150+ HR & Recruiting Jobs in Seattle, WA

Government wage data for Seattle-Tacoma-Bellevue shows Human Resources Specialists at a $92,770 median, $99,220 mean, $73,860 at the 25th percentile, and $124,380 at the 75th percentile in 2025. Human Resources Managers sit much higher, with a $171,360 median and a $186,920 mean. Current posted salaries across the broader HR/recruiting/people-ops category center on about $112k to $156k, with a broader 25th-75th band of about $80k to $193k.

Full September 2026 market report

Advertised pay

Across the 131 openings that disclose pay, the advertised range midpoint runs $75,086 at the 25th percentile, $100,000 at the median and $132,850 at the 75th. These are advertised ranges, not earned pay.

Active openings as of October 17, 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 153 openings.

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What our analysts see this month

Competitive market | next 3-6 months

This is a competitive market, not a frozen one. In Washington, active postings for the broader human resources, recruiting, and people operations family are up 11.6% year over year even though employment in the field is essentially flat, and Seattle metro Professional and Business Services employment is up 0.6278% year over year. We observed more than 175 local postings across more than 100 companies over the last 90 days, but the mix skewed toward mid-career hiring, with only about 15% entry-level roles and about 10% remote roles.

Best positioned: Candidates with full-cycle recruiting or HRBP-style experience, strong data and ATS habits, and comfort with on-site or hybrid work have the best odds, especially in tech-shaped employers where technical recruiting, sourcing, stakeholder management, and data analysis show up repeatedly in local postings.

Main caution: The biggest mistake is assuming Seattle's high salary headlines apply to all HR jobs; the stronger pay is concentrated in higher-level roles, while access is narrower for entry-level, remote-only, and sponsorship-dependent candidates.

From the September 2026 market report

Who is hiring here

Counted across all 153 openings in this market. 10 of the employers below are hiring for more than one role right now.

1. Aston Carter, Inc.: 13 open roles
2. Amazon: 10 open roles
3. Wastateshrm: 7 open roles
4. WashingtonState: 6 open roles
5. Spacex: 4 open roles
6. Anduril Industries, Inc.: 3 open roles
7. AO Garcia Agency: 3 open roles
8. BlackSky: 3 open roles
9. Anker Innovations: 2 open roles
10. AssemblyAI: 2 open roles

Where the openings are

• Seattle: 96
• Redmond: 8
• Bellevue: 7
• Renton: 5
• Kirkland: 5
• Federal Way: 3
• Tukwila: 3
• White Center: 2

Work arrangement

on-site 94 (63%), hybrid 42 (28%), remote 14 (9%)

Where the demand is

The clearest local opportunity sits where HR work connects directly to technical hiring, growth planning, or formal people programs. In the recent posting sample, the most-active industries were technology at about 25%, software development at about 20%, insurance at about 10%, IT services and consulting at about 10%, and internet and web services at about 10%. Named employers most consistently active included Amazon, Wastateshrm, Microsoft, Campus Building, Blue Origin, and Anduril Industries, Inc., but hiring was fragmented rather than dominated by one company. That fragmentation is useful for job seekers because it spreads opportunity across many employers instead of tying the market to one flagship firm. We observed more than 175 postings across more than 100 companies over the last 90 days. But the market is uneven across sub-roles: about 45% of openings were mid-level, about 30% senior, and about 15% lead+, while only about 15% were entry level. For recruiter-heavy paths, the local skill pattern points to sourcing, full-cycle recruiting, technical recruiting, ATS fluency, talent acquisition, stakeholder management, and data analysis.

• Tech and software hiring support (high): This is the strongest pocket of demand because technology and software development together account for about 45% of observed local postings, and the local skill mix strongly favors technical recruiting, sourcing, ATS use, and stakeholder management.
• Corporate HR inside insurance and IT services (moderate): Insurance and IT services/consulting each account for about 10% of the observed posting mix, making them useful targets for generalist, HR operations, and business-facing people roles.
• Large-employer in-house HR systems and process roles (moderate): About 20% of sampled postings came from large employers, which can favor candidates who know structured recruiting process, reporting, onboarding, and policy execution.
• Remote-first and public-sector paths (limited): These are the tightest segments right now because only about 10% of sampled roles were remote, and Tacoma city government is under a hiring freeze through the end of 2026.

Where to focus: Focus first on tech-shaped employers that need measurable recruiting or people-ops execution, then widen into insurance and IT services if your background is more operational than brand-driven.

Roles worth searching next

• Business Operations Analyst: It uses the same mix of data work, stakeholder coordination, process mapping, and reporting that shows up in modern people operations work.
• Program Manager: Candidates coming from HRBP, L&D-adjacent, onboarding, or change-heavy work often already run cross-functional programs and communications.
• Customer Success Manager in HR-tech or staffing services: Recruiters and HR generalists already know candidate and client communication, adoption support, and recurring stakeholder management.
• Compliance Analyst or Privacy Operations Specialist: HR professionals with employee relations, documentation, policy, or systems exposure can pivot toward compliance-heavy work as privacy and AI-governance demands rise.

What postings ask for

• Data analysis (premium | immediate): It is the most-requested hard skill in the local posting sample at about 20%, and national HR guidance says data literacy is now a daily requirement. Who: Mid-career HR generalists, HRBPs, recruiting ops candidates, and anyone trying to move out of purely administrative work.
• Full-cycle recruiting and sourcing (premium | immediate): Sourcing, full-cycle recruiting, talent acquisition, and technical recruiting each appeared in about 15% of local postings, which fits a metro where tech and software employers dominate the mix. Who: Recruiters, career switchers coming from sales or client service, and coordinators trying to move into recruiter seats.
• Applicant tracking systems and LinkedIn Recruiter (table_stakes | immediate): Applicant tracking systems show up in about 15% of local postings and LinkedIn Recruiter in about 10%, making them baseline filters for many recruiter-led roles. Who: Anyone applying to recruiting, recruiting coordination, or talent operations roles.
• SHRM-CP or PHR (differentiator | near-term): These were the certifications most often required in the local sample, though each appeared in only about 5% of postings, so they help more as tie-breakers than universal gates. Who: Generalists, coordinators moving into HR, and career switchers who need a cleaner credibility signal.
• AI fluency and prompt engineering (differentiator | near-term): By early 2026, 39% of HR teams had adopted AI in recruiting, recruiting was the top AI use case at 27%, and AI fluency plus prompt engineering are rising HR skills. Who: Recruiters, recruiting ops, L&D-adjacent candidates, and people-ops applicants who want to look current rather than administrative.
• Employment law, privacy, and AI governance (premium | near-term): Employment law and compliance is a rising HR skill, while 20 states had comprehensive privacy laws in force by January 1, 2026 and bias audits are becoming a baseline expectation for AI systems used in HR. Who: HRBPs, employee relations candidates, people-ops applicants, and anyone touching policy, documentation, or AI-enabled screening.

Questions about this market

What do Human Resources, Recruiting & People Operations roles pay in Seattle-Tacoma-Bellevue, WA?

Government wage data for Seattle-Tacoma-Bellevue shows Human Resources Specialists at a $92,770 median, $99,220 mean, $73,860 at the 25th percentile, and $124,380 at the 75th percentile in 2025. Human Resources Managers sit much higher, with a $171,360 median and a $186,920 mean. Current posted salaries across the broader HR/recruiting/people-ops category center on about $112k to $156k, with a broader 25th-75th band of about $80k to $193k. Seattle pays well for HR work. The local HR specialist median is above the national median of $75,940, so the market can reward solid experience, especially once you move beyond coordinator-level work.

Where is demand for Human Resources, Recruiting & People Operations roles in Seattle-Tacoma-Bellevue, WA concentrated?

The clearest local opportunity sits where HR work connects directly to technical hiring, growth planning, or formal people programs. In the recent posting sample, the most-active industries were technology at about 25%, software development at about 20%, insurance at about 10%, IT services and consulting at about 10%, and internet and web services at about 10%. Named employers most consistently active included Amazon, Wastateshrm, Microsoft, Campus Building, Blue Origin, and Anduril Industries, Inc., but hiring was fragmented rather than dominated by one company. That fragmentation is useful for job seekers because it spreads opportunity across many employers instead of tying the market to one flagship firm. We observed more than 175 postings across more than 100 companies over the last 90 days. But the market is uneven across sub-roles: about 45% of openings were mid-level, about 30% senior, and about 15% lead+, while only about 15% were entry level. For recruiter-heavy paths, the local skill pattern points to sourcing, full-cycle recruiting, technical recruiting, ATS fluency, talent acquisition, stakeholder management, and data analysis.

Which employers are hiring the most Human Resources, Recruiting & People Operations talent in Seattle-Tacoma-Bellevue, WA?

Recent postings show the most activity from Amazon (15 postings), Wastateshrm (10 postings), Microsoft (5 postings), Campus Building (5 postings), Blue Origin (5 postings). See the full market report for the complete employer landscape.

Can Human Resources, Recruiting & People Operations roles in Seattle-Tacoma-Bellevue, WA be done remotely?

Of recent postings, 10% are remote and 30% hybrid, with 60% 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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