Remote Talent Acquisition Manager

Let’s Talk About This Role

Imagine being the person who brings in the best people—the ones who make a team stronger, faster, and happier. That’s what this role is about. You’re not just filling positions; you’re shaping the future of a growing company. We’re talking about a fully remote role with a salary of $127,800 a year. Pretty great, right? But here’s the thing—this isn’t just about the paycheck. It’s about making an impact while working from wherever you feel most inspired.

Why You’ll Love It Here

Remote work sounds dreamy, but it can also feel a bit lonely. That’s why we make it personal. Every Monday, the whole team hops on a quick huddle. Sometimes it’s just a check-in. Other times, we’re sharing wins—like the time we celebrated our fastest hire ever (shoutout to Jamie from Talent, who found a top-notch software engineer in just 9 days). We keep the energy up with virtual coffee chats, idea-sharing sessions, and even a few silly quiz nights. You’ll feel connected, supported, and valued, even when we’re miles apart.

What You’ll Be Doing Day-to-Day

Your days won’t be cookie-cutter. Some mornings you’ll be deep into LinkedIn, hunting down the perfect candidate. Other afternoons, you’ll be coaching a hiring manager on how to make interviews less intimidating and more real. Here’s a peek into your week:

• Spotting great talent before they even start looking.
• Making sure the hiring process feels human, not robotic.
• Working with managers to understand not just the job, but the type of person who will thrive.
• Using smart tools to track applicants (without drowning in spreadsheets).
• Checking in with new hires after they’ve started—because we don’t just close the deal and move on.

And yes, you’ll also have those moments when a candidate ghosts you. It happens. We laugh, we regroup, and we move on.

How You’ll Make an Impact

Every person you bring in changes the team’s dynamic—and you’ll be at the heart of that. You’re not just filling gaps; you’re building the kind of culture where people want to stay. That means:

• Shorter hiring timelines.
• Happier managers (seriously, they’ll thank you).
• Candidates who rave about their experience, even if they don’t get the job.

Remember the story about Sarah from Marketing? She almost turned down her offer because she was nervous about going remote. You called her, talked her through your own remote work journey, and she accepted. Now she’s one of our top performers. That’s the kind of ripple effect you’ll have.

Skills That Will Help You Shine

We’re not checking boxes here, but a few things will make you stand out:

• You know how to connect with people quickly, even over a screen.
• You’re great at reading between the lines—both in resumes and conversations.
• You can juggle multiple hiring needs without dropping the ball.
• You understand the remote work landscape and the kind of people who thrive in it.
• You can balance speed with quality. We’re not about rushed hires that don’t last.

Tools You’ll Be Using

We keep it simple but effective. Think:

• An applicant tracking system that doesn’t make you want to throw your laptop.
• Video interview platforms that actually work.
• Messaging tools for quick team chats (yes, there will be GIFs).

How We Work Together

Hiring is a team sport here. You’ll work with folks from tech, marketing, operations—you name it. And while everyone’s got their own style, we share a few ground rules:

• Keep communication open and clear.
• Respect everyone’s time (no endless meetings).
• Celebrate the small wins as much as the big ones.

Challenges? Yep, We’ve Got Those

We’re growing fast. That means sometimes roles change mid-search, or hiring priorities shift overnight. It can be frustrating. But if you’re the kind of person who can adapt, find solutions, and keep the momentum going, you’ll do well here. And yes, remote work has its quirks. Sometimes your internet will decide to nap during an interview. We roll with it, laugh, and reschedule. No drama.

Growth Opportunities

This isn’t a static role. The more you learn, the more you can shape it. You could:

• Lead a team of recruiters.
• Specialize in executive hiring.
• Take on employer branding to help tell our story to the world.

We’re all about giving people the space to grow into what excites them most.

A Typical Day Might Look Like This

9:00 AM: Grab your coffee, check Slack for any urgent messages. 9:15 AM: Review the latest applicants for the Product Manager role. 10:00 AM: Quick call with a hiring manager to fine-tune interview questions. 11:00 AM: Sourcing session—you’ve got your shortlist of dream candidates. 1:00 PM: Lunch (maybe even a quick walk). 2:00 PM: Video interview with a developer candidate. The call goes great, and you already know they’re a strong fit. 3:00 PM: Check in with last week’s hires to see how they’re settling in. 4:00 PM: Update hiring dashboards, send follow-up emails. 5:00 PM: Wrap up, share a funny meme in the team chat, log off.

What Success Looks Like After 6 Months

• You’ve built trust with hiring managers.
• Your candidate pipeline is strong and steady.
• People know you as the go-to person for all things talent.
• You’re bringing in hires who stick around and thrive.

Who You’ll Be Working With

You’ll report to the Head of People, but your real circle will be much bigger. Our recruiters swap tips all the time, managers pull you into brainstorms, and you’ll probably end up being friends with folks from all corners of the company.

Your Work Will Shape Our Future

Every time you connect the right person to the right role, you’re strengthening the company. That means better products, happier customers, and a stronger brand. And yes, we’ll notice. We celebrate wins—loudly.

Ready to Make It Happen?

If you’re nodding along, thinking, this sounds like my kind of challenge, then let’s talk. This role gives you the freedom to work from anywhere, the tools to do your best work, and the support of a team that actually cares.