Top Remote Talent Acquisition Jobs

Leads US talent acquisition strategy and a recruiting team supporting high-volume, multi-site, remote, and BPO hiring. Oversees full-cycle recruiting, hiring events, program launches, recruitment marketing, client partnerships, pipeline analytics, and staffing plans. Drives adoption of AI and recruiting technology, manages ATS data and KPIs, ensures regulatory compliance, and develops talent pipelines while traveling to sites and events approximately 25% of the time.

Lead full-cycle recruiting across multiple companies and functions, partnering with hiring managers to define roles, source and assess candidates, build talent pipelines, prepare and negotiate offers, and promote internal mobility. Own employer branding, recruitment events, interview standards, hiring-manager training, recruiting metrics, compliance, and ATS data quality.

Own full-cycle recruiting for sales roles, including proactive sourcing, candidate outreach, screening, evaluation, interview coordination, pipeline management, offer support, and onboarding partnership. Build talent pipelines for high-performing sales professionals, assess candidates using performance metrics and scorecards, maintain ATS data, track recruiting KPIs, and improve hiring processes. The role requires strong communication, organization, judgment, and comfort with outbound recruiting and fast-moving, performance-driven environments.

Own full-cycle, high-volume recruiting for 50+ requisitions from intake through onboarding. Partner with hiring managers, advise on talent strategies, source candidates through multiple channels, build pipelines, monitor recruiting metrics, and maintain accurate ATS records and compliance. The role requires delivering quality hires, meeting hiring timelines, improving funnel performance, and providing an excellent candidate and stakeholder experience.

Own end-to-end global talent acquisition, including consultative hiring-manager partnership, proactive sourcing, high-volume interviewing, candidate screening, ATS management, recruiting analytics, and process improvement. The role recruits across the US, Europe, and sometimes Asia; builds interview scorecards and training; improves candidate experience; and uses AI tools to streamline recruiting workflows while maintaining human judgment.

Sources and engages technology candidates across software engineering, infrastructure, data, cybersecurity, AI, and emerging technology roles. Partners with recruiters and hiring managers to define search strategies, conducts outreach and initial screening, maintains Greenhouse ATS data, and supports market mapping, competitive intelligence, diversity sourcing, messaging, and playbook development. The role requires managing multiple searches independently in a fast-paced remote environment.

Leads federal talent acquisition operations supporting an intelligence agency. Oversees recruiting, candidate assessment, workforce planning, applicant-tracking processes, team leadership, compliance, performance metrics, executive reporting, and recruiting strategy for technical and mission-critical roles. Requires extensive federal HR experience, skills-based assessment expertise, project and change-management capabilities, and active TS/SCI clearance. This is a full-time, on-site position in Springfield, Virginia.

Leads federal talent acquisition operations supporting an intelligence agency. Oversees recruiting, candidate assessment, workforce planning, applicant-tracking workflows, compliance, team leadership, performance metrics, executive reporting, and process improvement. Develops sourcing and engagement strategies for technical and mission-critical positions, manages multiple initiatives, applies project and change-management principles, and serves as the operational and technical authority for the program.

Manage full-cycle recruiting for technical and non-technical roles, especially engineering and renewable energy positions. Responsibilities include sourcing passive candidates, partnering with hiring managers, screening applicants, negotiating offers, tracking recruiting metrics, maintaining ATS records, supporting onboarding, and improving candidate experience. At the Specialist III level, the role independently manages complex requisitions, advises on talent-market strategy, and mentors junior recruiting staff.

Manages full-lifecycle recruiting across multiple functions, including sourcing, screening, interview coordination, candidate communication, offers, pre-employment activities, onboarding, recruiting systems, reporting, and process improvement. Partners with hiring managers to define requirements, build candidate pipelines, assess talent, and support hiring decisions. The role also maintains recruiting documentation and delivers a consistent candidate and hiring-manager experience in a fully remote environment.

Manage full-cycle recruiting for firm staff positions while sourcing and cultivating relationships with lateral attorneys, partners, and small firm owners. Responsibilities include candidate screening, job posting development, sourcing, recruiting events, attorney and firm research, confidential outreach, acquisition pipeline management, and partnering with firm leadership on growth strategy.

Lead high-volume, multi-state clinical recruiting for LPNs and other care staff while managing two recruiters. Own corporate hiring, sourcing strategy, employer brand, ATS implementation, recruiting metrics, compliance, and stakeholder partnerships. Build scalable processes that improve time-to-fill, quality of hire, retention, and clinical workforce coverage.

Manage full-cycle recruiting for technical and non-technical roles, especially aerospace engineering, manufacturing, quality, production, and support positions. Develop sourcing strategies, build talent pipelines, coordinate interviews, negotiate offers, and support pre-onboarding. Partner with hiring managers and HR business partners, monitor talent market trends, improve recruiting workflows, ensure compliance with EEO and OFCCP requirements, and deliver a strong candidate experience.

Leads technology and executive recruiting strategies, sourcing, assessment, and hiring initiatives. Partners with technology executives, hiring managers, HR leaders, and candidates to build talent pipelines, deliver strong candidate experiences, and ensure compliant recruiting practices. Analyzes labor-market and recruitment data, manages vendors and service levels, leads recruiting projects, advises on talent trends, and mentors other talent acquisition consultants.

Support internship and volunteer recruiting by posting roles through Dover and social channels, screening applications, communicating with candidates, refining recruiting materials, and coordinating interviews. This fully remote internship offers hands-on talent acquisition experience, mentorship, and exposure to applicant tracking systems and recruiting workflows. The commitment is 5–10 hours weekly for three months, with North Carolina residency preferred and no prior recruiting experience required.

Manage full-cycle recruiting for scientific, engineering, and operational roles while building Ohr’s talent acquisition infrastructure. Responsibilities include sourcing, interview coordination, offer management, agency oversight, ATS and reporting implementation, recruitment events, university partnerships, and employer branding. The role is a six-month temporary engagement intended to convert to a permanent hybrid position in the Greater Denver-Boulder area.

Develop proactive sourcing strategies, talent pipelines, market intelligence, and alternative talent partnerships for difficult-to-fill roles. Engage passive candidates, map talent markets, support employer-brand and workforce-development initiatives, and manage a small portfolio of full-cycle requisitions. Partner with hiring managers, HR, educational and military organizations, and external talent channels. Evaluate sourcing technologies, improve recruiting processes, and provide actionable insights on talent availability and recruiting challenges.

Conduct full-cycle recruiting for mid- to senior-level positions across multiple business units. Partner with hiring managers and HR stakeholders, develop sourcing strategies, identify passive candidates, conduct screens, present candidate slates, coordinate interviews and travel, prepare offers, and support onboarding. Maintain accurate records and job postings in Workday and other ATS/CRM systems, create Excel reports, and promote diversity and compliant hiring practices.

Leads Talent Acquisition Operations across the Americas, managing regional teams and driving standardized recruiting processes, tools, analytics, compliance, and continuous improvement. Oversees operational performance, data integrity, stakeholder experience, technology adoption, governance, and regional execution. Partners with recruiting, technology, and cross-functional teams while applying Lean and project management practices. Requires extensive Talent Acquisition Operations experience, people leadership, strong analytical skills, and willingness to travel up to 10%.

The Talent Acquisition Manager leads full-cycle recruitment for legal and professional roles. Responsibilities include defining hiring strategies, sourcing and screening candidates, managing interviews and offers, maintaining applicant pipelines and tracking systems, advising stakeholders on market trends, and ensuring compliance with employment laws. The role requires strong legal-industry recruiting expertise, communication, organization, networking, and stakeholder management skills.

Own full-cycle recruiting for Mento’s coach community, including sourcing, interviewing, evaluation, selection, and hiring. Build AI-powered workflows, automations, and integrations to improve recruiting and coach operations. Manage coach onboarding, training, activation, communications, support, recurring programs, and documentation while using data and feedback to improve processes and scalability.

Own full-cycle recruiting from sourcing through hire, partnering with hiring managers to define talent needs and strategies. Build proactive candidate pipelines, engage passive talent, assess search progress using recruiting data and market insights, and deliver a consistent candidate experience. Source talent through industry and partnership events, maintain accurate Greenhouse documentation, and improve recruiting processes, technology, interview practices, and diverse talent pipelines.

Leads DaVita’s Quality Talent Pipeline programs, including RN/PCT internships, global RN recruiting, and referral hiring. Manages and coaches at least five Program Specialists, oversees student placements, develops school and vendor partnerships, monitors program KPIs, reports results to senior leadership, and drives process improvement and program growth. The role requires strong communication, analytical, relationship-management, and project-management skills.

Leads Talent Acquisition digital projects from ideation through implementation, including workflow optimization, custom HR technology applications, agentic system deployment, testing, change management, vendor coordination, and issue resolution. Advises stakeholders on recruitment process improvements, manages project plans and dependencies, supports the Talent Acquisition technology stack, and enhances recruiter and candidate user experiences.

Own the full talent acquisition function, leading senior and hard-to-fill searches for an affiliate and performance marketing business. Build proactive sourcing pipelines, run searches from intake through close, improve recruiting playbooks and interview processes, create leadership reporting, and guide the Recruiting Operations Manager. Success requires strong performance marketing recruiting knowledge, independent judgment, measurable outreach, and strategic partnership with hiring managers.