Freelance Talent Acquisition Specialist Opportunities

Remote Talent Acquisition Specialist

This is a full-time, remote position, open to candidates anywhere, paying up to $65,000 a year. The work centers on filling open roles at a company that hires steadily rather than in occasional bursts, so the pipeline rarely sits empty for long.

Day to day

• Source candidates for open roles, using both inbound applications and direct outreach when a search needs more than what's already sitting in the pipeline
• Screen resumes and run first-round conversations to figure out who's worth passing along to a hiring manager
• Coordinate interviews between candidates and hiring managers, keeping the schedule moving without letting good candidates go cold waiting on a callback
• Manage the offer process once a hiring manager picks someone, from extending the offer to closing out the paperwork that gets them onboarded
• Keep candidates informed at each stage, even the ones who don't get the job, since how someone is treated during a rejection shapes whether they'd apply again
• Track time-to-fill and pipeline health for every open role, and flag one early if it's stalling rather than waiting for a hiring manager to ask what happened
• Build and maintain a warm bench of past candidates for roles that come up repeatedly, so not every search starts completely from zero

Two years of experience sourcing and screening candidates is the baseline for this role. A bachelor's degree in human resources or business is expected too, though people who came up through recruiting coordination or staffing agency work sometimes have the right instincts without the exact degree title, and that background gets weighed seriously here. What matters most in practice is a track record of actually closing roles, not just generating a pipeline someone else has to finish. Someone who can point to five or six specific hires they drove from start to finish will stand out more than someone who describes years of general recruiting experience.

Skills

Required: solid sourcing technique across channels like LinkedIn, job boards, and referrals, comfort running an applicant tracking system day to day, strong interviewing skills, and the kind of relationship management that keeps a candidate warm through a multi-week process instead of losing them to a faster-moving competitor. Interviewing skill here means more than asking the standard questions; it means noticing when a candidate's answer doesn't match what the resume claims and knowing which follow-up actually clears that up. It also means reading a candidate who's clearly interviewing for a title bump rather than the actual work, since that mismatch tends to surface again a few months into the job. Nice to have: some background in employer branding, whether that's writing job posts that actually get read or representing the company at a career fair, plus familiarity with a specific ATS like Greenhouse or Lever. Experience recruiting across multiple functions, rather than specializing narrowly in a single department, also tends to help here, since open roles vary from month to month.

What the role actually feels like

Naukri Mitra is posting this on behalf of a company that treats recruiting as an ongoing function rather than a project that starts and stops. Most days involve juggling five or six open roles at different stages: one just posted, one deep in interviews, one about to get an offer. Nothing here moves in a straight line, and the specialist who does well is the one who can hold several timelines in their head without losing track of which candidate is waiting on what. A single missed follow-up email can be the difference between closing a strong candidate and watching them accept somewhere else. A rejection call is part of the job, and it happens more often than offer calls. Handling that well, clearly and without false hope, matters as much as running a good interview, because candidates remember how they were let down long after they've forgotten the specifics of the role. That reputation follows the company into the next search, since candidate networks in most industries are smaller than people assume. Work-from-home talent acquisition specialist roles like this one tend to shift more of the day toward async coordination than a similar role in an office would. A hiring manager might be three time zones away, which means confirming an interview slot or getting sign-off on an offer often happens over a message thread instead of a walk down the hall. That said, live conversations with candidates still happen daily, since screening calls don't translate well into writing.

Benefits

• Health insurance
• Paid time off
• 401(k) matching
• Performance bonuses
• Performance reviews with merit-based pay increases

Because this role is open to talent acquisition specialist jobs worldwide rather than restricted to one office location, most of the team has never actually met in person, and coordination across the wider recruiting function happens mostly through shared trackers and written updates rather than daily stand-ups. Pay tops out at $65,000, which aligns with typical remote salary figures for talent acquisition specialists with a couple of years of sourcing and screening experience under their belt. Reviews happen on a regular cycle, and raises are tied to merit rather than a flat annual bump, so someone who's consistently closing roles faster than average has a real path to move up the range.

Applying

A resume that names the kinds of roles you've filled, and roughly how fast you filled them, tells a hiring manager more in thirty seconds than a list of generic recruiting duties. If you're coming from an agency background, calling that out helps, since agency recruiters usually source faster than people who've only worked in-house, and that speed carries over directly. Expect the first conversation to include a real scenario: a role that's been open too long, and how you'd approach getting candidates moving again. There's no formal test beyond that. The conversation itself does the work of figuring out fit, and a second call, if things go well, usually involves a hiring manager from a real open role rather than someone from HR alone.