Unfortunately, the burden does fall to the employee. In many cases the remote coding positions are from firms or contractors. These folks only go with what their client hospitals request--the contractors have no control. Usually requirements like the CCS or RHIT for these positions are built into the contract, meaning (again) the contractors have little or no control.
My advice is to sell yourself. You may not be able to gain one of these remote projects (because many are inpatient based), but that doesn't eliminate you from working on another project elsewhere. It's easy to build upon established success with an employer, so that's a way in the door!
It is our duty to inform these recruiters of the reality of HIM and coding. Chances are these folks have very little prior understanding; they're simply the messengers of policy.
I also encourage AAPC to promote the CPC-P and CPC-H credentials. While we've done better with the "H" lately, there's plenty of room for improvement. Until that happens (outside of the much-ridiculed White Paper AAPC produced on this topic), it's going to be an uphill battle. Your best bets are to locate a manager, director or hiring official who has a wide view of HIM and understands there's more than a single credentialing body and option for coding staff.
Good luck and keep up the good fight!
Kevin B. Shields, RHIT, CPCO, CCS, CPC, COC, CCS-P, CPC-P, CPC-I