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Remote Intake Assessment Jobs in Phoenix, AZ (NOW HIRING)

micro1 AI

Senior Corporate Paralegal

Glendale, AZ · On-site +1

$200K - $250K/yr

Remote (opportunity to work from SF office) The Role We are looking for a corporate legal ... Design AI-enabled legal intake and triage workflows, particularly for a highly asynchronous and ...

micro1 AI

Technology Transactions Counsel

Phoenix, AZ · On-site +1

$350K - $410K/hr

Remote (opportunity to work from our SF office) The Role We are looking for a high-potential ... Identify opportunities to streamline legal operations through AI-enabled contract review, intake ...

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Showing results 21-40

All JobsIntake Assessment JobsRemote Intake Assessment JobsRemote Intake Assessment Jobs in Phoenix, AZ

Remote Intake Assessment information

See Phoenix, AZ salary details

$30.8K

$44.1K

$82.9K

How much do remote intake assessment jobs pay per year?

As of Aug 30, 2026, the average yearly pay for remote intake assessment in Phoenix, AZ is $44,082.00, according to ZipRecruiter salary data. Most workers in this role earn between $37,200.00 and $42,700.00 per year, depending on experience, location, and employer.

What is a remote intake assessment?

A Remote Intake Assessment is an initial evaluation conducted virtually, often by phone or video call, to gather key information about a client or patient. This process is commonly used in healthcare, counseling, or social services to determine the needs, background, and appropriate next steps for individuals seeking assistance. It allows organizations to efficiently screen and triage clients before providing further services, all without requiring in-person meetings. Remote Intake Assessments are especially valuable for improving accessibility and reducing wait times.

What are the key skills and qualifications needed to thrive as a remote intake assessment specialist, and why are they important?

To excel as a Remote Intake Assessment Specialist, you need strong assessment, interviewing, and documentation skills, often supported by a background in social work, counseling, or healthcare. Familiarity with telehealth platforms, electronic case management systems, and secure data handling is typically required. Outstanding interpersonal communication, empathy, and active listening help build rapport and accurately understand client needs. These competencies ensure accurate assessments, effective client engagement, and compliance with privacy regulations in a remote environment.

What are some common challenges faced by professionals in remote intake assessment roles, and how can they be addressed?

Professionals in Remote Intake Assessment roles often encounter challenges such as establishing rapport with clients virtually, managing technology issues, and ensuring thorough data collection without face-to-face interaction. To address these, it’s important to use clear communication techniques, maintain a reliable internet connection, and leverage digital tools for documentation. Regular collaboration with team members and ongoing training in tele-assessment best practices can also help maintain high-quality service and client engagement.

What is the difference between Remote Intake Assessment vs Remote Patient Coordinator?

AspectRemote Intake AssessmentRemote Patient Coordinator
CredentialsTypically requires healthcare-related certifications or trainingUsually requires healthcare administration or customer service experience
Work EnvironmentConducted remotely, often via phone or video callsRemote, managing patient scheduling and communication
Employer & IndustryHealthcare providers, telehealth companiesHospitals, clinics, telehealth services
Search & Comparison IntentUnderstanding initial patient assessment rolesManaging patient flow and communication

Remote Intake Assessments focus on evaluating patient needs remotely, often requiring healthcare certifications. Remote Patient Coordinators handle scheduling and communication, with a broader administrative role. Both roles are remote and healthcare-related but differ in responsibilities and credentials.

What are the most commonly searched types of Intake Assessment jobs in Phoenix, AZ?

The most popular types of Intake Assessment jobs in Phoenix, AZ are:

What are popular job titles related to Remote Intake Assessment jobs in Phoenix, AZ?

For Remote Intake Assessment jobs in Phoenix, AZ, the most frequently searched job titles are:

What job categories do people searching Remote Intake Assessment jobs in Phoenix, AZ look for?

The top searched job categories for Remote Intake Assessment jobs in Phoenix, AZ are:

What cities near Phoenix, AZ are hiring for Remote Intake Assessment jobs?

Cities near Phoenix, AZ with the most Remote Intake Assessment job openings:

Remote Intake Assessment jobs near you
Infographic showing various Remote Intake Assessment job openings in Phoenix, AZ as of August 2026, with employment types broken down into 82% Full Time, 12% Part Time, and 6% Contract. Highlights an 4% In-person, and 96% Remote job distribution, with an average salary of $44,082 per year, or $21.2 per hour.

Lead Talent Acquisition Business Partner - Sales (Remote)

Stryker

Tempe, AZ • On-site, Remote

$101K - $168K/yr

Full-time

Posted 12 days ago

Stryker rating

8.2

Company rating: 8.2 out of 10

Based on 112 frontline employees who took The Breakroom Quiz

131st of 495 rated machine equipment manufacturers

Job description

Work Flexibility: Remote

The Lead Talent Acquisition Business Partner is a skilled talent acquisition professional responsible for full-cycle recruiting across the Endoscopy division, supporting businesses including Sports Medicine, Endoscopy, Communications, and Sustainability Solutions. This role manages the end-to-end recruitment lifecycle, develops talent acquisition strategies, partners with hiring managers and HR, and utilizes recruiting technology and market intelligence to attract, assess, and hire qualified talent.

What You Will Do:

  • Manage full-cycle recruiting, including intake meetings, sourcing, screening, interviewing, candidate assessment, offer management, and requisition closure.

  • Partner with hiring managers, HR Business Partners, and business leaders to develop recruiting strategies and hiring plans.

  • Source and engage active and passive candidates using LinkedIn Recruiter, applicant tracking systems (ATS), CRM platforms, referrals, networking, direct sourcing, and market mapping.

  • Stays abreast with the division's products and services.

  • Mentor recruiters and initiate recruitment process analysis, decision making and improvements.

  • Build proactive talent pipelines through networking, referrals, market mapping, and direct sourcing.

  • Leverage advanced and emerging recruiting technologies to drive efficiency, uncover high-quality talent, and continuously improve hiring outcomes.

  • Provide guidance to hiring managers on interviewing, candidate selection, and recruiting best practices.

  • Monitor talent market trends and apply insights to improve hiring outcomes.

  • Coordinate interview schedules for candidates and offer letters for potential new hires.

  • Create and train hiring managers on recruiting process, interviewing and sourcing.

What You Will Need:

Required

  • Bachelor's degree or equivalent 6+ years of work experience

  • Minimum 4 years of professional work experience

Preferred

  • Minimum 3+ years of business-facing HR, HR Operations, HR COE, or related experience

  • Minimum 3+ years of sales or commercial recruiting experience.

  • Experience recruiting for sales, commercial, marketing, operations, or other business-critical functions within a corporate environment or agency setting.

  • Experience supporting medical device or healthcare organizations.

United States of America Pay Ranges:

  • USN: $77,700 - $129,500 USD Annual
  • US5: $81,600 - $136,000 USD Annual
  • US10: $85,500 - $142,500 USD Annual
  • US15: $89,400 - $148,900 USD Annual
  • US20: $93,200 - $155,400 USD Annual
  • US30: $101,000 - $168,400 USD Annual
View the U.S. work location and transparency guide to find the pay range for your location.

Travel Percentage: 10%Stryker Corporation is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, gender identity, sexual orientation, national origin, disability, or protected veteran status. Stryker is an EO employer - M/F/Veteran/Disability.Stryker Corporation will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information.

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