Remote Technical Recruiting Manager Jobs
Remote Technical Recruiting Manager jobs are open across the U.S. at remote-first firms, distributed tech teams, and fast-scaling startups that build their entire talent function without a central office. Demand is active in software, fintech, and healthcare technology, where companies rely on remote recruiting managers to own full-cycle technical hiring. Employers hiring remotely right now include Waymark, Whatnot, and The Productivity Team. See the openings below and apply to the ones that match your experience.
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Showing 5 of 44+ Remote Technical Recruiting Manager jobs
About Waymark
Waymark is a mission-driven team of healthcare providers, technologists, and builders working to transform care for people with Medicaid benefits. We partner with communities to deliver technology-enabled, human-centered support that helps patients stay healthy and thrive. We’re designing tools and systems that bring care directly to those who need it most—removing barriers and reimagining what’s possible in Medicaid healthcare delivery.
Our Values
At Waymark, our values are the foundation of how we work, grow, and support one another:
- Bold Builders: We tackle the toughest challenges in care delivery by harnessing the power of community and technology.
- Humble Learners: We seek feedback, embrace diverse perspectives, and welcome challenges to our assumptions.
- Experiment to Improve: We use data to inform decisions and continuously assess our performance.
- Focused Urgency: Our mission drives us to act swiftly and relentlessly in pursuit of meaningful results.
If this resonates with you, we invite you to bring your creativity, energy, and curiosity to Waymark.
About This Role
You will join our Talent Acquisition team and be Waymark’s recruiter primarily dedicated to professional, leadership, and technology hiring. You’ll partner directly with executives and hiring managers across Technology, Product, Clinical, and corporate functions to hire the people who will build our platform and scale our model to new markets. You will focus on building up the recruiting engine dedicated to technology hiring: strong intake, building future pipelines, an optimal candidate experience, and an employment brand that tells Waymark’s story well. You will focus on professional and technical hires but also work on care delivery requisitions as needed. You will help build the processes, tools, and talent pipelines that ensure Waymark hires top talent well as we grow.
Key Responsibilities
- Full-cycle recruiting: Own professional, leadership, and technical searches from intake through offer.
- Hiring manager partnership: Lead intake meetings, define success profiles, advise on market realities, and keep managers aligned and moving quickly.
- Sourcing and pipelines: Proactively source passive talent and build standing pipelines for recurring and hard-to-fill roles in technology and healthcare.
- Agency reduction: Bring agency-filled searches in-house as much as possible and manage any remaining agency relationships against clear cost and quality standards.
- Candidate experience and process: Build upon our recruiting approach with structured interviews, consistent communication, and a fast, respectful process.
- Employment brand: Build Waymark’s employment brand and help shape our employee value proposition for candidates.
- Offers and closing: Partner on offer strategy within Waymark’s compensation framework and close top candidates.
- Metrics and tools: Track and report time-to-fill, source of hire, pipeline health, and agency spend, and get the most out of our recruiting technology.
Minimum Qualifications
- 7+ years of full-cycle recruiting experience, including at least 3 years in-house
- Proven track record of filling technical roles such as software engineering, data, and product
- Experience recruiting professional and leadership roles, ideally in healthcare or health technology
- Strong proactive sourcing skills, including LinkedIn Recruiter and Boolean search, and comfort with a modern ATS
- Confident, consultative partner to executives and hiring managers making their case using data
- Thrives in a fast-paced, growing environment and builds process without slowing the work down
Preferred Qualifications
- Startup or high-growth company experience, including building recruiting processes from scratch
- Experience recruiting for Medicaid, value-based care, or community-based care organizations
- Experience building employment brand or candidate pipeline programs
- Familiarity with structured interviewing and inclusive hiring practices
Hiring Range
The expected hiring range for this role is $99,000 – $150,000, depending on relevant experience, skills, and qualifications.
This is a remote role, however, candidates living in certain high-cost of living cities such as San Francisco, New York City, and Seattle, may be eligible for an additional market premium.
In addition to salary, we offer a comprehensive benefits package. Here’s what you can expect:
- Stock Options: Opportunity to invest in the company’s growth.
- Work-from-Home Stipend: A dedicated stipend for your first year to help set up your home office.
- Medical, Vision, and Dental Coverage: Comprehensive plans to keep you and your family healthy.
- Life Insurance: Basic life insurance to give you peace of mind.
- Paid Time Off: 20 vacation days, accrued over the year, plus 11 paid holidays.
- Parental Leave: 16 weeks of paid leave for birthing parents after six months of employment, and 8 weeks of bonding leave for non-birthing parents.
- Retirement Savings: Access to a 401(k) plan with a company contribution, subject to a vesting schedule.
- Commuter Benefits: Convenient options to support your commute needs.
- Professional Development Stipend: A dedicated stipend supports professional development and growth.
Offer of employment is contingent upon successful completion of a background check. Employment history and advanced degree/professional license verification (when applicable) are included as part of the standard background check process.
Don’t check off every box in the requirements listed above? Please apply anyway! Studies have shown that some of us may be less likely to apply to jobs unless we meet every single qualification. Waymark is dedicated to building a supportive, equal opportunity, and accessible workplace that fosters a sense of belonging – so if you’re excited about this role but your past experience doesn’t align perfectly with every preferred qualification in the job description, we encourage you to still consider submitting an application. You may be just the right candidate for this role or another one of our openings!
About Waymark
Waymark is a mission-driven team of healthcare providers, technologists, and builders working to transform care for people with Medicaid benefits. We partner with communities to deliver technology-enabled, human-centered support that helps patients stay healthy and thrive. We’re designing tools and systems that bring care directly to those who need it most—removing barriers and reimagining what’s possible in Medicaid healthcare delivery.
Our Values
At Waymark, our values are the foundation of how we work, grow, and support one another:
- Bold Builders: We tackle the toughest challenges in care delivery by harnessing the power of community and technology.
- Humble Learners: We seek feedback, embrace diverse perspectives, and welcome challenges to our assumptions.
- Experiment to Improve: We use data to inform decisions and continuously assess our performance.
- Focused Urgency: Our mission drives us to act swiftly and relentlessly in pursuit of meaningful results.
If this resonates with you, we invite you to bring your creativity, energy, and curiosity to Waymark.
About This Role
You will join our Talent Acquisition team and be Waymark’s recruiter primarily dedicated to professional, leadership, and technology hiring. You’ll partner directly with executives and hiring managers across Technology, Product, Clinical, and corporate functions to hire the people who will build our platform and scale our model to new markets. You will focus on building up the recruiting engine dedicated to technology hiring: strong intake, building future pipelines, an optimal candidate experience, and an employment brand that tells Waymark’s story well. You will focus on professional and technical hires but also work on care delivery requisitions as needed. You will help build the processes, tools, and talent pipelines that ensure Waymark hires top talent well as we grow.
Key Responsibilities
- Full-cycle recruiting: Own professional, leadership, and technical searches from intake through offer.
- Hiring manager partnership: Lead intake meetings, define success profiles, advise on market realities, and keep managers aligned and moving quickly.
- Sourcing and pipelines: Proactively source passive talent and build standing pipelines for recurring and hard-to-fill roles in technology and healthcare.
- Agency reduction: Bring agency-filled searches in-house as much as possible and manage any remaining agency relationships against clear cost and quality standards.
- Candidate experience and process: Build upon our recruiting approach with structured interviews, consistent communication, and a fast, respectful process.
- Employment brand: Build Waymark’s employment brand and help shape our employee value proposition for candidates.
- Offers and closing: Partner on offer strategy within Waymark’s compensation framework and close top candidates.
- Metrics and tools: Track and report time-to-fill, source of hire, pipeline health, and agency spend, and get the most out of our recruiting technology.
Minimum Qualifications
- 7+ years of full-cycle recruiting experience, including at least 3 years in-house
- Proven track record of filling technical roles such as software engineering, data, and product
- Experience recruiting professional and leadership roles, ideally in healthcare or health technology
- Strong proactive sourcing skills, including LinkedIn Recruiter and Boolean search, and comfort with a modern ATS
- Confident, consultative partner to executives and hiring managers making their case using data
- Thrives in a fast-paced, growing environment and builds process without slowing the work down
Preferred Qualifications
- Startup or high-growth company experience, including building recruiting processes from scratch
- Experience recruiting for Medicaid, value-based care, or community-based care organizations
- Experience building employment brand or candidate pipeline programs
- Familiarity with structured interviewing and inclusive hiring practices
Hiring Range
The expected hiring range for this role is $99,000 – $150,000, depending on relevant experience, skills, and qualifications.
This is a remote role, however, candidates living in certain high-cost of living cities such as San Francisco, New York City, and Seattle, may be eligible for an additional market premium.
In addition to salary, we offer a comprehensive benefits package. Here’s what you can expect:
- Stock Options: Opportunity to invest in the company’s growth.
- Work-from-Home Stipend: A dedicated stipend for your first year to help set up your home office.
- Medical, Vision, and Dental Coverage: Comprehensive plans to keep you and your family healthy.
- Life Insurance: Basic life insurance to give you peace of mind.
- Paid Time Off: 20 vacation days, accrued over the year, plus 11 paid holidays.
- Parental Leave: 16 weeks of paid leave for birthing parents after six months of employment, and 8 weeks of bonding leave for non-birthing parents.
- Retirement Savings: Access to a 401(k) plan with a company contribution, subject to a vesting schedule.
- Commuter Benefits: Convenient options to support your commute needs.
- Professional Development Stipend: A dedicated stipend supports professional development and growth.
Offer of employment is contingent upon successful completion of a background check. Employment history and advanced degree/professional license verification (when applicable) are included as part of the standard background check process.
Don’t check off every box in the requirements listed above? Please apply anyway! Studies have shown that some of us may be less likely to apply to jobs unless we meet every single qualification. Waymark is dedicated to building a supportive, equal opportunity, and accessible workplace that fosters a sense of belonging – so if you’re excited about this role but your past experience doesn’t align perfectly with every preferred qualification in the job description, we encourage you to still consider submitting an application. You may be just the right candidate for this role or another one of our openings!
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Who's Hiring
Top Industries Hiring
- Technology & Software
- Automotive
- Staffing & Recruiting
- Healthcare & Medical Services
- Consulting & Professional Services
What Employers Look For
The qualifications that appear most often in remote technical recruiting manager jobs.
- 5 or more years of full-cycle technical recruiting experience across engineering roles
- Demonstrated ability to source and close senior software engineers and technical specialists
- Proficiency with applicant tracking systems and sourcing tools used in high-volume technical hiring
- Experience building and managing a team of technical recruiters or sourcers
- Strong collaboration skills for partnering with engineering managers and hiring committees
- Bachelor's degree in human resources, business, or a related field, or equivalent experience
Tips for Your Remote Technical Recruiting Manager Job Search
Apply early to remote roles that fit
Migrate Mate lists remote technical recruiting manager openings from across the U.S. in one place. Check it regularly and apply directly to roles that match your ATS experience, technical hiring background, and seniority level before postings fill.
Show async communication as a core skill
Remote hiring managers want proof you can run stakeholder updates, debrief calls, and candidate feedback loops entirely in writing. Highlight Slack-based coordination, written scorecards, and documentation habits in your resume and cover letter to signal remote readiness.
Demonstrate ownership of technical pipelines
Remote employers care less about where you worked and more about whether you owned the full recruiting cycle for engineering or product roles. Lead with pipeline volume, time-to-fill results, and the specific technical disciplines you hired for, not just the companies you supported.
Target remote-first companies in your search
Remote-first software firms and distributed tech teams build their recruiting function to operate without an office, so they hire and onboard technical recruiting managers remotely from the start. Filtering your search to these employer types reduces the risk of a role that is only partially remote.
Remote Technical Recruiting Manager Jobs: Frequently Asked Questions
How do I get a remote technical recruiting manager job?
Target remote-first companies and distributed tech teams, since they are built to support independent, async recruiting workflows from day one. Remote employers screen heavily for self-direction, strong written communication, and proficiency with applicant tracking systems and async collaboration tools. Candidates who can show ownership of full-cycle technical hiring, pipeline metrics, and cross-functional stakeholder management without in-person oversight stand out most for remote roles.
Which companies hire remote technical recruiting managers?
Companies hiring remote technical recruiting managers right now include Waymark, Whatnot, and The Productivity Team, based on current remote listings on Migrate Mate as of November 2026. Remote-first software companies, distributed fintech firms, and healthcare technology organizations make up the largest share of employers hiring this role entirely remotely.
Can you get a remote technical recruiting manager job with no experience?
Yes, but remote entry-level roles are harder to land because employers expect you to manage pipelines and stakeholder relationships independently from the start. Smaller remote-first startups and recruiting agencies are the most likely to hire for growth rather than credentials. Showing hands-on sourcing projects, an understanding of technical roles and skill sets, and comfort with async communication tools can open the door when direct experience is limited.
Do you need a degree for remote technical recruiting manager jobs?
Not always. Remote employers in this role place more weight on demonstrated hiring results, ATS proficiency, and the ability to manage technical pipelines independently than on a specific degree. A history of closing technical roles, strong sourcing metrics, and clear written communication skills can carry a candidate further than educational credentials alone in most remote hiring processes.
Which industries hire the most remote technical recruiting managers?
The sectors hiring the most remote technical recruiting managers are Technology & Software, Automotive, and Staffing & Recruiting, based on current remote listings on Migrate Mate as of November 2026. These industries rely heavily on distributed engineering and product teams, which creates consistent demand for recruiting managers who can run technical hiring fully remotely.
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