communication between candidates and hiring managers. They often post job advertisements, manage applicant tracking systems, and help ensure a smooth recruitment workflow. Recruitment Associates play a key role in identifying top talent and providing a positive candidate experience. Their work helps organizations find qualified employees efficiently and effectively.
What are the most commonly searched types of Recruitment jobs in California? The most popular types of Recruitment jobs in California are:
What cities in California are hiring for Recruitment Associate jobs? Cities in California with the most Recruitment Associate job openings:
Recruitment Associate jobs near you
Infographic showing various Recruitment Associate job openings in California as of August 2026, with employment types broken down into 1% As Needed, 69% Full Time, 27% Part Time, 1% Temporary, and 2% Contract. Highlights an 97% Physical, 1% Hybrid, and 2% Remote job distribution, with an average salary of $47,920 per year, or $23 per hour.

Recruiter & People Ops Associate (100% Onsite)

Cleo Consulting Inc.

San Francisco, CA • On-site

$51K - $63K/yr

Other

Posted 16 days ago

Job description

Job Title: Recruiter & People Ops Associate
Location: San Francisco, CA
Full-time On-site

Description

  • Founding Recruiter & People Ops Associate

Experience

  • 2 - 4 years of experience in recruiting, people ops, or HR at a startup

Work experience

  • Worked at a startup (sub-50 employees preferred; growth-stage also acceptable)
  • Full-cycle recruiting experience (sourcing, screening, scheduling, closing)
  • People ops/HR generalist exposure (benefits, onboarding, compliance, offboarding)
  • Built recruiting or people ops processes from scratch (0→1)
  • ATS management experience (Ashby, Lever, or Greenhouse)
  • Candidate sourcing tools proficiency (LinkedIn Recruiter, etc.)
  • Highly organized; juggles many parallel processes without dropping balls
  • Must be based in SF or willing to relocate; on-site 5 days/week

Project Description

  • We are looking for a Founding Recruiter & People Ops Associate with 2-4 years of experience to join as the first dedicated people hire at a fast-growing cybersecurity startup. You'll work directly with the CEO to build the entire people function from scratch — owning recruiting end-to-end while laying the foundation for people ops, culture, and internal operations as the company scales from 15 to 30+ employees.

What will you be doing?

  • Own full-cycle recruiting across engineering and sales roles (~8-10 hires before end of year)
  • Build onboarding processes, recruiting playbooks, and people policies from zero (expense policies, parental leave, offboarding, etc.)
  • Manage benefits administration, payroll support, and open enrollment
  • Drive team culture — plan events, establish rituals, and handle office management needs
  • Partner directly with the CEO on all hiring decisions and internal operations strategy

Key Requirements

  • 2-4 years of experience in recruiting, people ops, or HR (minimum 1 year required)
  • Startup experience — comfortable with ambiguity, wearing many hats, and no task being "too small"
  • Recruiting experience strongly preferred (full-cycle or coordination)
  • Highly organized and process-oriented — can build structure where none exists
  • Must be based in San Francisco and work on-site 5 days/week (4th & Market)

Interview:

  • Initial Screen 15 mins
  • Hiring Manager Screen (30 minutes)
  • Skills Assessment (TBD)
  • On-Site (60-90 minutes)

About Client

  • Client is on a mission to stop the most dominant cyberattacks on the planet.
  • Client is an AI-powered cybersecurity platform that protects SMBs from account takeovers, specifically targeting Microsoft 365 environments. Business Email Compromise (BEC) attacks have exploded, rising 141% year-over-year, and have become the #1 way businesses lose money to cyberattacks. Client detects more attacks and responds faster than any competitor on the market while triggering fewer false positives.
  • Founded by a team of YC W24 alumni with backgrounds at Abnormal Security, Palo Alto Networks, and Bridgewater, Client found product market fit remarkably fast — going from first customer in January 2025 to mid-seven-figures in ARR within a year. The company already protects over 1.6 million users across 10,000+ businesses and wins 90%+ of head-to-head competitions.

Culture & Values:

  • Feedback-first and direct — people give and receive feedback constantly
  • Collaborative environment with youthful energy (team mostly in their early-to-mid 20s)
  • People take their work seriously but don't take themselves too seriously
  • High-output, fast-moving startup where everyone contributes to building from zero to one
  • In-office five days a week for Bay Area employees, with remote options available
  • Client is the secret weapon of high-growth MSPs and is scaling rapidly with the goal of reaching $20M+ in revenue in the next 12 months.

“Cleo Consulting is an equal opportunity employer (Minorities/Women/Veterans/Disabled)”

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