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Remote Talent Intelligence Jobs in Springville, NY

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Remote Talent Intelligence information

See Springville, NY salary details

$40.5K

$93.2K

$128.3K

How much do remote talent intelligence jobs pay per year?

As of Aug 27, 2026, the average yearly pay for remote talent intelligence in Springville, NY is $93,214.00, according to ZipRecruiter salary data. Most workers in this role earn between $83,700.00 and $105,600.00 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 cities near Springville, NY are hiring for Remote Talent Intelligence jobs?

Cities near Springville, NY with the most Remote Talent Intelligence job openings:

Remote Talent Intelligence jobs near you

Lead Talent Acquisition Business Partner - Sales (Remote)

Stryker

Buffalo, NY • Remote

$101K - $168K/yr

Full-time

Posted 2 days ago

New

Stryker rating

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

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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