100+ HR & Recruiting Jobs in Austin, TX

The cleanest local government anchor is O*NET's Austin wage page for Human Resources Specialists, which lists $46,990 and $58,780. More current posting-based data for the broader local category centers on about $73k to $100k, with a broader 25th-75th band of about $60k to $150k. Recruiter-specific proxy data puts median pay around $75,860 and the 75th percentile at $96,380, while a company-reported sample for Greater Austin shows recruiter total compensation averaging $138,000.

Full July 2026 market report

Advertised pay

Across the 48 openings that disclose pay, the advertised range midpoint runs $57,500 at the 25th percentile, $71,610 at the median and $112,225 at the 75th. These are advertised ranges, not earned pay.

Active openings as of September 7, 2026

Senior roles | Entry level | Remote | Posted this week

Live from the Callings.ai index of over 13 million postings, refreshed hourly and re-checked here nightly. Roles that close are dropped at the next refresh.

Showing 30 of 101 openings.

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What our analysts see this month

Competitive market | next 3-6 months

Austin is still a workable market for Human Resources, Recruiting & People Operations, but it is not an easy one. The metro added 26.6 thousand nonfarm jobs over the year and posted 1.9% employment growth in June 2026, while unemployment sat at 4.1%. Statewide occupation data also show HR-family demand holding up better than the broad market, with Texas HR-family employment up 1.6% year over year and active postings up 11.8% year over year in July 2026. Expect a selective market with real openings, slower decisions, and the best odds for candidates who already look productive on day one.

Best positioned: Mid-career recruiters, TA partners, and HR generalists who can show LinkedIn Recruiter, sourcing, applicant tracking systems, stakeholder management, and data analysis have the best odds right now.

Main caution: The biggest trap is assuming Austin's brand-name employers mean easy remote or entry-level access: the local mix is about 55% on-site, about 30% hybrid, about 10% remote, and only about 15% of postings skew entry level.

From the July 2026 market report

Who is hiring here

Counted across all 101 openings in this market. 8 of the employers below are hiring for more than one role right now.

1. Ryder System, Inc.: 4 open roles
2. QuickCruit, Inc.: 3 open roles
3. Biorce, Inc.: 2 open roles
4. CharterUP, LLC.: 2 open roles
5. Cirrascale: 2 open roles
6. Robert Half: 2 open roles
7. Sedgwick: 2 open roles
8. TESIM Electric: 2 open roles
9. 11 Investments Ltd: 1 open role
10. 5 STAR Event Services: 1 open role

Where the openings are

• Austin: 95
• Cedar Park: 1
• Buda: 1
• Miami: 1
• Dripping Springs: 1
• Round Rock: 1

Work arrangement

on-site 60 (61%), hybrid 29 (29%), remote 10 (10%)

Where the demand is

Real opportunity is spread across a long tail rather than a single dominant employer set. Over the last 90 days, the local sample shows more than 175 postings across more than 125 companies, and hiring is fragmented; the most consistently active named employers were Tesla, Insurance Office Of America, Inc., and Apptronik. The industry mix matters more than the employer list. About 25% of sampled postings came from software development, about 20% from technology, about 10% from insurance, about 10% from healthcare, and about 10% from sales. That mix favors candidates who can recruit or support technical, operational, or regulated roles rather than only generic corporate HR. The catch is seniority. About 60% of postings skew mid-level, while only about 15% look entry-level. If you are junior, the most practical path is a coordinator-to-specialist foothold in insurance, healthcare, or operations-heavy employers and then a later move into tech.

• Tech, software, and robotics employers (high): Software development accounts for about 25% of local postings and technology about 20%, with Tesla and Apptronik among the active named employers.
• Insurance and healthcare HR operations (moderate): Insurance and healthcare each represent about 10% of the sampled local market, which can support steadier HR operations, benefits, compliance, and specialist recruiting work.
• Staffing and business-services-linked support (moderate): Texas added 25,500 jobs in Professional and Business Services in June 2026, which can spill over into staffing, recruiting vendors, and outsourced HR support serving Austin clients.

Where to focus: Prioritize mid-level recruiter, HR generalist, and TA-ops openings in software, insurance, and healthcare where sourcing, stakeholder management, ATS fluency, and data analysis travel well across employers.

Roles worth searching next

• Sales Operations Analyst: Local HR postings repeatedly ask for stakeholder management and data analysis, which also transfer cleanly into revenue and process roles.
• Business Operations Analyst: Austin demand is spread across software, insurance, and healthcare employers that also rely on cross-functional operations talent.
• Customer Success Manager at HR tech or benefits vendors: Software, insurance, and healthcare are meaningful parts of the local employer mix, so vendor-side client roles can use the same communication and workflow strengths.
• Project or Program Coordinator: If your strongest asset is process control rather than direct recruiting, this is often a cleaner bridge than chasing fully independent recruiter titles.

What postings ask for

• LinkedIn Recruiter (table_stakes | immediate): It is the single most-mentioned local tool signal, appearing in about 25% of sampled postings, so recruiters without it look under-instrumented quickly. Who: Recruiters, sourcers, and career switchers trying to land TA roles.
• Sourcing (table_stakes | immediate): Sourcing shows up in about 15% of local postings, which makes it a practical screen-out skill rather than a nice-to-have for recruiting paths. Who: Recruiters, recruiting coordinators moving up, and agency backgrounds.
• Applicant tracking systems (table_stakes | immediate): Applicant tracking systems appear in about 10% of local postings and are part of the evidence employers want candidates who can run process, not just talk about people. Who: Entry-level candidates, career switchers, and anyone whose resume currently sounds too general.
• Stakeholder management (differentiator | immediate): Stakeholder management is explicitly requested in about 10% of local postings, and it is one of the clearest separators between coordinator-level support and trusted business-facing execution. Who: Mid-career recruiters, HR generalists, and HRBP-track candidates.
• Data analysis / data-driven HR strategy (differentiator | near-term): Data analysis appears in about 10% of local postings, and employers nationally are also emphasizing data-driven HR strategy in 2026. Who: HR generalists, TA ops, HRBP-track candidates, and switchers from analytics-heavy roles.
• HRIS (premium | near-term): HRIS capability is one of the national skill areas employers are especially valuing in 2026, which makes it a strong way to move from generic HR support into harder-to-replace work. Who: Generalists, people-ops candidates, and anyone trying to compete against a crowded recruiter pool.

Questions about this market

What do Human Resources, Recruiting & People Operations roles pay in Austin-Round Rock-San Marcos, TX?

The cleanest local government anchor is O*NET's Austin wage page for Human Resources Specialists, which lists $46,990 and $58,780. More current posting-based data for the broader local category centers on about $73k to $100k, with a broader 25th-75th band of about $60k to $150k. Recruiter-specific proxy data puts median pay around $75,860 and the 75th percentile at $96,380, while a company-reported sample for Greater Austin shows recruiter total compensation averaging $138,000. Austin can still pay well for HR and recruiting work, but the premium is uneven. Texas HR-family openings averaged about $90,135 in July 2026 versus about $78,561 across all Texas openings, which says the function still prices above the broader opening mix.

Where is demand for Human Resources, Recruiting & People Operations roles in Austin-Round Rock-San Marcos, TX concentrated?

Real opportunity is spread across a long tail rather than a single dominant employer set. Over the last 90 days, the local sample shows more than 175 postings across more than 125 companies, and hiring is fragmented; the most consistently active named employers were Tesla, Insurance Office Of America, Inc., and Apptronik. The industry mix matters more than the employer list. About 25% of sampled postings came from software development, about 20% from technology, about 10% from insurance, about 10% from healthcare, and about 10% from sales. That mix favors candidates who can recruit or support technical, operational, or regulated roles rather than only generic corporate HR. The catch is seniority. About 60% of postings skew mid-level, while only about 15% look entry-level. If you are junior, the most practical path is a coordinator-to-specialist foothold in insurance, healthcare, or operations-heavy employers and then a later move into tech.

Which employers are hiring the most Human Resources, Recruiting & People Operations talent in Austin-Round Rock-San Marcos, TX?

Recent postings show the most activity from Tesla (10 postings), Insurance Office Of America, Inc. (10 postings), Apptronik (5 postings). See the full market report for the complete employer landscape.

Can Human Resources, Recruiting & People Operations roles in Austin-Round Rock-San Marcos, TX be done remotely?

Of recent postings, 10% are remote and 30% hybrid, with 55% on-site. Use the Remote filter above to see only remote openings.

How current are these listings?

Openings come from the Callings.ai live index of over 13 million jobs, refreshed hourly. This page searches postings from the last 30 days; run the search yourself to filter by anything else in plain language.

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