ZipRecruiter

Log In

2

Remote Talent Assessment Jobs (NOW HIRING)

Ingenuity Live

Talent Manager

Los Angeles, CA · On-site +1

$60K - $70K/yr

Los Angeles - Remote * $60-70k salary Are you a dynamic individual with a passion for discovering ... The application will assess your qualifications, personality traits and workplace preferences, and ...

Massgeneralbrigham

Talent Acquisition Partner

Boston, MA · Remote

$63K - $92K/yr

... assessment skills. Additional Job Details (if applicable) Schedule and Work Model * Full-time, ... On remote workdays, employees must use a stable, secure, and compliant workstation in a quiet ...

Mass General Brigham

Talent Acquisition Partner

Boston, MA · On-site +1

$63K - $92K/yr

... assessment skills. Additional Job Details (if applicable) Schedule and Work Model * Full-time, ... On remote workdays, employees must use a stable, secure, and compliant workstation in a quiet ...

Addison Group

Talent Acquisition Partner

San Antonio, TX · Remote

$34 - $36/hr

Remote Industry: Food & Beverage Pay: $34 - $36 /hour Benefits: This position is eligible for ... Screen resumes, conduct initial candidate assessments, and coordinate interview processes. * Guide ...

Toptal

Talent Acquisition Specialist

This is a remote position. We do not offer visa sponsorship or assistance. Resumes and ... Ability to proactively find and assess meetup groups, attend events, and naturally network.

Labcorp

Talent Acquisition Partner

Burlington, NC · Remote

$70K - $85K/yr

Work Location Remote Job Duties/Responsibilities: * Manage the end-to-end recruiting process in the identification and assessment of internal and external talent using creative and proactive methods ...

next page

Showing results 1-20

All JobsTalent Assessment JobsRemote Talent Assessment Jobs

Remote Talent Assessment information

What is the difference between Remote Talent Assessment vs Remote Recruiter?

AspectRemote Talent AssessmentRemote Recruiter
Primary FocusEvaluating candidates' skills and suitability for rolesSourcing, attracting, and hiring candidates
Required CredentialsAssessment tools, HR knowledge, sometimes certifications in testingHR or recruiting experience, communication skills
Work EnvironmentConducting assessments remotely via online platformsManaging candidate pipelines remotely, interviews
Industry UsageUsed across tech, education, and corporate sectors for candidate evaluationUsed in staffing agencies, corporate HR departments

Remote Talent Assessment focuses on evaluating candidates' skills through tests and assessments, while Remote Recruiter handles the entire hiring process from sourcing to onboarding. Both roles often work remotely and require HR or recruiting knowledge, but their core responsibilities differ significantly.

More about Remote Talent Assessment jobs
What cities are hiring for Remote Talent Assessment jobs? Cities with the most Remote Talent Assessment job openings:
What are the most commonly searched types of Talent Assessment jobs? The most popular types of Talent Assessment jobs are:
What states have the most Remote Talent Assessment jobs? States with the most job openings for Remote Talent Assessment jobs include:
What job categories do people searching Remote Talent Assessment jobs look for? The top searched job categories for Remote Talent Assessment jobs are:
Remote Talent Assessment jobs near you
Lead Talent Acquisition Business Partner - Sales (Remote)

Lead Talent Acquisition Business Partner - Sales (Remote)

Stryker

Portland, ME • Remote

$101K - $168K/yr

Full-time

Posted 2 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.

Apply