A remote, full-time Talent Acquisition Specialist role has opened, offering up to $65,000 per year to someone who can fill open positions efficiently without cutting corners on the candidate experience.
The Work
- Source and screen candidates for open roles
- Coordinate interviews between candidates and hiring managers
- Manage the offer process from extension through acceptance
Sourcing is where most of the daily effort actually goes, and it rarely looks like posting a job and waiting. It means reaching out directly to people who aren't actively job hunting, following up when the first message is ignored, and building a pipeline deep enough that a single rejected offer doesn't send the whole search back to square one.
Coordinating interviews sounds like scheduling logistics, and some days it is. But it also means catching a hiring manager who's about to ask an illegal or off-limits question before the interview, not after, and making sure candidates get consistent information about the role, even when three different managers describe it slightly differently. The offer stage carries its own weight, too, since a candidate who's excited about a role can still walk away due to a poorly handled negotiation or a delay that makes the offer feel less certain than it actually is.
Who We're Looking For
A bachelor's degree sets the educational floor for this role, and human resources or business are the fields most often cited on qualifying resumes, though this office doesn't insist on a specific major if the experience is strong. Two years of experience sourcing and screening candidates is required, and that number reflects genuine hands-on recruiting work rather than adjacent HR duties that only occasionally touched hiring.
Interviewing and relationship-building skills carry real weight in how candidates for this job get evaluated. A recruiter who can run a technically correct interview but leaves candidates feeling like a number isn't going to represent the employer well, and word travels fast in most industries about which companies treat applicants respectfully during a search.
Two years is enough to have handled a search that didn't go smoothly, whether that meant a hiring manager who kept changing requirements mid-process or a strong candidate who accepted a competing offer at the last minute. Being able to describe how that got handled matters more in review than a flawless-sounding resume.
No specific certification is required for this role, though familiarity with sourcing platforms beyond the obvious job boards tends to separate stronger applicants from the rest. A candidate who's only ever posted openings and waited for inbound applications will find this job's actual demands come as a surprise. Most of the roles this position fills won't get solved that way.
Skills
- Sourcing techniques across multiple channels
- Comfort working inside an applicant tracking system
- Structured interviewing
- Employer branding
- Candidate relationship management
Employer branding sounds abstract on a skills list, but it plays out in small, specific moments: how a job description reads, how quickly a candidate hears back after a first interview, whether a rejection email sounds like it came from a person or a template. A talent acquisition specialist shapes a company's reputation with candidates one interaction at a time, whether or not anyone thinks of it that way in the moment.
Applicant tracking system experience matters less for which specific platform someone's used and more for whether they understand how to keep a pipeline organized inside one. A candidate can slip through the cracks just as easily from a disorganized system as from a weak sourcing effort, and both failures look the same from the outside: a role that stays open too long.
Benefits
This position is full-time and fully remote, open to candidates anywhere, with pay up to $65,000 USD per year. The benefits package includes medical insurance, 401(k) matching, and paid time off, in addition to performance bonuses. Most employers hiring for this role also run regular performance reviews tied to merit-based pay increases, so there's a built-in path to growing the number over time rather than waiting for a title change.
Life in This Role
The pace shifts with the hiring calendar more than with the clock. A quiet stretch of sourcing can turn into a packed week of back-to-back interview coordination the moment a hiring manager decides a role suddenly needs to be filled by month's end. Naukri Mitra sees this rhythm across most talent acquisition roles it works with, remote or not, and the people who handle it well tend to build their pipeline before the pressure hits rather than scrambling once it does.
Being remote changes how relationships with hiring managers get built. Without a hallway conversation to smooth over a miscommunication, clarity in a written update or a quick call becomes the main tool for keeping a search on track. A hiring manager who feels out of the loop tends to start micromanaging the process, and preventing that usually comes down to communicating proactively before they have to ask.
Candidates themselves notice the difference too. A remote recruiting process that moves slowly or communicates poorly reads as disorganization from the outside, even when the underlying reasons are reasonable. Keeping candidates informed at each stage, even with a short note that there's no update yet, tends to matter more for how the search is perceived than most people expect going in.
How to Apply
A resume that lists specific roles filled, not just tools used, stands out here. Naming an industry or role type where sourcing was especially difficult, and explaining how that pipeline eventually came together, says more than a generic list of sourcing platforms.
Interviews for this position tend to include a real scenario: an open role that's been sitting unfilled for weeks, with limited budget and a hiring manager losing patience. Candidates walk through how they'd approach it, which gives a much better read on judgment than a standard behavioral question would.
Applications are reviewed on a rolling basis, so there's an advantage to applying early rather than waiting for a formal deadline that isn't set. Compared to other talent acquisition specialists' remote salary ranges, $65,000 is a fair starting point for someone with 2 years of focused recruiting experience, with room to grow through the merit-based reviews mentioned above. Anyone researching how to become a remote talent acquisition specialist coming from a generalist HR background should know that direct sourcing and screening experience, even as part of a broader role, counts toward meeting the bar here.
