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Talent Manager Jobs in Oregon (NOW HIRING)

Care Access

Senior Advisor, Talent Acquisition

OR · On-site +1

$80K - $120K/yr

Partner with hiring managers and People Business Partners to understand business objectives ... Develop proactive talent pipelines for key functions and upcoming programs, ensuring readiness for ...

SkyNRG

Talent Pool

Bend, OR · On-site

Talent Pool Don't see a role that matches your skills, experience, and ambition - but still feel a strong connection with SkyNRG and our mission? We are always interested in connecting with talented ...

Cresta

Head of Global Talent Acquisition

OR · On-site +1

$103K - $142K/yr

This leader will own talent acquisition strategy and outcomes across Technical, GTM, G&A, Executive, and Early Career hiring, while partnering closely with executive leadership and the Head of People.

LPL Financial

VP, Divisional Administrative Manager

OR · On-site +1

$142K - $238K/yr

People & Talent Development * Lead, mentor, and develop AVPs and senior managers to grow next-generation leadership talent. * Establish talent strategies to attract, retain, and advance top ...

IonQ

Join Our Talent Community!

Talent, OR · On-site

By applying to this job posting, you will join IonQ's Talent Community, where we'll be able to consider you for future opportunities. Compensation will vary based on individual factors such as ...

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Talent Manager information

See Oregon salary details

$38.6K

$70.9K

$126.9K

How much do talent manager jobs pay per year?

As of Aug 23, 2026, the average yearly pay for talent manager in Oregon is $70,895.00, according to ZipRecruiter salary data. Most workers in this role earn between $47,600.00 and $83,500.00 per year, depending on experience, location, and employer.

What is a talent manager?

A talent manager works with artists in the entertainment industry. In this role, your job is to manage and develop the careers of your clients, help them decide on an artistic direction, and guide them towards the best new opportunities. Your primary duties involve offering creative guidance, promoting performances and new works, and assisting your clients to maintain their professional image. Some talent managers also manage their client’s finances by collecting fees, reporting income, and keeping accurate financial records. You most likely have several clients at once in this field.

What is a talent manager?

A Talent Manager is a professional who represents and guides artists, entertainers, athletes, or other talents in their careers. They help clients find opportunities, negotiate contracts, and make strategic decisions to enhance their careers. Talent Managers often handle scheduling, public relations, and networking, ensuring their clients reach their full potential. Their role is different from that of an agent, as they focus on long-term career development rather than just securing individual jobs.

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

To thrive as a Talent Manager, you need expertise in recruitment, talent development, and workforce planning, often supported by a degree in human resources or a related field. Familiarity with applicant tracking systems (ATS), HR information systems (HRIS), and certifications like SHRM or HRCI are highly beneficial. Outstanding interpersonal skills, emotional intelligence, and negotiation abilities help Talent Managers build trust and foster strong relationships. These skills ensure effective talent acquisition and retention, driving organizational success through a skilled and engaged workforce.

What are some common challenges talent managers face when balancing client needs with organizational goals?

Talent Managers often navigate the delicate balance between advocating for their clients' best interests and aligning with the strategic objectives of their organization or agency. This can involve negotiating contracts, managing expectations, and ensuring that both parties' goals are met. Clear communication, strong relationship-building skills, and the ability to problem-solve under pressure are essential for success in this role. Additionally, Talent Managers frequently collaborate with legal, marketing, and project teams to ensure seamless service delivery while maintaining positive client relationships.

What is the difference between Talent Manager vs Recruiter?

AspectTalent Manager

While both roles focus on staffing and workforce development, a Talent Manager oversees the entire talent lifecycle, including employee development, retention, and succession planning. A Recruiter primarily focuses on sourcing, screening, and hiring candidates for specific roles. Talent Managers often work closely with HR and leadership to align talent strategies with business goals, whereas Recruiters concentrate on filling immediate vacancies.

What degree do you need to be a talent manager?

A talent manager typically does not require a specific degree, but many have a bachelor's degree in fields such as business, marketing, communications, or entertainment management. Relevant skills include strong interpersonal, negotiation, and organizational abilities, and some may pursue certifications in talent management or related areas to enhance their credentials.
More about Talent Manager jobs

What are the most commonly searched types of Talent jobs in Oregon?

The most popular types of Talent jobs in Oregon are:

What are popular job titles related to Talent Manager jobs in Oregon?

For Talent Manager jobs in Oregon, the most frequently searched job titles are:

What job categories do people searching Talent Manager jobs in Oregon look for?

The top searched job categories for Talent Manager jobs in Oregon are:

What cities in Oregon are hiring for Talent Manager jobs?

Cities in Oregon with the most Talent Manager job openings:

Talent Manager jobs near you
Infographic showing various Talent Manager job openings in Oregon as of August 2026, with employment types broken down into 84% Full Time, 15% Part Time, and 1% Contract. Highlights an 81% Physical, 2% Hybrid, and 17% Remote job distribution, with an average salary of $70,895 per year, or $34.1 per hour.

Senior Advisor, Talent Acquisition

Care Access

OR • On-site, Remote

$80K - $120K/yr

Full-time

Medical, Dental, Vision, Retirement, PTO

Re-posted 14 days ago

Job description

How This Role Makes a Difference

As a Senior Advisor, Talent Acquisition, you will serve as a strategic recruiting partner and subject matter expert across the clinical research talent landscape. You'll lead full-cycle recruitment for critical and hard-to-fill roles, develop sourcing strategies to attract top-tier clinical research professionals, and collaborate closely with leaders and People Business Partners to anticipate future hiring needs. 
This is a high-impact, fast-paced role where your expertise in talent strategy, relationship management, and data insights will directly influence the growth and success of our clinical research programs and operational excellence. 

How You'll Make An Impact
  • Partner with hiring managers and People Business Partners to understand business objectives, workforce planning, and hiring needs across clinical, operational, and corporate functions.
  • Lead full-cycle recruitment for designated roles, consisting of, but not limited to, mid-to senior-level positions across the organization.
  • Design and execute sourcing strategies leveraging networks, industry events, market mapping, and digital platforms to attract top clinical research talent.
  • Drive data-informed decision-making through recruiting analytics and KPIs (e.g., time-to-fill, quality of hire, source effectiveness, candidate experience).
  • Develop proactive talent pipelines for key functions and upcoming programs, ensuring readiness for high-volume or surge hiring.
  • Partner with Marketing and Communications to advance the employer brand and engage passive talent through storytelling and digital outreach.
  • Deliver an exceptional candidate experience, fostering transparency, inclusivity, and timely communication throughout the process.
  • Serve as a mentor and thought partner to any junior recruiters and coordinators, supporting development and best practices.
  • Ensure compliance with all applicable regulations and internal policies during recruitment and hiring activities.
  • Stay current on industry trends, salary benchmarks, and evolving labor markets within clinical research.
The Expertise Required
  • Demonstrated ability to build strong relationships with senior stakeholders and act as a trusted strategic advisor.
  • Advanced sourcing capabilities using platforms such as LinkedIn Recruiter, Niche job boards, and CRM/ATS tools (e.g., Greenhouse, Workday).
  • Strong analytical skills with the ability to interpret recruiting metrics and drive process improvements.
  • Excellent communication, negotiation, and influencing skills.
  • Demonstrated ability to thrive in a dynamic, fast-paced environment balancing multiple priorities.
Certifications/Licenses, Education, and Experience
  • Minimum Education:
    • Bachelor's degree in human resources, Life Sciences, Business, or a related field preferred.
  • Minimum Experience:
    • 5+ years of recruiting experience, including at least 2 years supporting clinical research, healthcare, or life sciences organizations.
    • Proven track record managing full-cycle recruitment for technical, clinical, and leadership roles.
    • Demonstrated ability to build strong relationships with senior stakeholders and act as a trusted strategic advisor.
How We Work Together
  • Location: This is a remote position with less than 10% travel requirements. Occasional planned travel may be required as part of the role.
  • Physical demands associated with this position Include: The ability to use keyboards and other computer equipment. 

The expected pay range for this role is $80,000 - $120,000 USD per year for full time team members.

Benefits & Perks (US Full Time Employees)
  • Paid Time Off (PTO) and Company Paid Holidays
  • 100% Employer paid medical, dental, and vision insurance plan options
  • Health Savings Account and Flexible Spending Accounts
  • Bi-weekly HSA employer contribution
  • Company paid Short-Term Disability and Long-Term Disability
  • 401(k) Retirement Plan, with Company Match 

Mandatory Employer Disclosures:
Notice to Illinois applicants: Applicants are not obligated to disclose expunged juvenile records or adjudication, arrest, or conviction.
Notice to Connecticut applicants: Care Access may require applicants to submit to a urinalysis drug test in connection with an application for employment.
Notice to Arizona, Georgia, Indiana, and North Dakota applicants: Care Access complies with applicable laws prohibiting smoking in and around places of employment.
Notice to Massachusetts applicants: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.
Notice to Rhode Island applicants: Care Access complies with Rhode Island law prohibiting smoking in enclosed areas within places of employment. Care Access is also subject to is subject to Chapters 29-38 of Title 28 of the Rhode Island General Laws.
Notice to Maryland applicants: UNDER MARYLAND LAW, AN EMPLOYER MAY NOT REQUIRE OR DEMAND, AS A CONDITION OF EMPLOYMENT, PROSPECTIVE EMPLOYMENT, OR CONTINUED EMPLOYMENT, THAT AN INDIVIDUAL SUBMIT TO OR TAKE A LIE DETECTOR OR SIMILAR TEST. AN EMPLOYER WHO VIOLATES THIS LAW IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100. 

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