$15 - $35 per hour
Role Description Coalition Technologies is seeking an organized, people-focused, and detail-oriented Remote Recruiter to support recruiting, sourcing, screening, interviewing, candidate coordination, and HR-related admin…
Human Resources · Remote
Remote Recruiter jobs
Recruiters find and hire candidates for open roles. They source talent, screen applicants, coordinate interviews, and guide both candidates and hiring managers from first contact through accepted offer.
23,951
Open roles today
$23–$58/hr
Typical pay range
$78k
Median, full-time
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01
Open recruiter roles
12 shown of 23,951 · sorted by freshness
$100k - $120k
Role Description As a Senior Talent Partner (our internal name for Recruiter) based in North America, you'll own hiring across one of Cloudbeds' most strategically important markets. Your primary focus will be GTM, cover…
$80k - $120k
Role Description We are looking for a Recruiter to join our growing team that supports critical searches across all functions at Angi including AI, Engineering and Business. In this role, you'll own the company’s highest…
Role Description We are looking for International Remote Recruiter - Freelancers to join our recruitment teams and oversee our full-cycle recruiting. ~Coordinate with CBT hiring managers to identify ongoing needs; ~Job p…
Description Join a Team That Makes a Difference Every Day. American Health Associates is seeking a dynamic and passionate Healthcare Recruiter to help attract and hire exceptional talent across our growing organization.…
Role Description We're looking for a motivated, people-oriented Recruitment Assistant who loves connecting with others, staying organized, and keeping things moving behind the scenes. If you're confident communicating wi…
Role Description Nen Creative is looking for a part-time Creative Recruiter to help us identify, source, and screen top creative talent across video production, motion, design, and creative strategy. This role is ideal f…
$18.46 - $23.08 per hour
Role Description At our Company, we grow People, Brands, and Businesses! We are seeking a dynamic Recruiter to work within our Talent Acquisition department. We are willing to provide paid training and support to candida…
Role Description We're looking for a proactive Talent Sourcer/ Recruiter to join our recruiting team. You'll own the top of our talent pipeline — finding and engaging software engineers, data annotators, and other tech p…
Role Description The Senior Recruiter is responsible for managing the full-cycle recruitment process for assigned business units, ensuring the timely attraction, assessment, and hiring of qualified talent. This role serv…
Role Description We are seeking an experienced National Sales Recruiter to join our growing team. This role will focus on recruiting experienced sales professionals within the third-party logistics and freight brokerage…
$110k - $225k
Role Description As a GTM Recruiter, you’ll own hiring for Roboflow’s go-to-market functions—Sales, Customer Success, Marketing, Partnerships, and other revenue-driving teams. You’ll build deep relationships with hiring…
02
What recruiters earn remotely
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $23–$31 | $48k–$65k |
| Mid level | $31–$43 | $65k–$90k |
| Senior | $41–$58 | $85k–$120k |
National ranges — remote pay usually tracks the employer's base market.
03
What employers ask for
The skills these listings keep naming
Candidate sourcingLinkedIn RecruiterATS (Greenhouse, Lever)Interviewing and screeningOffer negotiationHiring manager partnershipPipeline metricsCandidate experienceBoolean search
04
Interview questions worth rehearsing
With the thing the interviewer is actually listening for
Walk me through how you fill a role from intake to offer.
Show a structured process: a real intake conversation, a sourcing plan, calibrated screening, tight scheduling, and a managed offer stage. Mention typical timelines.
How do you source candidates for a hard-to-fill role?
Go beyond job posts: Boolean and X-ray search, communities, referrals, and re-engaging past candidates. Give an example of a creative find that closed.
What are your recruiting metrics?
Know your numbers: requisitions carried, time to fill, pass-through rates, and offer acceptance. Explain what you changed when a metric lagged.
How do you handle a hiring manager with unrealistic expectations?
Describe using market data — comp benchmarks, pipeline evidence — to recalibrate, and proposing tradeoffs between requirements, budget, and speed.
Tell me about an offer you almost lost and how you saved it.
Show that you understood the candidate's real motivators early, pre-closed before the formal offer, and moved fast when a competing offer appeared.
How do you keep candidates warm during a slow process?
Talk about honest, proactive communication on cadence, sharing what you can about timing, and never letting a candidate learn about delays from silence.
How do you reduce bias in your screening process?
Mention structured interviews, consistent scorecards, and skills-based criteria set at intake, rather than gut feel and resume pattern-matching.
05
Resume tips that move the needle
For recruiters specifically — generic advice costs you here
01
Lead with hires per year and the role types you filled; volume plus difficulty is the core signal.
02
Include time-to-fill and offer-acceptance numbers against team or industry baselines.
03
Name your ATS and sourcing stack precisely, since agencies and in-house teams both screen for tool fluency.
04
Distinguish agency versus in-house experience clearly; hiring teams weigh them differently.
05
Show one sourcing win in a niche market, describing how you found and closed a candidate others could not.
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Where this role goes
Typical progression
01
Recruiting Coordinator
02
Recruiter
03
Senior Recruiter
04
Recruiting Manager
05
Director of Talent Acquisition
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