The criteria of remote areas as difficult geographic areas to access that causes difficulty to reach out health centres including nearest hospitals and as consequences the health manpower development would be different from other areas. The study aimed to determine recruitment, selection and job allocation of nursing staffs at health centres in remote areas in the Provinces of East Java and East Nusa Tenggara. It was conducted in Sumenep Regency in East Java Province which consisted of 6 (six) health centres in remote islands, and South Central Timor Regency in East Nusa Tenggara Province consisted 11 (eleven) health centres in remote mountaineous. There were 34 nursing staff as respondents for each regency. Data collected by depth interview, questionaires, secondary data and focus group discussion. The data were analyzed discriptively. Results showed that the distribution of nursing staffs were relatively inequity in Sumenep Regency whereas they were located evenly in South Central Timor Regency. Recruitment of the nursing respondents were in accordance to other non remote areas that increasing by civil servant candidate (Calon Pegawai Negeri Sipil/CPNS), yet the recruiment of CPNS in remote areas were not a priority. The rotation nursing staffs were not so high and most of them felt that their work did not comply with their expectation and competencies. They were just, 20,6%-23,5%, had continuing education in Diplomas (D3). They worked for treatment, mother and child health cares, in-patient cares and health promotion. The reward system was not good and financial incentives for remote areas was none anymore. It concludes that the recruitmentof nursing staffs at health centers in remote areas did not have a specific pattern, not prioritizing local citizen and althoughthe distribution was good but continuing education was still lack.