Top Remote Talent Acquisition Jobs

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 end-to-end hiring for clinical and technical roles, proactively source senior and hard-to-fill candidates, advise leaders on market and compensation, use recruiting metrics to drive decisions, maintain Greenhouse data, partner with People Ops/Finance, and deliver an excellent candidate experience.

Lead and scale a talent acquisition function by building and coaching a recruiting team, deploying modern talent tech and analytics, improving candidate experience and employer brand, partnering with business leaders on workforce planning, and measuring quality-of-hire and candidate sentiment to drive hiring outcomes.

Lead and scale CodePath’s end-to-end talent acquisition function: own hiring process, rubrics, scorecards, recruiting stack, pipeline health, and employer brand. Build and coach a team of recruiters/sourcers, partner with senior leaders on hiring plans, drive volume and quality across technical and non-technical searches, and implement data- and AI-informed systems to deliver predictable time-to-hire and high-quality hires.

The Director of Talent Acquisition will lead a global recruiting function, focusing on scaling hiring processes and building an employer brand alongside developing a high-performing recruiting team at Fieldguide.

Manage full-cycle recruiting for Sales and Customer Success roles: build candidate pipelines, prioritize inbound applications, partner with hiring managers, use recruitment data to drive decisions, and ensure inclusive candidate experiences while meeting high-volume hiring goals.

Own full-cycle recruiting for Sales and GTM in the Americas, partnering with Sales leaders to source, assess, and close quota-carrying roles. Build targeted sourcing strategies and pipelines, lead structured assessments, manage offers and negotiations, track recruiting metrics, and champion employer brand in competitive commercial talent markets.

Execute full-cycle, high-volume recruiting for Sales and GTM roles in the Americas. Source passive candidates, run screens, manage pipelines in Ashby/ATS, coordinate offers, maintain ATS data and reporting, and partner with recruiters and sales leadership to improve hiring processes and build fintech/payments talent knowledge.

Lead full-cycle recruiting for Finance and core business roles, partner with hiring leaders and cross-functional teams, maintain TA systems, and build/test agentic AI bots and Skills using Claude Code/OpenAI Codex to automate recruiting workflows and improve process quality, governance, and candidate experience.

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.

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.

Own full-cycle recruiting for multiple roles (sourcing, screening, closing ~6+ hires/month), support People Ops tasks like onboarding and daily people questions, and partner on strategic people initiatives and process design as the company scales.

Lead global recruitment, hiring mechanisms, mobilization, compliance, payroll/benefits, and lifecycle management for contracted personnel under a multi-year State Department project. Maintain global expert roster, ensure regulatory and host-country compliance, and meet mobilization and performance timelines.

Lead end-to-end talent acquisition for underwriting and claims roles, partnering with HRBPs and business leaders to design sourcing strategies, manage candidate experience, champion DEI, leverage recruitment technology and analytics, advise on hiring decisions, ensure compliance, and promote employer brand at events.

Lead full-cycle recruiting for commercial functions (Sales, Marketing, Customer Success, BD). Build sourcing strategies and talent pipelines, advise leaders on workforce planning, manage candidate assessment and experience, use data to optimize hiring, and partner on onboarding and retention.

Lead outbound sourcing for cleared IT roles across DoD/Intel programs: build search strategies, generate pipelines, engage passive candidates using niche platforms, track sourcing metrics, and partner with hiring managers and capture teams to scale hiring and pre-award talent efforts.

Lead strategic talent acquisition for the Las Vegas property opening and ongoing operations. Design scalable recruitment plans, execute executive and high‑volume hiring, develop employer brand and recruitment marketing, build diverse talent pipelines, partner with operations and marketing, ensure compliance, leverage analytics, and oversee recruiting teams and vendor relationships to deliver high-quality hires and exceptional candidate experience.

Source and build pipelines of passive R&D candidates for clinical development, regulatory, safety, biostats and data science. Partner with recruiters, hiring managers and HRBPs to develop sourcing strategies, provide market intelligence, curate candidate slates, report progress, and optimize sourcing approaches using analytics and automation tools.

Coordinate and schedule interviews, manage candidate communications and ATS records (Lever), support pre-employment checks and onboarding, generate recruiting reports, and assist recruiters and hiring managers to ensure a positive candidate experience.

Lead full life-cycle recruiting across editorial and business teams; build hiring manager partnerships; develop talent pipelines and conference strategy; manage the talent acquisition team; oversee ATS, metrics and hiring process improvements; report on hiring goals and support organizational growth.

The Senior Contractor Recruiter will partner with the Talent Acquisition team to oversee full-cycle recruiting for B2B roles, focusing on Sales, Partnerships, Customer Success, and Marketing. Responsibilities include building talent pipelines, engaging candidates, and mentoring hiring managers to optimize recruitment strategies.

Lead and manage a Midwestern hourly talent acquisition team to execute recruiting strategy, improve candidate experience, manage vendors, deliver TA metrics and reports, drive process improvements, and develop recruiting staff.

Lead and manage full-cycle recruitment across functions and levels. Partner with hiring managers to define hiring strategies, develop sourcing approaches, mentor junior recruiters, optimize recruitment metrics, champion employer branding and candidate experience, collaborate with HR on onboarding and workforce planning, and monitor talent market trends.

Serve as a People Services business partner advising leadership on strategic HR matters, aligning PS activities with DaVita's culture and mission. Collaborate with corporate HR functions (Teammate Relations, Compensation, Benefits, Recruiting) to support business needs, ensure policy compliance, and drive positive business results. Support teammate development, performance, and HR program execution.