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Remote Recruiting Jobs in Racine, WI (NOW HIRING)

Carepool

Lead Recruiting Coordinator

Milwaukee, WI · On-site +1

$19.75 - $26.25/hr

Seeking a recruiter who can leverage previous experience with full life cycle recruiting. We're a fast-growing tech company with a mission: to help everyone have equal access to healthcare and ...

Cielo

Recruiter - Remote (Healthcare)

Wauwatosa, WI · Remote

Provide accurate and regular reporting of recruiting activities to the hiring leader and Cielo leadership to depict both metrics and efforts. * Identify perceived difficulties with searches and ...

Solid Rock Recruiting LLC

Remote Tax Manager

Milwaukee, WI · On-site +1

$135K - $195K/yr

Position Overview Seeking a Remote CPA / Tax Manager to join our team in a generalist capacity. This role is ideal for someone who enjoys working across a variety of clients and tax scenarios, while ...

RenewableWorks

Global Executive Recruiter

Milwaukee, WI · On-site +1

$31.59 - $44.23/hr

Remote (Candidate must reside in the Milwaukee area to attend inperson meetings) Responsibilities: * Full-cycle recruitment management for specialized technical and niche roles, overseeing the ...

TrueBlue

Global Executive Recruiter

Milwaukee, WI · On-site +1

$31.59 - $44.23/hr

Remote (Candidate must reside in the Milwaukee area to attend inperson meetings) Responsibilities: * Full-cycle recruitment management for specialized technical and niche roles, overseeing the ...

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How much do remote recruiting jobs pay per hour?

As of Jul 7, 2026, the average hourly pay for remote recruiting in Racine, WI is $25.95, according to ZipRecruiter salary data. Most workers in this role earn between $20.29 and $31.11 per hour, depending on experience, location, and employer.

How do remote recruiters effectively collaborate with hiring managers and teams across different time zones?

Remote recruiters often work with hiring managers and teams located in various regions, which can make scheduling and communication challenging. To address this, they rely heavily on digital collaboration tools like video conferencing, shared calendars, and project management software to keep everyone aligned. Proactive communication, setting clear expectations, and flexible scheduling are essential to ensure smooth coordination throughout the talent acquisition process. Regular touchpoints and transparent updates help build trust and keep all parties informed, even when working asynchronously.

How legit is remote recruitment?

Remote recruiting is a legitimate hiring process used by many companies to find and hire candidates virtually. It often involves online interviews, digital communication tools, and applicant tracking systems, making it a common and accepted method in today's job market.

What is remote recruiting?

Remote recruiting is the process of finding, interviewing, and hiring candidates for job positions entirely online, without the need for in-person meetings. Recruiters use digital tools such as video conferencing, applicant tracking systems, and online assessments to manage each step of the hiring process. This approach enables companies to access a global talent pool, streamline recruitment workflows, and offer more flexibility to both recruiters and candidates.

How can I make 2000 a week working from home?

Remote recruiting professionals can earn $2,000 or more weekly by building a strong network, developing specialized skills in sourcing and interviewing, and working with multiple clients or companies. Success often depends on experience, reputation, and the ability to handle high-volume or high-value placements efficiently.

What are the key skills and qualifications needed to thrive as a Remote Recruiter, and why are they important?

To thrive as a Remote Recruiter, you need a solid understanding of talent acquisition, interviewing techniques, and knowledge of employment laws, often supported by a degree in human resources or a related field. Familiarity with applicant tracking systems (ATS), video interview platforms, and sourcing tools like LinkedIn Recruiter is typically required. Outstanding communication, self-motivation, and organizational skills help remote recruiters build rapport and manage hiring processes efficiently from a distance. These abilities are essential for attracting top talent, ensuring smooth virtual collaboration, and effectively filling roles in a remote work environment.

How do I become a remote recruiter?

To become a remote recruiter, you typically need strong communication and interpersonal skills, experience in human resources or recruiting, and familiarity with applicant tracking systems and online sourcing tools. Gaining relevant certifications, such as the Professional in Human Resources (PHR) or Certified Internet Recruiter (CIR), can also enhance your qualifications. Many remote recruiters work independently or for staffing agencies, and a reliable internet connection is essential for success in this role.

What is the difference between Remote Recruiting vs Remote Talent Acquisition?

AspectRemote RecruitingRemote Talent Acquisition
FocusPrimarily on sourcing and hiring candidates for specific rolesBroader strategic process including employer branding and long-term talent planning
ResponsibilitiesCandidate screening, interviewing, job postingWorkforce planning, employer branding, candidate experience management
Work EnvironmentTypically involves recruiting teams or agencies working remotelyIncludes strategic roles often embedded within HR or HR consulting firms
Common UsageUsed by companies and recruiting agenciesUsed by HR departments and talent acquisition specialists

Remote Recruiting focuses on the tactical aspects of hiring, such as sourcing and screening candidates. Remote Talent Acquisition encompasses a broader strategic approach, including employer branding and workforce planning. While both roles often work remotely and require similar credentials, Talent Acquisition involves a more comprehensive view of an organization’s long-term talent needs.

How to make $1000 a week remotely?

Remote recruiting professionals can earn $1000 or more weekly by building a strong network, developing sourcing and interviewing skills, and working with multiple clients or agencies. Success often depends on experience, specialization, and the volume of placements made each week.
What are the most commonly searched types of Recruiting jobs in Racine, WI? The most popular types of Recruiting jobs in Racine, WI are:
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What job categories do people searching Remote Recruiting jobs in Racine, WI look for? The top searched job categories for Remote Recruiting jobs in Racine, WI are:
What cities near Racine, WI are hiring for Remote Recruiting jobs? Cities near Racine, WI with the most Remote Recruiting job openings:
Remote Recruiting jobs near you
Lateral Recruiting Manager

Lateral Recruiting Manager

Husch Blackwell

Milwaukee, WI • On-site, Remote

Full-time

Medical, Dental, Life, Retirement, PTO

Re-posted 18 days ago

Job description

Husch Blackwell LLP is a full-service litigation and business law firm with multiple locations across the United States, serving clients with domestic and international operations.

At Husch Blackwell we believe that diverse, equitable and inclusive teams lead to better outcomes. Husch Blackwell is committed to retaining, recruiting, developing, and promoting talented lawyers and business professionals with diverse backgrounds and experiences. We foster an engaged, diverse, and inclusive team culture of accountability and purpose that makes our Firm and our communities better.

Our firm is committed to attracting and retaining professionals who value each other and the service we provide by embracing Teamwork, Collaboration, Client Service, and Innovation. If you are a motivated professional looking for a long-term fit where you can grow in a role, and will be valued and empowered, then we invite you to apply to our Lateral Recruiting Manager position. This position may be filled remotely, or in any of our locations.

The Lateral Recruiting Manager is responsible for managing the recruiting and hiring processes for specified lateral paralegals and attorneys. This position will work closely with the Managing Director of Growth and Director of Legal Recruiting on all attorney and paralegal hiring. The Lateral Recruiting Manager may also assist with coordination of recruiting and hiring of law students as needed. Essential functions include:

Strategic Leadership & Planning

  • Responsible for implementation of our lateral paralegal and attorney recruiting and hiring efforts among selected SBUs, working closely with the Managing Director of Growth, Director of Legal Recruiting, and Firm leadership.
  • Meet regularly with SBU leadership to provide updates on candidates and ensure the recruiting team is aware of current strategic industry recruiting needs.
  • Collaborate with Managing Director of Growth, Director of Legal Recruiting and Chief Diversity, Equity & Inclusion Officer on industry trends related to diversity hiring and to ensure a diverse applicant pool for all positions.

Recruiting Workflow & Execution

  • Oversee preparation of associate job postings.
  • Review and screen resumes submitted by candidates or search firms.
  • Schedule interviews for candidates and conduct screening interviews as needed.
  • Ensure initial candidate application is entered into recruiting database and regular status updates are maintained.
  • Organize and maintain all contact information for candidates.
  • Communicate with candidates and external recruiters throughout the recruiting and hiring process.
  • Work with SBU leadership to determine offer terms.
  • Work with Risk Management to determine solutions to any licensing issues.
  • Work with Conflicts Team to ensure lateral candidates are cleared before starting.
  • Ensure that due diligence on candidates is complete and candidate offer letters are in proper form and approved.
  • Use firm resources (i.e., LinkedIn, Firm Prospects), social media, and other avenues to proactively source candidates. 
  • Develop and implement alternative strategies for lateral attorney recruiting; assess effectiveness of recruiting efforts on a routine basis and make recommendations.
  • Conduct market research on recruiting trends, best practices, and compensation and make recommendations, where appropriate.

Team Management 

  • Responsible for workload distribution and allocation among Lateral Recruiting Specialist(s) and Coordinator(s), as well as training and mentoring.
  • Assist Managing Director of Growth and Legal Recruiting Director and in managing operations of lateral recruiting team, including hiring, assessing performance, providing feedback, delegating functional tasks, problem solving/escalated issue resolution, identifying skill gaps, maximizing efficiency, scheduling, and aligning teams.

External Communications and Relationships

  • Monitor and oversee all external career postings for lateral positions.
  • Communicate and establish relationships with search firms regarding lateral hires. Work with Managing Director of Growth and Director of Legal Recruiting to manage fee agreement process, including negotiating ad establishing new fee agreements. 
  • As requested, update the Firm\'s website content and publications.

Budget

  • Assist the Managing Director of Growth and Director of Legal Recruiting in developing and monitoring the recruiting budget, approving recruiting/hiring related expenses, paying invoices for same, and ensuring expenses stay within budget.

Data Management and Analytics

  • Communicate and report performance statistics to upper management and, when necessary, recommend strategic changes.
  • As needed, support completion of recruiting related surveys and the updating of NALP forms.
  • Maintain accurate and up-to-date recruiting records and files.
  • Work with Legal Recruiting Manager and other business professionals in firm to maintain recruiting database, produce reports, and troubleshoot as needed.
  • When necessary, train others on recruiting team in use of recruiting database and department processes.
  • Help track and monitor lateral recruiting results for purposes of Mansfield certification.

Miscellaneous

  • Participate in professional associations for recruiting.
  • Travel to other Firm offices to attend events or provide support as needed. 
  • Assist with the Firm’s recruiting and hiring processes for law students and summer associates on an as-needed basis.
  • Special projects as required.

POSITION REQUIREMENTS

  • 4‐year degree required preferably in a related field
  • 5 years of progressive experience in law firm recruiting required. Internal candidates must have demonstrated history of progressively responsible experience. 
  • Excellent written and oral communication skills.
  • Excellent organizational skills.
  • Strong initiative and self-motivation.
  • High degree of attention to detail.
  • Ability to maintain confidentiality regarding candidates, Firm matters, and recruiting matters.
  • Ability to work under pressure, to handle conflicting priorities, and to meet deadlines.
  • Ability to represent the Firm in a favorable and businesslike manner.
  • Ability to work effectively with a variety of professional personalities, both inside and outside the Firm.
  • Ability to work collaboratively and effectively with the Director of Legal Recruiting, Senior Legal Recruiting Specialist, and the administrative and lawyer leadership of the Firm.
  • Demonstrated knowledge of Microsoft Word and Excel; knowledge of all MS Office products strongly preferred.
  • Ability to work after hours, as needed.
  • Ability to travel to other offices as needed.

The above is intended to describe the general content of and requirements for the performance of this job. It is not to be construed as an exhaustive statement of essential functions, responsibilities, or requirements. The Firm will provide reasonable accommodations as necessary to allow an individual with a disability to apply for and/or perform the essential functions of a position.  If you need assistance to accommodate a disability, please contact HR.

COMPENSATION AND BENEFITS

Employees are entitled to compensation commensurate with skill and experience. The exact compensation will vary based on skills, experience, location, and other factors permitted by law. The expected compensation ranges for this position in various states and jurisdictions are as follows:

  • State of California: $116,000 - $237,000
  • State of Colorado: $107,000 - $191,000
  • State of Illinois: $105,000 - $204,000
  • State of Massachusetts: $116,000 - $222,000

  • State of Maryland: $113,000 - $171,000

  • State of Minnesota: $116,000 - $192,000
  • Jersey City, NJ: $126,000 - $229,000 
  • State of New York: $108,000 - $234,000
  • State of Vermont: $115,000 - $220,000
  • State of Washington: $113,000 - $214,000
  • Washington, D.C.: $150,000 - $220,000

The above salaries do not include a discretionary bonus, however bonus opportunities are non-guaranteed, and are dependent upon individual and firm performance. Full-time employees receive benefits including: medical and dental coverage; life insurance; short-term and long-term disability insurance; pre-tax flexible spending account for certain medical and dependent care expenses; an employee assistance program; Paid Time Off; paid holidays; participation in a retirement plan program after meeting eligibility requirements; and more.

Please include a cover letter and resume when applying.

EOE/Minority/Female/Disabled/Vet. Principal Applicants Only.

#LI-Remote
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