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Technical Recruiting Manager Jobs in Oregon (NOW HIRING)

Chainguard

OR · On-site

We're looking for a Technical Recruiting Manager who can raise the bar on technical hiring, build the infrastructure that doesn't exist yet, and operate as a genuine thought partner to our CPO, Head ...

AscendArc

Senior Technical Recruiter

Beaverton, OR · On-site

$100K - $155K/yr

This role will primarily focus on technical recruiting, partnering with hiring managers to attract and hire top talent across engineering and other functions. The role will also support HR functions ...

Retronix Semiconductor

Technical Recruiter

Hillsboro, OR · On-site

$75K - $85K/yr

Direct sourcing and recruiting experience which will have included semiconductor cleanroom ... Management of resume database to include addition of new candidates and screening existing database ...

Defense Unicorns

OR

We are seeking a Senior Technical Recruiter who is passionate about people and matching talented ... Guiding hiring managers and interviewers through the recruitment process with consistent and ...

Agility Robotics

Senior Technical Recruiter

Salem, OR · On-site +1

$122K - $190K/yr

Manage full-cycle recruiting for software and hardware engineering roles, from intake through offer ... Source and engage high-quality technical talent through LinkedIn and other sourcing channels.

New

Chainguard

OR

You'll own the entire recruiting lifecycle (think: sourcing, connecting, negotiating, and high ... Build and manage pipelines that anticipate growth in domestic and international markets, drawing on ...

Granicus

Be responsible for recruiting, hiring and training technical support teams across our worldwide ... Strong time management skills and ability to effectively prioritize tasks in line with business ...

NetBrain

OR · On-site

$110K - $130K/yr

... managers and People Experience Business Partners to design strong technical hiring processes and close great talent quickly. What You'll Do * Own full-cycle recruiting for open roles across IT ...

Cye

OR · On-site

We are looking for a Technical Account Manager to serve as a trusted advisor to enterprise ... These tools assist our recruitment team but do not replace human judgment. Final hiring decisions ...

Cast AI

Technical Account Manager | USA

Oregon City, OR · Remote

Screening call with Recruiter * Hiring Manager interview * 1-2 additional interviews based on the role * Culture Check interview with an executive *As part of our standard hiring process, we would ...

Intel

Wet Etch Cleans Technical Manager

Hillsboro, OR · On-site

$191K - $269K/yr

The Role and Impact Intel Foundry is seeking a technical manager to serve as a senior technical ... For additional questions, please contact your Recruiter. Benefits We offer a total compensation ...

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Technical Recruiting Manager information

See Oregon salary details

$53.9K

$161K

$204.6K

How much do technical recruiting manager jobs pay per year?

As of Aug 11, 2026, the average yearly pay for technical recruiting manager in Oregon is $161,011.00, according to ZipRecruiter salary data. Most workers in this role earn between $123,200.00 and $191,400.00 per year, depending on experience, location, and employer.

What is the difference between a technical recruiting manager and a hiring manager?

A technical recruiting manager oversees the hiring process for technical roles, including sourcing, screening, and coordinating interviews with candidates. A hiring manager is typically a team leader or department head responsible for making the final hiring decision and managing the new employee's onboarding. The recruiting manager focuses on talent acquisition, while the hiring manager focuses on team needs and role fit.

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

To thrive as a Technical Recruiting Manager, you need expertise in talent acquisition, technical recruiting, team leadership, and a strong understanding of technical roles, typically with a bachelor's degree in HR, business, or a related field. Familiarity with applicant tracking systems (ATS), HR analytics platforms, and certifications such as SHRM-CP or LinkedIn Certified Professional–Recruiter is highly valued. Outstanding interpersonal, negotiation, and strategic planning skills are crucial for building relationships and leading teams effectively. These competencies enable you to attract top technical talent, streamline hiring processes, and align recruitment strategies with organizational goals.

Do technical recruiting managers make a lot of money?

Technical recruiting managers typically earn a competitive salary that varies based on experience, location, and company size. In general, they earn more than entry-level recruiters, with salaries often ranging from $70,000 to over $120,000 annually, especially in tech hubs. They may also receive bonuses and benefits related to their role in talent acquisition and team management.

What are some common challenges faced by technical recruiting managers, and how do they typically overcome them?

Technical Recruiting Managers frequently handle challenges such as competing for top talent in a highly competitive marketplace and keeping up with constantly evolving technical skill requirements. They address these challenges by building strong relationships with hiring managers, staying up-to-date on current technology trends, and continuously improving their sourcing and candidate assessment strategies. Additionally, they leverage data-driven recruiting tools and foster a positive candidate experience to stand out as an employer of choice. Collaboration with technical teams and regularly updating recruitment strategies help them fill specialized roles efficiently and effectively.

What is a technical recruiting manager?

A Technical Recruiting Manager oversees the hiring process for technical roles within a company. They develop recruitment strategies, manage a team of recruiters, and collaborate with hiring managers to identify top talent. Their responsibilities include sourcing candidates, optimizing hiring processes, and ensuring a positive candidate experience. Strong knowledge of technical roles and industry trends is essential for success in this role.

What are popular job titles related to Technical Recruiting Manager jobs in Oregon? For Technical Recruiting Manager jobs in Oregon, the most frequently searched job titles are:
What job categories do people searching Technical Recruiting Manager jobs in Oregon look for? The top searched job categories for Technical Recruiting Manager jobs in Oregon are:
What cities in Oregon are hiring for Technical Recruiting Manager jobs? Cities in Oregon with the most Technical Recruiting Manager job openings:
Technical Recruiting Manager jobs near you
Infographic showing various Technical Recruiting Manager job openings in Oregon as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 14% Part Time, 2% Contract, and 1% Nights. Highlights an 93% Physical, 3% Hybrid, and 4% Remote job distribution, with an average salary of $161,011 per year, or $77.4 per hour.

Technical Recruiting Manager

Chainguard

OR • On-site

Other

This job post has expired today. Applications are no longer accepted.

Job description

The role, in a nutshell:

Chainguard is securing the open source software supply chain, the infrastructure every modern engineering team depends on. We're growing fast, and how we hire technical talent will define the shape of our engineering and product organizations for years to come. We're looking for a Technical Recruiting Manager who can raise the bar on technical hiring, build the infrastructure that doesn't exist yet, and operate as a genuine thought partner to our CPO, Head of Engineering, and CISO. If you've watched an engineering org double in size and know exactly what breaks at that inflection point, this is your role.

What you'll do

  • Lead and develop a team of technical recruiters: coach for quality over throughput, hold a high bar on technical screening and debrief quality, and invest in each person's growth, including those who are already strong.
  • Partner directly with engineering and product leadership: build trusted working relationships with our CPO, Head of Engineering, and Head of Security; push back constructively when you disagree; bring data and honest assessments to every conversation.
  • Standardize technical interviewer training: build a program that's practical and low-lift for interviewers and tied to real calibration outcomes for the engineers who interview frequently at Chainguard.
  • Own recruiting strategy across engineering, product, and security: set sourcing strategy, hiring timelines, and quality thresholds for your function; know when a req needs a different approach and have the credibility to drive that conversation.
  • Manage a high-volume, high-complexity pipeline: keep your team focused, unblocked, and making good decisions in an environment where priorities shift, and the quality bar is high.

 

What we're looking for

  • 8+ years in technical recruiting, including at least 2 years managing a team, you've supported an engineering org through significant scale and know what had to be built at each stage.
  • An independent, developed point of view on what strong engineering and PM talent looks like, you can coach your recruiters to hold that same bar and have a credible conversation with a skeptical engineering leader about what recruiting can actually improve.
  • Infrastructure builder, not just a process runner, you've stood up at least one of the following from scratch: interview committees, interviewer training programs, or calibration frameworks.
  • Stakeholder credibility, you push back when you're right, bring data when you disagree, and build trust with leaders who have high standards.
  • Strong team developer, you know how to coach high-performing ICs to get stronger and manage through performance issues without letting them drag the team.
  • Closer and seller, you know how to position Chainguard against a late-stage pre-IPO, a FAANG team, and an early-stage startup, and you've closed candidates who had better-known options.

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