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Remote Passive Fire Protection Jobs in Brunswick, ME

ABB

Utility Sales Support

Westbrook, ME · Remote

$17.75 - $23.25/hr

While this is a remote position, candidates must be located in the United States. You will be ... Protected Veterans and Individuals with Disabilities may request a reasonable accommodation if you ...

ABB

Utility Sales Support

Yarmouth, ME · Remote

$17.75 - $23.25/hr

While this is a remote position, candidates must be located in the United States. You will be ... Protected Veterans and Individuals with Disabilities may request a reasonable accommodation if you ...

ABB

Utility Sales Support

Portland, ME · Remote

$17.75 - $23.25/hr

While this is a remote position, candidates must be located in the United States. You will be ... Protected Veterans and Individuals with Disabilities may request a reasonable accommodation if you ...

ABB

Utility Sales Support

Auburn, ME · Remote

$17.75 - $23.25/hr

While this is a remote position, candidates must be located in the United States. You will be ... Protected Veterans and Individuals with Disabilities may request a reasonable accommodation if you ...

All JobsPassive Fire Protection JobsRemote Passive Fire Protection JobsRemote Passive Fire Protection Jobs in Brunswick, ME

Remote Passive Fire Protection information

See Brunswick, ME salary details

$27K

$63.9K

$101.9K

How much do remote passive fire protection jobs pay per year?

As of Aug 29, 2026, the average yearly pay for remote passive fire protection in Brunswick, ME is $63,886.00, according to ZipRecruiter salary data. Most workers in this role earn between $49,400.00 and $73,400.00 per year, depending on experience, location, and employer.

What is a remote passive fire protection specialist?

A Remote Passive Fire Protection specialist is a professional who assesses, designs, and recommends fire safety solutions that prevent the spread of fire and smoke within buildings, often working remotely. Their primary focus is on passive fire protection measures such as fire-resistant walls, doors, floors, and fire-stopping materials, rather than active suppression systems like sprinklers. By performing evaluations, audits, and compliance checks from a remote location, they help ensure that buildings meet local fire safety regulations and standards. Their work is essential for minimizing fire risks and protecting lives and property in various construction and industrial settings.

What are the key skills and qualifications needed to thrive as a remote passive fire protection specialist?

A successful Remote Passive Fire Protection Specialist typically requires a background in fire safety engineering, building codes, and relevant certifications such as CFPA or IFC accreditation. Familiarity with digital inspection tools, fire modeling software, and compliance management systems is also important for remote assessment and reporting. Strong communication, attention to detail, and problem-solving abilities help in interpreting regulations and advising clients effectively from a distance. These skills ensure that buildings remain compliant and occupants are safe, even when assessments and consultations are conducted remotely.

What are some common challenges faced by professionals in remote passive fire protection roles, and how can they be addressed?

One common challenge in remote passive fire protection roles is ensuring effective communication and coordination with on-site teams, especially when overseeing compliance or conducting virtual inspections. To address this, professionals often rely on detailed documentation, regular video conferences, and clear protocols for sharing photographs and reports. Staying updated on local regulations and standards is also crucial, as remote roles may cover multiple regions. Building strong relationships with facility managers and local contractors can help bridge any gaps and ensure fire safety measures are properly implemented.

What is the difference between Remote Passive Fire Protection vs Remote Fire Alarm Technician?

AspectRemote Passive Fire ProtectionRemote Fire Alarm Technician
CertificationsFire protection certifications, safety standardsFire alarm system certifications, electrical licenses
Work EnvironmentConstruction sites, building inspections, maintenanceInstallation, testing, and servicing fire alarm systems
Industry UsageBuilding safety, construction, facilities managementSecurity systems, building safety, electrical services

Remote Passive Fire Protection focuses on installing and maintaining fire-resistant materials and systems to prevent fire spread, while Remote Fire Alarm Technicians specialize in installing and servicing fire detection and alarm systems. Both roles require safety certifications and work in building safety environments, but they focus on different aspects of fire safety.

What job categories do people searching Remote Passive Fire Protection jobs in Brunswick, ME look for?

The top searched job categories for Remote Passive Fire Protection jobs in Brunswick, ME are:

Remote Passive Fire Protection jobs near you

Lead Talent Acquisition Business Partner - Sales (Remote)

Portland, ME • Remote

Stryker
Medical Equipment and Supplies Manufacturing • 10K+ employees

8.2

Company rating: 8.2 out of 10

Based on 112 frontline employees who took The Breakroom Quiz

130th of 495 rated machine equipment manufacturers

Great coworkers

People enjoy working here

Good employer

Learn more about Strykerexternal

$101K - $168K/yr

Full-time

Posted 4 days ago

Job description

Work Flexibility: Remote

What you will do:

Help shape the future of commercial talent within Stryker's Trauma & Extremities business by building pipelines that connect high-impact sales talent to meaningful opportunities. In this role, you will lead recruiting strategy, market research, sourcing, and candidate engagement to support current hiring needs and future growth across a dynamic commercial organization.

  • Develop and execute recruiting strategies for sales and sales leadership roles across the Trauma & Extremities business, aligning talent plans with current hiring priorities and future growth objectives.

  • Build trusted partnerships with hiring managers, Human Resources Business Partners, and business leaders by providing market insights, recruiting consultation, and guidance throughout the hiring process.

  • Source, qualify, and interview candidates for open and strategic positions, leveraging talent mapping, market research, networking, referrals, and direct outreach to identify top talent.

  • Generate and engage talent pipelines through professional networking, social networking, competitive intelligence, and proactive outreach to passive and active candidates.

  • Conduct direct outreach and cold calling to industry professionals, competitor organizations, and targeted talent pools to expand candidate pipelines and convert leads into qualified candidates.

  • Leverage recruiting technology including applicant tracking systems, customer relationship management tools, sourcing platforms, and talent databases to manage candidate activity, track leads, and build long-term talent communities.

  • Lead employment branding and talent marketing initiatives that strengthen Stryker's presence within key talent markets and promote a consistent employer brand across commercial talent communities.

  • Represent Trauma & Extremities within the broader Talent Acquisition Center of Excellence, sharing best practices, contributing to enterprise projects, and driving continuous improvement initiatives across recruiting processes.

  • Monitor talent market trends, industry developments, and recruiting best practices to identify opportunities for innovation, process optimization, and improved hiring outcomes.

  • Train and coach hiring managers on interviewing techniques, candidate assessment, recruiting processes, and sourcing strategies to improve hiring effectiveness and consistency.

As the successful candidate, you will:

  • Build strong relationships with hiring managers, HR partners, and business leaders to influence hiring decisions and deliver talent solutions.

  • Take ownership of recruiting outcomes while effectively managing multiple searches, stakeholders, and priorities in a fast-paced environment.

  • Proactively identify, engage, and convert top talent through sourcing, networking, market research, and direct outreach strategies.

  • Drive continuous improvement by leveraging recruiting best practices, market intelligence, and innovative sourcing approaches to enhance hiring results.

What you need

Required qualifications

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

  • 4+ years of work experience required

Preferred qualifications

  • 2+ years business-facing HR, HR COE, HR Operations, or role-related experience preferred

  • Experience recruiting for Sales and commercial roles preferred

  • Negotiation experience with the ability to influence preferred

  • Experience in leveraging technology, sourcing, and marketing platforms to manage candidates and build proactive pipelines (Workday, CRM, LinkedIn Recruiter, etc.)

Work Arrangement: Remote, with a preference for candidates based in the Eastern or Central time zones.

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: 20%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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