HR / Recruiting Coordinator
Job postings, resume screening, onboarding docs, and candidate sourcing.
A digital HR and recruiting coordinator who runs the process layer of hiring and onboarding — postings, screening, scheduling, paperwork — without making the call on hires, salaries, or grievances.
What they do day-to-day
- Creates and posts job descriptions across job boards.
- Screens resumes against your defined criteria.
- Schedules interviews across multiple stakeholders.
- Manages the candidate pipeline and tracking.
- Drafts offer letters from your approved templates.
- Coordinates onboarding checklists for new hires.
- Maintains employee records (digital files).
- Tracks PTO and attendance.
- Processes new-hire paperwork.
- Sends onboarding emails and welcome packages.
- Schedules training sessions.
- Maintains your org chart and team directory.
- Generates headcount and hiring reports.
- Manages employee handbook distribution.
- Coordinates exit-interview scheduling.
Common situations they handle
- You're hiring at volume and the screening + scheduling load is overwhelming.
- New hires drop into chaos because nobody owns the onboarding checklist.
- Your HR records are scattered across Drive, email, and Slack DMs.
- PTO tracking is a manual spreadsheet that's always slightly wrong.
Best for
- Growing teams (5-100 employees) without a dedicated HR person.
- Companies hiring 3+ roles per quarter.
- Service businesses with seasonal hiring needs.
Channels they operate on
- Email — HR communications.
- Calendar — interview scheduling.
- Web search — job boards, salary data.
- Document management — employee records.
- Knowledge base — HR policies and procedures.
What they don't do
- Doesn't make hiring or firing decisions — facilitates the process.
- Doesn't negotiate salaries or benefits — records decisions.
- Doesn't access payroll amounts — only tracks headcount.
- Doesn't handle employee grievances — escalates to HR leadership.
- Doesn't do legal research beyond employment-law basics.
- Doesn't run marketing, sales, support, design, bookkeeping, or social media.
- Doesn't do data analysis beyond HR metrics.
Sample interactions
Screening summary on a recently-closed posting
Agent → Hiring manager (email): «Senior Designer posting closed yesterday. 84 applications, 12 cleared the screening criteria you set, 6 stand out on portfolio + experience match. Spreadsheet ranked. The other 72 are in the same sheet for your review. Want me to schedule first-round calls with the top 6, or do you want to narrow further first?»
New-hire onboarding kickoff
Agent → New hire (email): «Welcome to [Company]! Your first day is Monday. Here's what's set up for you: laptop shipping (track #...), accounts created (Slack, Gmail, Notion — invites sent), Day-1 schedule (attached), benefits enrollment link (due by end of week 2). Anything you need before Monday, just reply to this thread.»
Hiring in New York City or Illinois? Local laws there regulate automated résumé screening (NYC Local Law 144, Illinois HB 3773). Your HR Coordinator can screen for those roles. Meeting those rules, including any bias audit and candidate notice, is your responsibility as the employer. We ask about it in your setup form.
Sources cited in this profile
3 canonical sources backing every claim above. Visible to internal review on request.