Recruiting Specialist – Scopic (Full-Time, Remote, Global Hiring)

About the Role

• Job Type: Full-Time, Remote

• Salary: Negotiable (Hourly rate, paid monthly via wire transfer)

• Location: Worldwide (Remote)

• Role: Recruiting Specialist – full recruitment lifecycle, tech-savviness, AI tools, data-driven metrics, global candidate pipelines, flexible schedule, paid training, and structured remote environment

Why This Recruiting Role Stands Out

Recruiting globally, fully remote—with a mashup of human touch and AI tools? Sounds like the future, right? The Recruiting Specialist role at Scopic is exactly that, and more. At Scopic, recruiting isn’t just about filling open seats—it’s about crafting meaningful connections across cultures, skill sets, and time zones.

If you believe recruiting is more than copy-paste, and you’re curious about AI-enhanced hiring, this position offers autonomy, dynamic workflows, and a chance to be a key architect in building high-performing teams.

About Scopic – A Remote-First Innovator

Since 2006, Scopic has operated as one of the world’s largest fully virtual software development and digital marketing companies. Serving clients in healthcare, fintech, entertainment, manufacturing, and beyond, they combine technical execution with creative finesse and global collaboration. The company values remote-driven workflows with merit-based growth and zero bureaucracy.

Their culture emphasizes results over rooms—perfect for a recruiter who thrives by impact, not office presence.

Role Overview – What You’ll Do

As a Recruiting Specialist at Scopic, your mission includes:

• Owning the full recruitment lifecycle: Sourcing, screening, interviewing, assessing, and guiding applicants from outreach to hire.

• Leaning on data & metrics: Use analytics to improve hiring decisions and track recruitment success.

• Partnering closely with hiring managers: Understand expectations clearly and craft sourcing strategies that deliver.

• Screening both technical and non-technical profiles: From AI engineers to project coordinators.

• Leveraging AI tools to streamline processes: Use AI-powered platforms for sourcing and evaluation to speed things intelligently.

• Maintaining a global talent pipeline: Manage candidate pools across time zones and continuously nurture them.

• Supporting cross-department initiatives: Be ready to step into broader HR projects when opportunities arise.

What Makes This Internship/Role a Career Catalyst

Remote-first flexibility: Work from home, on your own schedule. Balance life without sacrificing structure.

Skill sharpening with AI: Learn how to integrate modern tools into recruiting and stay on the technology curve.

High visibility and impact: Small team, high autonomy—with your work fueling major hiring.

Paid training and merit-based growth: They invest in your growth and reward your results.

Global outreach: Recruiters here don’t limit themselves to one region—they’re connecting diverse talent pools globally.

Who You Are – The Ideal Candidate

You’re a standout if you:

• Have 3+ years of experience recruiting in fast-paced, global environments.

• Demonstrate strong familiarity with tech roles AND the AI or recruiting platforms that source them.

• Are data-driven and comfortable tracking KPIs to optimize hiring processes.

• Communicate with clarity, skill, and empathy.

• Can manage different time zones without dropping the ball.

• Are proactive—self-starting, organized, and adaptive to changes.

How to Make Your Application Stand Out

Show your tech fluency: Mention specific ATS systems, AI sourcing tools, or recruitment data dashboards you've used.

Share results: If you improved time-to-fill or boosted candidate conversion rates—name-drop the numbers.

Demonstrate global coordination skills: Highlight managing pipelines across continents or squeezing value from timezone spreads.

Communicate remote readiness: Talk about record of reliability and organization in home-based work.

Show curiosity about AI in recruiting: Express enthusiasm for learning or already using sourcing automation tools, etc.

Interview Prep – What to Expect

Possible discussion topics could include:

Question Prep Strategy

“Describe your recruiting metrics framework.” Prepare real examples of dashboards or reports you built.

“How have AI tools changed your workflow?” Share scenarios where tools saved time or improved candidate quality.

“What’s your strategy for managing hiring across time zones?” Show structured scheduling, overlapping work blocks, and calendar coordination techniques.

Your First 90 Days – How to Build Your Credentials

Days 1–30: Master the ATS, hiring stakeholders, recruitment rhythm, and open roles.

Days 31–60: Drive sourcing pipelines, offer draft scripts, or assess messaging based on data.

Days 61–90: Identify gaps or inefficiencies—propose strategic improvements in pipeline tracking or candidate messaging. Aim to elevate both speed and caliber.

Pitfalls to Avoid in Remote Recruiting

Letting candidate pipelines go stale; follow-up is everything.

Ignoring data; hiring without metrics is guesswork.

Overlooking cultural fit while focused on qualifications.

Delayed communication; remote setups thrive on timely clarity.

Final Thoughts – Why This Role Could Be Your Breakthrough

The Remote Recruiting Specialist role at Scopic blends strategic thinking with modern tools, global reach, and deep autonomy. If you're aiming to lead recruitment in fast-scaling digital environments—this is the career accelerator you might be waiting for.

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