Remote Talent Manager Jobs
Remote talent manager jobs are open across the U.S. at remote-first companies and distributed teams in sectors like technology, media, and professional services. Employers actively hiring remote talent managers right now include GitLab, How To MANAGE A Small Law Firm, and CBIZ. Find a role that fits below and apply directly.
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Showing 5 of 35+ Remote Talent Manager jobs
Viamericas is a cross-border payments and financial services company with a clear purpose: help immigrant families prosper by providing essential, secure and affordable financial services delivered with the reassurance of a human connection.
Our customers trust us to move nearly $20 billion annually. We connect digital money transfers with a network of local agents, bringing financial services closer to the communities we serve.
With offices in Miami, Los Angeles, Medellín, Tijuana and Manila—and a growing presence in Canada, Bangladesh, India and Dubai—we are positioned for continued global growth, innovation and impact.
We’re looking for people to tackle difficult problems, hold their work to a high standard, and follow through on results. Across technology, operations, sales, marketing and beyond, the goal is to improve customer experience, make business more effective, and drive sustainable growth.
At Viamericas, the connection between your work and its impact is tangible: better services for customers, stronger businesses for our agents, and greater opportunity for the families we serve.
The Talent Acquisition Manager will lead the company’s recruiting strategy and ensure the organization attracts, hires and develops qualified talent. This role will serve as a trusted talent advisor, helping leaders define hiring needs, develop effective search strategies and make thoughtful hiring decisions. Recruit across U.S. and international markets while delivering an exceptional experience for candidates and hiring teams.
We're a fast-paced, global company, and we're looking for someone proactive, highly organized, data-driven, and comfortable managing multiple priorities. This individual will bring structure, thoughtfulness, and strong partnership to the recruiting process while helping us continue to maintain a collaborative, efficient, and high-quality hiring experience across the organization.
Duties and responsibilities
- Strategy: Partner with VP of Global HR and department leaders to forecast hiring needs, prioritize vacancies and define candidate profiles. Develop and execute talent acquisition strategies aligned with workforce plans and business goals.
- Recruitment: Manage the full recruitment cycle for US and Philippines, including job postings, sourcing, screening, interviews, assessments, offers, background checks and onboarding coordination. Support local recruiters in Mexico and Colombia throughout recruitment cycle.
Establish consistent interviewing and candidate selection practices across departments and locations. Lead and coach local recruiters to ensure alignment with our processes.
- Technology: Own the day-to-day administration of Lever ATS, maintain accurate recruiting documentation and timely candidate responses. Ensure that pending requisitions are consistently reviewed and approved.
- Branding & Sourcing: Build employee branding initiatives that communicate the company’s culture, employee value proposition, and career opportunities. Develop sourcing strategies using job boards, social media, professional networks, employee referrals and talent pipelines.
- Insights: Monitor recruiting metrics, including time to fill, time to hire, cost per hire, offer acceptance, source effectiveness, candidate experience, quality of hire, and new hire retention. Provide regular hiring reports and workforce insights to the VP of Global HR.
- Relationship building: Actively seeks to develop relationships with local recruiters, universities, technology vendors and professional organizations. Builds and maintains a pipeline of candidates for high turnover positions.
- Compliance: Ensure recruiting practices comply with applicable employment laws, internal policies, data privacy requirements and equal employment opportunity standards. Promote fair, structured and inclusive hiring practices.
- Role definition and benchmarking: Develop job descriptions, compensation ranges, and hiring criteria in collaboration with the VP of Global HR and business leaders. Ensure that roles are consistently reviewed and external benchmarks are evaluated on an ongoing basis. Stay current on labor market trends, competitor hiring practices, and salary conditions.
- Development: Work with department managers to develop career pathways. Support career pathing and succession planning initiatives.
- Support: Provide general HR support to international HR employees as needed.
Information Security Responsibilities
- Read, acknowledge and comply with Viamericas Staff Information Security Policy via the Information Security training portal. This should be done within 30 days of hire and repeated annually.
- Attend periodic Information Security training provided by Viamericas’.
- Report any event that might be an Information Security Incident: clicked on a malicious link, downloaded and opened a suspicious file, etc.
Standard Operating Procedure (SOP) responsibilities
- Support the VP of HR with the development, implementation, and regular review of departmental SOPs to ensure they are accurate, up-to-date, and aligned with company standards.
- Propose, evaluate, and implement changes to SOPs that enhance efficiency, and quality.
Qualifications
- Bachelor’s degree in a related field required.
- Professional in Human Resources (PHR) or SHRM-CP certification preferred. Will accept HR certification in lieu of a bachelor’s degree.
- Minimum of 5 years of experience working with full cycle recruiting process.
- Bilingual – English & Spanish required.
- Strong hands-on experience with ATS/HRIS required. Lever ATS experience preferred.
- Proficient knowledge in Microsoft Excel, Word, PowerPoint.
- Exceptional sourcing, interviewing, candidate assessment, offer negotiation, and closing skills.
- A proven ability to build trust and partner effectively with hiring managers, senior leaders, and executive stakeholders.
- Alignment with our Core Values: Respect, Integrity, Empathy & Creativity.
- Detail oriented and proficient with data entry and accuracy.
- Excellent oral and written communication skills.
- Excellent problem solving and analytical skills.
- Able to work with highly confidential and sensitive matters.
The ideal candidate will possess an outstanding work ethic, positive attitude, and be self-motivated. They will be flexible, creative, decisive, and exercise sound judgment in a fast-paced environment while managing competing priorities. They will also be able to foster effective relationships with staff at all levels.
Working Conditions
Remote first, with the occasional need to travel or report to an office.
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
Viamericas is a cross-border payments and financial services company with a clear purpose: help immigrant families prosper by providing essential, secure and affordable financial services delivered with the reassurance of a human connection.
Our customers trust us to move nearly $20 billion annually. We connect digital money transfers with a network of local agents, bringing financial services closer to the communities we serve.
With offices in Miami, Los Angeles, Medellín, Tijuana and Manila—and a growing presence in Canada, Bangladesh, India and Dubai—we are positioned for continued global growth, innovation and impact.
We’re looking for people to tackle difficult problems, hold their work to a high standard, and follow through on results. Across technology, operations, sales, marketing and beyond, the goal is to improve customer experience, make business more effective, and drive sustainable growth.
At Viamericas, the connection between your work and its impact is tangible: better services for customers, stronger businesses for our agents, and greater opportunity for the families we serve.
The Talent Acquisition Manager will lead the company’s recruiting strategy and ensure the organization attracts, hires and develops qualified talent. This role will serve as a trusted talent advisor, helping leaders define hiring needs, develop effective search strategies and make thoughtful hiring decisions. Recruit across U.S. and international markets while delivering an exceptional experience for candidates and hiring teams.
We're a fast-paced, global company, and we're looking for someone proactive, highly organized, data-driven, and comfortable managing multiple priorities. This individual will bring structure, thoughtfulness, and strong partnership to the recruiting process while helping us continue to maintain a collaborative, efficient, and high-quality hiring experience across the organization.
Duties and responsibilities
- Strategy: Partner with VP of Global HR and department leaders to forecast hiring needs, prioritize vacancies and define candidate profiles. Develop and execute talent acquisition strategies aligned with workforce plans and business goals.
- Recruitment: Manage the full recruitment cycle for US and Philippines, including job postings, sourcing, screening, interviews, assessments, offers, background checks and onboarding coordination. Support local recruiters in Mexico and Colombia throughout recruitment cycle.
Establish consistent interviewing and candidate selection practices across departments and locations. Lead and coach local recruiters to ensure alignment with our processes.
- Technology: Own the day-to-day administration of Lever ATS, maintain accurate recruiting documentation and timely candidate responses. Ensure that pending requisitions are consistently reviewed and approved.
- Branding & Sourcing: Build employee branding initiatives that communicate the company’s culture, employee value proposition, and career opportunities. Develop sourcing strategies using job boards, social media, professional networks, employee referrals and talent pipelines.
- Insights: Monitor recruiting metrics, including time to fill, time to hire, cost per hire, offer acceptance, source effectiveness, candidate experience, quality of hire, and new hire retention. Provide regular hiring reports and workforce insights to the VP of Global HR.
- Relationship building: Actively seeks to develop relationships with local recruiters, universities, technology vendors and professional organizations. Builds and maintains a pipeline of candidates for high turnover positions.
- Compliance: Ensure recruiting practices comply with applicable employment laws, internal policies, data privacy requirements and equal employment opportunity standards. Promote fair, structured and inclusive hiring practices.
- Role definition and benchmarking: Develop job descriptions, compensation ranges, and hiring criteria in collaboration with the VP of Global HR and business leaders. Ensure that roles are consistently reviewed and external benchmarks are evaluated on an ongoing basis. Stay current on labor market trends, competitor hiring practices, and salary conditions.
- Development: Work with department managers to develop career pathways. Support career pathing and succession planning initiatives.
- Support: Provide general HR support to international HR employees as needed.
Information Security Responsibilities
- Read, acknowledge and comply with Viamericas Staff Information Security Policy via the Information Security training portal. This should be done within 30 days of hire and repeated annually.
- Attend periodic Information Security training provided by Viamericas’.
- Report any event that might be an Information Security Incident: clicked on a malicious link, downloaded and opened a suspicious file, etc.
Standard Operating Procedure (SOP) responsibilities
- Support the VP of HR with the development, implementation, and regular review of departmental SOPs to ensure they are accurate, up-to-date, and aligned with company standards.
- Propose, evaluate, and implement changes to SOPs that enhance efficiency, and quality.
Qualifications
- Bachelor’s degree in a related field required.
- Professional in Human Resources (PHR) or SHRM-CP certification preferred. Will accept HR certification in lieu of a bachelor’s degree.
- Minimum of 5 years of experience working with full cycle recruiting process.
- Bilingual – English & Spanish required.
- Strong hands-on experience with ATS/HRIS required. Lever ATS experience preferred.
- Proficient knowledge in Microsoft Excel, Word, PowerPoint.
- Exceptional sourcing, interviewing, candidate assessment, offer negotiation, and closing skills.
- A proven ability to build trust and partner effectively with hiring managers, senior leaders, and executive stakeholders.
- Alignment with our Core Values: Respect, Integrity, Empathy & Creativity.
- Detail oriented and proficient with data entry and accuracy.
- Excellent oral and written communication skills.
- Excellent problem solving and analytical skills.
- Able to work with highly confidential and sensitive matters.
The ideal candidate will possess an outstanding work ethic, positive attitude, and be self-motivated. They will be flexible, creative, decisive, and exercise sound judgment in a fast-paced environment while managing competing priorities. They will also be able to foster effective relationships with staff at all levels.
Working Conditions
Remote first, with the occasional need to travel or report to an office.
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
See All 35 Remote Talent Manager Jobs
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Find Remote Talent Manager JobsRemote Talent Manager Job Market
Who's Hiring
Top Industries Hiring
- Non-Profit & Social Services
- Healthcare & Medical Services
What Employers Look For
The qualifications that appear most often in remote talent manager jobs.
- 3-5 years of experience in talent management, talent acquisition, or artist representation
- Proven ability to build and maintain long-term client or candidate relationships
- Experience with applicant tracking systems or talent management platforms such as Workday or SAP SuccessFactors
- Strong contract negotiation and deal-structuring skills across talent or employment agreements
- Bachelor's degree in human resources, communications, business, or a related field
- Familiarity with entertainment industry practices, union agreements, or SAG-AFTRA guidelines for agency-side roles
Tips for Your Remote Talent Manager Job Search
Apply early to remote roles that fit
Migrate Mate lists remote talent manager openings from across the U.S. in one place, so you can find roles that match your background and apply directly. Remote postings fill fast, so checking regularly and applying as soon as a role opens improves your chances.
Prove async communication in your application
Remote talent managers coordinate hiring across distributed teams almost entirely through written channels. A concise, well-structured cover letter or written work sample signals that you can manage stakeholders and candidates effectively without relying on in-person communication.
Highlight your remote-ready tech stack
Call out the applicant tracking systems, video interviewing tools, and project management platforms you use regularly. Remote employers screen for candidates who can hit the ground running inside their existing distributed infrastructure without a steep onboarding curve.
Target remote-first and distributed-team employers
Companies built as remote-first from the start have mature workflows and genuine buy-in for fully distributed talent work. Prioritizing these employers over companies offering remote as a temporary accommodation puts you in roles where the environment is built for how you work.
Remote Talent Manager Jobs: Frequently Asked Questions
How do I get a remote talent manager job?
Remote talent manager roles go to candidates who can demonstrate self-direction and strong written communication from day one. Remote-first companies and distributed teams screen heavily for async collaboration skills, experience coordinating across time zones, and comfort with tools like applicant tracking systems and video interviewing platforms. Showcasing past results in sourcing, retention, or workforce planning in a written format gives you a clear edge over generalists.
Which companies hire remote talent managers?
Remote talent manager roles are posted by GitLab, How To MANAGE A Small Law Firm, and CBIZ and others right now, based on current remote listings on Migrate Mate as of September 2026. Remote-first technology firms, distributed professional services companies, and growing SaaS businesses are among the most consistent employers of talent managers in fully remote setups.
Can you get a remote talent manager job with no experience?
Yes, but remote entry-level talent manager roles are harder to land because employers expect you to work independently without close supervision early on. Smaller remote-first startups and distributed HR consultancies are the most open to early-career candidates. Showing a completed recruiting project, an internship in HR, or strong written communication in your application materials can substitute for formal experience.
Do you need a degree for remote talent manager jobs?
Not always. Many remote employers weigh demonstrated results in sourcing, retention, or people operations more heavily than a specific credential. Certifications in HR or talent acquisition, a documented history of building pipelines or reducing time-to-hire, and clear evidence of independent project management often carry as much weight as a four-year degree for remote talent manager roles.
Which industries hire the most remote talent managers?
The sectors hiring the most remote talent managers are Non-Profit & Social Services and Healthcare & Medical Services, based on current remote listings on Migrate Mate as of September 2026. These industries run large distributed teams that require dedicated talent managers to coordinate hiring, onboarding, and workforce planning across multiple time zones and regions.
See All 35 Remote Talent Manager Jobs
Find roles that match your experience and apply in just a few clicks.
Find Remote Talent Manager Jobs