Top Remote Talent Acquisition Jobs

Leads strategic and operational talent acquisition, workforce planning, complex recruitment, early-career programs, talent pipelines, vendor governance, and hiring analytics. Partners with business leaders and hiring managers to develop workforce strategies, improve candidate experience, support diversity and inclusion, manage agencies and regional SLAs, and drive continuous improvement across talent processes and initiatives.

Lead ShipMonk’s global talent acquisition function across high-volume warehouse hiring, corporate and technology recruiting, and senior searches. Build scalable, data-driven recruiting systems, define hiring metrics, coach recruiters, train hiring managers, shape the talent brand, and introduce AI-enabled recruiting tools. Initially serve as a hands-on player-coach before transitioning to broader team leadership. Travel 25–30% across fulfillment sites and corporate offices.

Support full-lifecycle recruiting across technical and nontechnical teams, including sourcing active and passive candidates, building talent pipelines, partnering with hiring managers, maintaining recruiting data and workflows, and delivering an inclusive candidate experience. The role also supports onboarding and orientation, process improvements, and collaboration with People Operations and business leaders. This is a remote, temporary, full-time six-month individual contributor position.

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 full-cycle recruiting across corporate functions in US, Canada, and Costa Rica. Own workforce planning, sourcing, candidate experience, hiring strategy, and offer negotiation. Build diverse pipelines, design scalable recruiting programs and structured interviews, analyze recruiting metrics, and advise leaders on compensation and hiring trends while leveraging AI to improve recruiting efficiency and outcomes.

Lead end-to-end talent acquisition and people operations for a remote, contractor-centric organization. Responsibilities include sourcing and closing candidates, managing interviews and test projects, optimizing recruiting channels, monitoring employer brand, reporting hiring metrics, designing scalable people systems, workforce planning, performance frameworks, onboarding, retention, and leadership enablement. The role owns the talent and people functions with one direct report and partners closely with executives during company growth.

Lead full-cycle recruiting for complex Sales, Marketing, and Operations roles. Partner with senior leadership, develop multi-channel sourcing strategies, evaluate and close candidates, optimize recruiting funnels, and ensure compliant ATS and CRM tracking. The role also involves mentoring junior recruiters, leveraging AI and automation, improving hiring metrics, and delivering a high-touch candidate experience.

Leads end-to-end talent acquisition for engineering roles across the U.S. and Canada. Sources and screens candidates, advises hiring managers and senior leaders, negotiates complex offers, mentors recruiters, promotes the employer brand, manages ATS data, and uses recruitment analytics and Lean principles to optimize processes and improve hiring outcomes.

Own full-cycle technical and non-technical recruiting, with a primary focus on hiring cleared or clearance-eligible talent for DoD and government contracts. Partner with hiring managers and senior leadership, build AI and defense talent pipelines, improve candidate experience, and lead onboarding. The role also supports People Operations by scaling onboarding, optimizing employee lifecycle processes, and advising the Head of HR on program design.

Own full-cycle technical and non-technical recruiting, with a primary focus on hiring specialized engineering talent for DoD and government-contracting programs. Develop cleared-talent pipelines, partner with hiring managers, negotiate offers, and improve candidate experience. Lead and scale onboarding and support People Operations process improvements, including employee lifecycle workflows, documentation, and data integrity. Serve as a strategic partner to the Head of HR in a fully remote, high-growth AI and defense technology company.

Own full-cycle recruiting for technical and non-technical roles across global markets. Advise hiring managers and executives, develop sourcing strategies, build candidate pipelines, conduct assessments, manage candidate experiences, and drive offers through acceptance. Administer and optimize Greenhouse, use AI to improve recruiting workflows, track metrics, and support employer branding and People Operations initiatives. The role requires rewarded-app or two-sided marketplace experience and operates in a fully remote environment.

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.

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.

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.

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.

Full-cycle recruiter owning sales hiring: source and build pipelines for closers, setters, and leaders; screen and evaluate candidates against scorecards; manage ATS, interview coordination, offers, and candidate experience; partner with hiring managers to improve process and measure quality of hire.

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.

Full-cycle recruiter responsible for sourcing, screening, and recommending licensed and non-licensed clinical candidates. Partners with hiring managers, coaches through selection, manages candidate flow in ATS, meets recruiting metrics, leverages diverse sourcing channels, and supports additional hiring needs across assigned regions.

Own full-cycle recruiting for product, data, and engineering roles: source passive candidates, screen technical and product fit, partner with hiring leaders, manage pipeline metrics, improve processes, and close high-impact hires while ensuring a strong candidate experience.

Source, engage, and pre-screen candidates across technical and non-technical roles; develop targeted sourcing strategies; build talent pipelines using networks and sourcing platforms; conduct phone screens; maintain ATS/CRM records; partner with recruiters and hiring managers; support recruiting events and provide market intelligence.

Develop and implement regional talent attraction and recruitment strategies; serve on regional leadership team reporting to Regional VP Operations; plan and conduct recruitment and selection processes; source passive candidates; produce recruiting data and metrics; manage recruiting staff and ensure hiring needs across the region are met.

Serve as a strategic talent acquisition advisor supporting capture, proposal, and growth teams. Lead key personnel recruiting, incumbent workforce research, market intelligence, and proposal staffing analytics. Build talent pipelines, manage ATS documentation, coordinate interviews, and produce staffing risk assessments to support competitive federal proposals.

Manage full-cycle global recruiting for Go-to-Market roles: partner with hiring managers, source and screen candidates, conduct structured interviews, use ATS to manage pipelines, craft job postings, represent the company at recruiting events, and support HR initiatives to improve hiring strategy and candidate experience.

Serve as a strategic talent advisor delivering end-to-end recruitment for corporate roles. Build sourcing pipelines, advise hiring leaders on selection strategy, use Workday and sourcing tools, leverage market intelligence and data to improve hiring outcomes, and partner with HR, compensation, and business stakeholders to meet diversity, quality, and speed objectives.

Lead full-cycle recruiting for the Endoscopy division, partnering with hiring managers and HR to build sourcing strategies, assess candidates, manage offers, mentor recruiters, leverage recruiting technologies, and create proactive talent pipelines for sales and commercial roles.