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Recruitment Manager Jobs in Porter Ranch, CA (NOW HIRING)

Gibson Dunn

Staff Recruiter

Los Angeles, CA · On-site

$100K - $120K/yr

Manage the entire recruitment process of high-level staff positions, from requisition through onboarding and integration, for various national and international Global Services departments. * Develop ...

Gibson Dunn

Staff Recruiter

Los Angeles, CA · On-site

$100K - $120K/yr

Manage the entire recruitment process of high-level staff positions, from requisition through onboarding and integration, for various national and international Global Services departments. * Develop ...

Gibson Dunn

Staff Recruiter (Temporary)

Los Angeles, CA · On-site

$48 - $58/hr

Manage the entire recruitment process of high-level staff positions, from requisition through onboarding and integration, for various national and international Global Services departments. * Develop ...

ChowNow

Temporary Recruiter

Los Angeles, CA · On-site

From building branded websites and mobile apps, to powering online orders, managing menus ... We are committed to developing a barrier-free recruitment process and work environment, if you ...

ChowNow

Temporary Recruiter

Los Angeles, CA · Remote

$33 - $43/hr

Reports to the Recruiting Manager. No direct reports. This is a remote role based in the United States. Please note: ChowNow is not eligible to employ in every state and the recruiting team will ...

ChowNow

Temporary Recruiter

Los Angeles, CA · On-site +1

Reports to the Recruiting Manager. No direct reports. This is a remote role based in the United States. Please note: ChowNow is not eligible to employ in every state and the recruiting team will ...

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All JobsRecruitment JobsRecruitment Manager JobsRecruitment Manager Jobs in Porter Ranch, CA

Recruitment Manager information

See Porter Ranch, CA salary details

$31.3K

$70.3K

$109.3K

How much do recruitment manager jobs pay per year?

As of Aug 7, 2026, the average yearly pay for recruitment manager in Porter Ranch, CA is $70,318.00, according to ZipRecruiter salary data. Most workers in this role earn between $52,300.00 and $81,100.00 per year, depending on experience, location, and employer.

What are some common challenges faced by recruitment managers when working with hiring managers and how can they be addressed?

Recruitment Managers often face challenges such as misaligned expectations with hiring managers regarding candidate qualifications, timelines, and interview processes. To address these, it's important to establish clear communication channels, set realistic timelines, and align on the required skills and experience for each role early in the process. Regular check-ins and feedback loops can help ensure both parties stay informed and collaboratively adjust strategies as needed. Building strong relationships with hiring managers also fosters trust and streamlines the recruitment process.

What is a recruitment manager?

A Recruitment Manager is a human resources professional responsible for overseeing an organization's hiring process. They develop recruitment strategies, manage recruitment teams, and ensure the company attracts and retains qualified candidates. Recruitment Managers collaborate with department heads to understand staffing needs, design job descriptions, and implement effective sourcing methods. Their work helps organizations build strong teams and maintain a competitive workforce.

What is the difference between Recruitment Manager vs Recruiter?

AspectRecruitment ManagerRecruiter
ResponsibilitiesOversees recruitment strategies, manages recruitment teams, and develops hiring policies.Executes hiring processes, screens candidates, and conducts interviews.
Required CredentialsBachelor’s degree in HR, Business, or related field; often requires experience in HR or recruitment roles.Bachelor’s degree or relevant experience; certifications like AIRS or SHRM can be advantageous.
Work EnvironmentTypically in HR departments or recruitment agencies, managing teams and strategies.Often in office settings, working directly with candidates and hiring managers.

While both roles focus on hiring, a Recruitment Manager oversees the entire recruitment process and team, whereas a Recruiter handles the day-to-day candidate sourcing and screening. The manager sets strategies, while the recruiter executes them.

What are the key skills and qualifications needed to thrive as a recruitment manager?

To thrive as a Recruitment Manager, you need expertise in talent acquisition, interviewing, workforce planning, and typically a background in human resources or business administration. Familiarity with applicant tracking systems (ATS), HRIS platforms, and recruitment analytics is highly valued, as are certifications like SHRM-CP or PHR. Outstanding interpersonal skills, leadership, and strategic thinking help set you apart in building strong relationships with candidates and stakeholders. These skills and qualities are crucial for attracting top talent, ensuring efficient hiring processes, and supporting organizational growth.
More about Recruitment Manager jobs
What cities near Porter Ranch, CA are hiring for Recruitment Manager jobs? Cities near Porter Ranch, CA with the most Recruitment Manager job openings:
Recruitment Manager jobs near you
Infographic showing various Recruitment Manager job openings in Porter Ranch, CA as of August 2026, with employment types broken down into 86% Full Time, 12% Part Time, and 2% Contract. Highlights an 87% Physical, 2% Hybrid, and 11% Remote job distribution, with an average salary of $70,318 per year, or $33.8 per hour.

Recruiter Supervisor

PLATINUM SECURITY

Los Angeles, CA

Full-time

Re-posted yesterday

Job description

JOB SUMMARY: Supervise Branch Recruiters, performance, coaching and counseling interview techniques, Recruits Security Officers; places announcements for openings; works with agencies and other sources of personnel to secure candidates; participates in job fairs; follows up on leads. The functions listed describe the business purpose of this job. Specific duties or tasks may vary and be documented separately.

The employee might not be required to perform all functions listed. Additional duties may be assigned, and functions may be modified, according to business necessity. All assigned duties or tasks are deemed to be part of the essential functions, unless such duties or tasks are unrelated to the functions listed, in which case they are deemed to be other (non-essential) functions.

Employees are held accountable for successful job performance. Job performance standards may be documented separately, and may include functions, objectives, duties or tasks not specifically listed herein. In performing functions, duties or tasks, employees are required to know and follow safe work practices, and to be aware of company policies and procedures related to job safety, including safety rules and regulations.

Employees are required to notify superiors upon becoming aware of unsafe working conditions. All functions, duties or tasks are to be carried out in an honest, ethical and professional manner, and to be performed in conformance with applicable company policies and procedures. In the event of uncertainty or lack of knowledge of company policies and procedures, employees are required to request clarification or explanations from superiors or authorized company representatives.

Identifies potential sources for recruiting Security Officers, such as through job fairs, associations, community organizations, advocacy groups, government agencies, military transition centers, vocational/technical schools, colleges and universities. Develops ongoing effective relationships that will result in increased applicant flow of security candidates, by on site visitation with possible sources. Determines effective media campaigns, with guidance from Area or Branch management, such as advertising (print, radio, television), posters, flyers, etc.

Conducts initial interviews prior to candidate referral to Branch office(s) for secondary interviews and screening. Participates in applicant screening; administers surveys and interview enhancement tools, and refers potential candidates contacted at job fairs, etc., for follow-up interviews. Reviews employment applications and evaluates work history, education and training, job skills, compensation needs, and other qualifications and requirements of applicants

Reviews job orders and matches applicants with job requirements, utilizing manual or computerized file search methods. Informs applicants of job duties and responsibilities, compensation and benefits, work schedules and working conditions, company and union policies, promotional opportunities, and other related information. Maintains records of applicants not selected for employment.

Performs tasks and duties of a similar nature and scope as required for assigned office.

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