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Remote Talent Intelligence Jobs in Georgetown, TX

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Remote Talent Intelligence information

See Georgetown, TX salary details

$42.3K

$97.2K

$133.8K

How much do remote talent intelligence jobs pay per year?

As of Sep 5, 2026, the average yearly pay for remote talent intelligence in Georgetown, TX is $97,227.00, according to ZipRecruiter salary data. Most workers in this role earn between $87,300.00 and $110,100.00 per year, depending on experience, location, and employer.

What is Remote Talent Intelligence?

Remote Talent Intelligence refers to the collection and analysis of workforce data to help organizations identify, attract, and retain top talent in remote or distributed work environments. Professionals in this field use data-driven insights to inform hiring strategies, optimize talent acquisition processes, and understand global workforce trends. Their work supports organizations in making informed decisions about where and how to find skilled remote employees, ensuring competitiveness in an increasingly digital and global job market.

How does a Remote Talent Intelligence professional typically collaborate with recruiting and HR teams across different time zones?

Remote Talent Intelligence professionals frequently coordinate with recruiting and HR teams located in various regions, which can pose challenges in scheduling and communication. To manage this, they often rely on asynchronous communication tools, shared dashboards, and regular virtual meetings that accommodate diverse time zones. This collaborative approach ensures that insights and talent market data are seamlessly integrated into recruitment strategies, allowing for timely decision-making regardless of location. Adapting to different work cultures and maintaining proactive communication are key to building strong working relationships in this remote environment.

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

To thrive as a Remote Talent Intelligence professional, you need expertise in talent analytics, market research, and workforce planning, often supported by a background in HR, data analysis, or business. Familiarity with talent intelligence platforms, HRIS systems, and data visualization tools like Tableau or Power BI is typically required. Strong analytical thinking, communication, and self-motivation are crucial soft skills for collaborating remotely and delivering actionable insights. These competencies ensure accurate talent strategies, informed decision-making, and effective support for organizational growth in a virtual environment.

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

AspectRemote Talent IntelligenceRemote Talent Acquisition
Primary FocusAnalyzing talent market data, trends, and insights to inform hiring strategiesRecruiting, sourcing, and hiring remote candidates
Required SkillsData analysis, market research, industry knowledgeCandidate sourcing, interviewing, employer branding
Work EnvironmentResearch, data-driven, strategic planningCandidate engagement, interviewing, onboarding
Common UsageUsed by HR analytics teams, strategic plannersUsed by recruiters, HR teams, hiring managers

Remote Talent Intelligence focuses on analyzing market data to guide hiring strategies, while Remote Talent Acquisition involves actively sourcing and hiring remote candidates. Both roles are essential in the remote hiring ecosystem but serve different functions within the talent management process.

What are popular job titles related to Remote Talent Intelligence jobs in Georgetown, TX?

For Remote Talent Intelligence jobs in Georgetown, TX, the most frequently searched job titles are:

What cities near Georgetown, TX are hiring for Remote Talent Intelligence jobs?

Cities near Georgetown, TX with the most Remote Talent Intelligence job openings:

Remote Talent Intelligence jobs near you
Infographic showing various Remote Talent Intelligence job openings in Georgetown, TX as of August 2026, with employment types broken down into 80% Full Time, 11% Part Time, 1% Temporary, and 8% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $97,227 per year, or $46.7 per hour.

Power Systems Engineer II

Electric Power Engineers

Austin, TX • On-site, Remote

Full-time

Medical, Dental, Vision, Retirement, PTO

Re-posted yesterday

Job description

Overview
We are designing the Grid of the future
Develop and conduct computer modeling and analysis for transmission planning studies which include steady state analysis, short circuit analysis, and dynamic stability analysis. Studies may include near-term and long-term transmission planning, generator interconnection studies, reliability-driven transmission project alternatives development, and NERC standards compliance analyses.
Responsibilities
How you can make an impact:
  • Perform power system impact studies: Steady State, Short Circuit, and Dynamic Stability
  • Perform NERC-compliance-related technical analyses such as TPL-001-4 Annual Planning Assessments.
  • Perform full generator interconnection studies which may also include Sub-Synchronous Resonance (SSR) studies.
  • Ensure that renewable and/or storage resource projects interconnecting to the transmission system meet Voltage Ride-Through (VRT) requirements.
  • Participate in ERCOT working group meetings and case building efforts on behalf of specific clients as assigned.
  • Prepare technical study reports for all studies performed.
  • Process, generate, and maintain data as required for all studies.
  • Take responsibility for the timely completion of projects assigned while meeting all project quality and budget objectives.
  • Identify training needs and present to the Engineering Manager as needed.
  • Perform other duties, as assigned

Qualifications
Bring your passion, here what's needed:
  • Bachelors degree in Electric Engineering required; emphasis in power systems preferred
  • 2-4+ years of experience as a power systems engineer
  • Experience performing power system impact studies such as Dynamic Stability, Load Flow, Steady State, Short Circuit
  • Experience with power systems software such as PSS/E, PSCAD, Aspen, and TARA.
  • Experience automating/programing in Python
  • Experience leveraging AI and automation tools responsibly to improve quality, productivity and innovation

Lead the change!
Be a part of an innovative team shaping the grid of the future through advanced energy intelligence. For more than half a century, Electric Power Engineers (EPE) has partnered with power and energy clients across the globe providing consulting expertise and energy intelligence software solutions for complex engineering and grid modeling challenges. As leaders in the renewables space, we are focused on building a modern, secure, and resilient grid. Join us in making an impact on the communities we serve and the environment in which we live. Together we can transform the future of energy.
How we support you:
  • Comprehensive health and wellness benefits including medical, dental, and vision with 100% premium coverage for you.
  • Generous PTO and paid holidays
  • MyShare (Employee Ownership Program)
  • Work with industry leaders
  • 401K, up to a 4% match (100% vested from day 1)
  • Flexible Work including hybrid and remote possibilities base on position.

Location: This position is remote US
Travel: Occasional travel may be needed (10% or less)
EPE is an equal opportunity/AA/Disability/Veteran employer. The EEO is the Law poster, and its supplement are available using the following links: EEOC is the Law Poster
Third-Party Recruiting Notification
EPE does not accept unsolicited resumes from third-party recruiters. Any unsolicited third-party resumes forwarded by recruiters to EPE via our career page or to any of our managers or employees will be considered public information, may be treated as a direct application from the person identified in the resume, and will not be eligible for placement fee payment to the agency. EPE will not pay a fee to a third-party recruiter or agency without a previously signed third-party agreement and has not coordinated their recruiting activity with the appropriate member of the Talent Acquisition team.

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