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Remote Video Reviewer Jobs in Gilbert, AZ (NOW HIRING)

Liveops

Remote Customer Service Representative

Tempe, AZ · Remote

$20/hr

Comfortable using video chat and screen-sharing tools. * Adaptable to changing procedures and tech ... Review the Liveops Mobile Device and Security Requirements Application and Certification Process

Liveops

Remote Customer Service Representative

Mesa, AZ · Remote

$20/hr

Comfortable using video chat and screen-sharing tools. * Adaptable to changing procedures and tech ... Review the Liveops Mobile Device and Security Requirements Application and Certification Process

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How much do remote video reviewer jobs pay per hour?

As of Sep 4, 2026, the average hourly pay for remote video reviewer in Gilbert, AZ is $29.79, according to ZipRecruiter salary data. Most workers in this role earn between $22.50 and $36.44 per hour, depending on experience, location, and employer.

What is a remote video reviewer?

A Remote Video Reviewer is a professional who evaluates and provides feedback on video content from a remote location, typically using a computer and internet connection. Their responsibilities may include checking videos for quality, accuracy, compliance with guidelines, or suitability for a specific audience. They often work with content creators, streaming platforms, or media companies to ensure that published videos meet certain standards. This job requires attention to detail, strong communication skills, and familiarity with video editing or review tools. Remote Video Reviewers typically work on a freelance or contract basis and may handle a variety of video genres.

What are the key skills and qualifications needed to thrive as a remote video reviewer?

To thrive as a Remote Video Reviewer, you need strong attention to detail, visual analysis skills, and familiarity with content guidelines or compliance standards, often supported by a background in media, communications, or a related field. Experience with video editing software, content management systems, and proprietary review platforms is typically required. Excellent time management, critical thinking, and clear written communication are standout soft skills for this position. These abilities ensure accurate, efficient, and consistent video evaluations that help maintain content quality and compliance for digital platforms.

What are some common challenges remote video reviewers face, and how can they effectively manage their workload?

Remote Video Reviewers often encounter challenges such as maintaining focus during repetitive tasks, managing large volumes of content, and meeting tight deadlines. To effectively manage their workload, it’s essential to establish a structured daily routine, take regular short breaks to maintain concentration, and utilize time-management tools. Collaboration with team members via virtual platforms also helps in sharing best practices and staying aligned on content guidelines, ensuring consistent and efficient reviews.

Are there jobs that pay you to watch videos?

Remote Video Reviewer jobs involve watching videos to evaluate content for platforms, ensuring compliance with guidelines. These roles often require attention to detail, good communication skills, and sometimes familiarity with content moderation tools. They provide a way to earn income by reviewing videos from home, often on flexible schedules.

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Recruitment Administrator - Healthcare workforce

Home Care Nurses America

Phoenix, AZ • Remote

$22 - $28/hr

Per diem

Posted 5 days ago

Key responsibilities

  • Prepare and publish job advertisements, source candidates, review applications, and shortlist suitable applicants.

  • Review and assess candidates' self-recorded video interviews against selection criteria and scoring processes.

  • Maintain candidate records, monitor recruitment stages, and communicate recruitment outcomes.

Job description


Location: Arizona-based remote position
Employment Type: PRN Employee
Initial Availability: Approximately 10-20 hours per week, based on operational requirements
Compensation: US$22-$26 per hour
About Home Care Nurses America
Home Care Nurses America is an Arizona-based healthcare services operation supported by the experience and systems of Home Care Nurses Australia, an established home care and healthcare staffing provider operating since 2014.
Our Australian business has extensive experience recruiting and managing healthcare workforces across metropolitan, regional and difficult-to-service communities. We are now building a local workforce to support HCNA's home care and healthcare staffing operations throughout Arizona.
About the Role
We are seeking an organised, efficient and candidate-focused Recruitment Administrator to attract, screen and progress healthcare professionals and home care workers for HCNA's Arizona operations.
The Recruitment Administrator will recruit Registered Nurses, Licensed Practical Nurses, Certified Nursing Assistants and caregivers for healthcare staffing and private-pay home care assignments.
Shortlisted applicants will complete a self-recorded video interview using HCNA's approved questions. The Recruitment Administrator will review and assess the recorded responses against established selection criteria and determine whether each candidate is suitable to progress.
Candidates who satisfy HCNA's recruitment requirements will progress to the Credentialing Administrator for licence verification, background screening, compliance checks and final clearance.
The Recruitment Administrator and Credentialing Administrator share responsibility for maintaining candidate engagement and progressing suitable candidates efficiently through screening, credentialing and placement readiness.
Key Responsibilities
Candidate Attraction and Sourcing
  • Prepare and publish approved job advertisements across recruitment platforms.
  • Source RNs, LPNs, CNAs and caregivers throughout Arizona.
  • Proactively search candidate databases, job boards and professional networks.
  • Review résumés and applications against HCNA's selection requirements.
  • Shortlist suitable applicants and invite them to complete HCNA's self-recorded video interview.
  • Build local candidate pools for Scottsdale, Phoenix, the East Valley, Pinal County, the West Valley and other underserved Arizona communities.
  • Maintain recruitment pipelines aligned with anticipated private-client and healthcare-facility demand.
Recorded Video Interview Screening
  • Review candidates' completed self-recorded video interviews.
  • Assess each response using HCNA's approved questions, selection criteria and scoring process.
  • Evaluate the candidate's relevant experience, communication, presentation, professionalism and understanding of the role.
  • Confirm that the candidate has adequately addressed availability, geographical preferences, shift preferences and willingness to travel.
  • Review candidates' suitability for days, evenings, nights, weekends, PRN assignments and underserved territories.
  • Identify employment gaps, inconsistencies, concerns or matters requiring clarification.
  • Complete the required interview screening and scoring form for every candidate reviewed.
  • Recommend whether the candidate should progress, be placed on hold, provide further information or be declined.
  • Record complete screening notes, scores and recommendations in JobAdder.
  • Escalate candidates requiring a live follow-up interview to the appropriate HCNA manager.
Candidate Progression and Administration
  • Maintain accurate candidate records and recruitment stages in JobAdder.
  • Monitor completion of self-recorded video interviews and follow up with shortlisted candidates when necessary.
  • Obtain preliminary documents from candidates approved to progress.
  • Progress suitable candidates to the Credentialing Administrator for formal verification and compliance clearance.
  • Follow up with candidates who have not completed required recruitment steps.
  • Communicate recruitment outcomes professionally and promptly.
  • Maintain regular communication with candidates progressing through recruitment.
  • Protect candidate confidentiality and handle personal information securely.
  • Provide weekly reports covering applications, video interviews reviewed, screening outcomes and recruitment gaps.
  • Work closely with HCNA's Credentialing, Community Partnerships and Operations teams.
Shared Candidate Ownership
The Recruitment Administrator and Credentialing Administrator share responsibility for progressing suitable candidates efficiently from application through screening, credentialing and placement readiness.
The Recruitment Administrator is primarily responsible for candidate attraction, application review, video interview assessment and candidate engagement.
The Credentialing Administrator is primarily responsible for compliance verification, collecting required documentation and issuing written credentialing clearance.
Both administrators are jointly responsible for:
  • Maintaining regular communication about every active candidate.
  • Monitoring candidates' progress through recruitment and credentialing.
  • Ensuring outstanding information and documentation are followed up promptly.
  • Keeping JobAdder records, notes and candidate stages accurate and current.
  • Identifying and escalating delays, inactive files or barriers to progression.
  • Keeping candidates informed throughout the process.
  • Confirming candidates' current availability, preferred locations and shift preferences.
  • Ensuring cleared candidates are promptly referred to the Care and Staffing Coordinator for suitable assignments.
  • Monitoring cleared candidates who are awaiting their first assignment.
  • Maintaining engagement with candidates until they are successfully placed.
  • Reporting on candidates awaiting screening, undergoing credentialing, cleared for work, awaiting placement and successfully placed.
Neither administrator should consider their responsibilities complete merely because the candidate has moved to another recruitment stage. Both roles are expected to work collaboratively to prevent suitable candidates from being delayed or lost during the onboarding process.
The Recruitment Administrator must not:
  • Override or bypass any credentialing requirement.
  • Represent that a candidate is cleared before written approval is issued.
  • Allocate a candidate to a client, facility or shift without operational authorisation.
  • Permit a candidate to commence work before written credentialing clearance has been issued.
The Credentialing Administrator has authority to determine whether credentialing requirements have been satisfied and to issue written clearance. Final placement remains subject to successful credentialing, worker availability, client requirements and suitable assignments.
About You
The successful applicant will ideally have:
  • Previous recruitment administration, healthcare recruitment or staffing-agency experience.
  • Experience recruiting nurses, nursing assistants, caregivers or other healthcare professionals.
  • Experience reviewing recorded video interviews or screening candidates against structured criteria.
  • The ability to assess candidates objectively and apply scoring requirements consistently.
  • Sound judgement when determining whether candidates should progress.
  • Strong written communication and documentation skills.
  • Excellent attention to detail, organisation and follow-up.
  • Experience using an applicant-tracking system; JobAdder experience is highly regarded.
  • The ability to identify inconsistencies, employment gaps and potential recruitment concerns.
  • A professional, supportive and responsive approach to candidates.
  • The ability to work independently in a remote environment.
  • An understanding of PRN healthcare staffing.
  • Knowledge of Arizona communities and workforce conditions is highly regarded.
Scheduling and Availability
HCNA's recruitment function operates between 6:00 AM and 8:00 PM Arizona time to accommodate candidates with different work schedules.
Coverage is shared between two PRN Recruitment Administrators working staggered, overlapping schedules. Each employee will work only their individually authorised hours and will not be expected to cover the entire operating window.
Applicants must be available for an agreed combination of early-morning, daytime, evening and occasional weekend hours. Preferred availability should be stated in the application.
Indicative schedules may include:
  • Early coverage: 6:00 AM-1:00 PM
  • Late coverage: 12:00 PM-8:00 PM
Actual shifts and hours will be scheduled according to candidate activity and operational requirements. Initial hours are anticipated to average approximately 10-20 hours per week, but no minimum number of hours is guaranteed.
PRN Employment Arrangement
  • Hours will be scheduled according to recruitment and operational requirements.
  • No minimum number of weekly hours is guaranteed.
  • Hours may increase or decrease according to candidate volume and business requirements.
  • All working hours must be authorised and accurately recorded.
  • The position includes a 90-day introductory period.
  • Opportunities for increased hours may become available as HCNA's Arizona operations grow.
Performance Expectations
Performance will be assessed based on:
  • Quality and suitability of candidates progressed.
  • Timeliness of application and recorded-interview reviews.
  • Consistent application of HCNA's screening criteria.
  • Completion and accuracy of video interview scoring forms.
  • Quality of screening notes and recommendations.
  • Accuracy of JobAdder records and recruitment stages.
  • Timely progression of suitable candidates to Credentialing.
  • Timely follow-up of candidates awaiting documents or clearance.
  • Collaboration with the Credentialing Administrator.
  • Candidate pipeline coverage across priority Arizona territories.
  • Number of cleared candidates progressed to placement readiness.
  • Candidate communication and overall recruitment experience.
  • Compliance with HCNA's recruitment procedures.
Performance will not be measured solely by application numbers. The focus is on efficiently identifying, progressing and retaining suitable candidates through to credentialing and placement readiness.
Technical Requirements
The successful applicant must have:
  • A reliable computer.
  • Stable high-speed internet.
  • A private workspace.
  • A functioning headset.
  • The ability to review recorded video and audio submissions.
  • The ability to access HCNA's approved systems securely.
Why Join HCNA?
This is an opportunity to help build HCNA's first Arizona workforce and support the growth of an experienced international healthcare organisation in the United States.
You will have flexible PRN employment, direct access to HCNA's leadership and the opportunity to recruit healthcare professionals serving metropolitan, regional and underserved Arizona communities.
How to Apply
Please submit your résumé and a brief cover letter addressing:
  • Your recruitment or healthcare staffing experience.
  • The types of healthcare workers you have recruited.
  • Your experience reviewing recorded video interviews.
  • Your experience applying structured selection or scoring criteria.
  • Any experience using JobAdder or another applicant-tracking system.
  • Your knowledge of the Arizona healthcare workforce.
  • Your availability for early, late and weekend recruitment coverage.
  • Your general availability for PRN employment.
Home Care Nurses America is an equal opportunity employer. Employment is subject to satisfactory references, background screening and verification of relevant qualifications.