Top Remote Talent Acquisition Jobs

The Senior Director, Talent & Rewards Strategy at Babylist oversees Talent Acquisition and Total Rewards, aligning hiring, compensation, and retention strategies to scale the business and attract top talent. Responsibilities include leading teams, managing compensation strategies, and designing benefit programs.

Lead and evolve Affirm's Engineering University Programs (internship, apprenticeship, new graduate). Own program design, execution, communications, logistics, stakeholder partnership, cohort engagement, feedback-driven improvements, and measurement of program outcomes.

Lead and grow a global product and engineering recruiting team: set performance goals, mentor managers and recruiters, partner with business leaders, improve processes, source hard-to-find engineering talent, leverage AI tools, maintain ATS accuracy, and ensure excellent candidate experience across hiring lifecycle.

Lead Americas GTM and Marketing recruiting as a strategic TA partner. Build and coach a high-performing team, drive data-driven hiring, implement scalable processes (SOPs, RACI), present insights to executives, and ensure equitable candidate experience and operational excellence across NAMER and LATAM.

Own end-to-end recruitment for a portfolio of client roles: shortlist, source, interview, and place candidates. Hit monthly placement targets, maintain pipeline, calibrate with clients, keep ATS/CRM data accurate, and collaborate with sourcing and delivery teams to close roles.

Contract Talent Acquisition Specialist leading full-cycle recruiting for technical, engineering, and select non-technical roles. Partner with hiring managers, source via LinkedIn and other channels, screen and evaluate candidates, manage ATS and candidate lifecycle, coordinate interviews, conduct reference checks, provide compensation insights, and track recruiting metrics to improve hiring.

Manage full recruitment lifecycle for software and IT roles. Source, screen, and evaluate technical candidates, collaborate with hiring managers, maintain candidate pipelines, ensure smooth candidate experience, and support urgent hiring and immediate joiners.

Lead full-cycle recruiting for sales, business development, and growth roles. Partner with sales leaders to build pipelines, source passive candidates, deliver high-touch candidate experiences, track pipeline health in Oracle Recruiting Cloud, provide market and compensation insights, support workforce planning, ensure regulatory compliance, and continuously improve hiring strategies.

Support the Talent Acquisition team by conducting screening calls, scheduling and coordinating interviews, assisting hiring manager discovery, sourcing resumes, maintaining recruiting trackers and job templates, drafting candidate communications, and handling administrative recruiting tasks.

Coordinate full-cycle recruitment tasks including interview scheduling, job posting, ATS administration, offer and pre-onboarding processes, Form I-9 verification, reporting, and stakeholder training to ensure compliant, candidate-first hiring operations.

Manage full-cycle technical recruiting for digital media and IT teams, build targeted engineering pipelines, integrate technical assessments into Greenhouse, coach hiring managers on structured interviewing, and ensure EEO/compliance across hiring. Support onboarding, employer branding, and recruitment analytics for technical roles.

Source, map, and engage passive technical talent across engineering, product, design, and DevOps. Build talent pipelines in Greenhouse, run advanced Boolean/semantic searches, conduct inclusive screening, partner with hiring leaders, track sourcing metrics, and run diversity-focused outreach and events to increase representation in technical hiring.

Own end-to-end GTM hiring for Sales & Marketing roles: design assessment processes, screen and evaluate candidates, maintain pipeline analytics, partner with sourcing and hiring managers, and deliver excellent candidate and hiring manager experiences.

Lead Talent Acquisition Specialist shapes recruiting strategy for a function or site, manages complex and hard-to-fill searches, builds sourcing playbooks and pipelines, mentors recruiters, advises senior leaders with labor market data, improves recruiter enablement through processes and AI tools, and leads hiring initiatives to ensure consistent, compliant, and high-quality talent acquisition outcomes.

The role involves managing high-volume recruitment for non-exempt positions, collaborating with hiring managers, and ensuring compliance throughout the recruitment process.

Lead end-to-end recruitment and early-career development: partner with hiring managers, source and screen candidates, improve hiring efficiency, build onboarding and training programs, measure new-hire success, and drive People team strategic initiatives.

Lead end-to-end talent acquisition strategy and execution for seasonal, field, and HQ roles. Manage and coach a TA team, build diverse pipelines, own employer branding, optimize recruiting systems and metrics (time-to-fill, conversion, cost-per-hire), and partner cross-functionally to meet staffing goals and improve processes.

The Talent Acquisition Sourcing Specialist handles full-cycle recruitment for hourly positions, collaborating with managers to attract qualified candidates, ensuring compliance, and building talent pipelines.

Support end-to-end recruiting for product, engineering, and business roles: source and screen candidates, coordinate interviews, maintain ATS data, collect feedback, assist offers, and help improve recruiting processes, candidate experience, and employer branding.

Support end-to-end recruiting for product, engineering, and business roles: source and screen candidates, coordinate interviews, maintain ATS records, assist with offers, and help improve recruiting processes and candidate experience.

Support end-to-end recruiting for product, engineering, and business roles: source and screen candidates, coordinate interviews, maintain ATS records, assist with offers, and help improve recruiting processes and candidate experience.

The Talent Acquisition Consultant will screen candidates, manage the hiring process, coordinate interviews across time zones, and engage passive candidates while leveraging AI tools in recruitment.

Full-cycle recruiter owning intake through offer and onboarding for corporate and commercial teams. Source passive candidates, manage high-touch interviews, maintain ATS data integrity, partner with hiring managers, support employer branding, and evaluate AI-enabled recruiting tools.

The Director of Contractor Operations will build systems for team growth, drive employee engagement and retention, and ensure alignment with business objectives.

Lead end-to-end recruiting for manager-to-VP roles across paid media, CRM, performance creative, and growth teams. Partner with division leads to scope roles, build talent maps, run proactive sourcing, manage candidate experience, negotiate offers, maintain ATS data (Ashby), and report on hiring metrics. Coach interviewers and represent the employer brand in the market.