Talent Acqusition Coordinator (On Contract)

Role & responsibilities

Recruiting Coordinator supporting volume-based non-tech hiring, particularly in a high-volume Customer Service / Contact Center environment, I would define the role as an execution and hiring-operations owner, rather than just an interview scheduler.

Your internal non-tech volume-hiring material emphasizes mass recruiting events, candidate follow-up, system adherence, candidate experience, hiring-process management, and seamless onboarding.

Recruiting Coordinator: Roles & Responsibilities

Interview Scheduling & Coordination

• Own end-to-end interview scheduling across high-volume hiring drives.
• Coordinate candidate availability with recruiters and interview panels.
• Ensure interview invites are sent with the correct date, time, panel, candidate details, feedback form, and meeting link/location.
• Closely monitor schedules and quickly manage cancellations, no-shows, reschedules, and panel changes.
• Maintain tight scheduling discipline during mass interview days.

Candidate Management

• Act as the operational point of contact for candidates throughout the interview process.
• Send interview confirmations, reminders, assessment instructions, and other required communications.
• Regularly follow up with candidates to minimize dropouts and no-shows.
• Ensure candidates have a smooth and professional experience from interview scheduling through onboarding. Candidate experience and continuous candidate follow-up are specifically emphasized in your volume-hiring material.

Panel & Feedback Management

• Ensure panels receive interview schedules well in advance.
• Track interviews in real time and flag delays or scheduling conflicts.
• Follow up with interviewers immediately after interviews for feedback.
• Maintain a 100% feedback-completion discipline before candidates progress to the next stage.
• Escalate aging/pending feedback to the recruiter when it impacts hiring TAT.

4. Volume Hiring / Hiring Drive Support

• Support large-scale hiring events, virtual drives and walk-ins.
• Prepare candidate batches and interview schedules based on available panel capacity.
• Manage candidate flow across multiple interview rounds.
• Monitor daily Scheduled Attended Selected Offered Joined movement.
• Support recruiters in achieving daily/weekly hiring targets.

Mass recruiting events and maintaining candidate pipelines are specifically called out in the internal non-tech recruiting responsibilities.

ATS / Workday & Data Management

• Maintain accurate candidate status in Workday/ATS at every stage.
• Ensure candidates are moved through the correct recruiting stages without unnecessary aging.
• Maintain interview trackers and candidate repositories.
• Conduct periodic reconciliation between the ATS and offline hiring trackers.
• Ensure system adherence and recruiting-process compliance, which are explicitly identified as responsibilities in your internal hiring documentation.

Reporting & Operational Governance

Maintain a daily/weekly dashboard covering:

• Candidates scheduled
• Interviews completed
• Candidate no-shows
• Pending feedback
• Selection numbers
• Offers released
• Offer acceptance
• Dropouts/declines
• Joining numbers
• Hiring TAT
• Stage-wise conversion %

Tracking TAT, conversion ratios, source mix and regular hiring-status updates also appears in your internal TA materials.

Stakeholder Coordination

• Partner closely with recruiters, hiring managers, interviewers, HR and onboarding teams.
• Provide timely hiring-status updates.
• Flag capacity issues, interview delays, candidate dropouts and pending actions proactively.
• Maintain clear ownership and follow-through until every candidate reaches a defined closure.

Desired Candidate Profile :

• Bachelors or Master’s degree, preferably with specialization in Human Resources / HR Management.
• Prior experience in Recruitment Coordination, Talent Acquisition Operations, or high-volume hiring is preferred.
• Hands-on experience managing end-to-end interview scheduling and coordination for high-volume hiring drives, walk-ins, and recruitment events.
• Strong ability to manage multiple candidates, interview panels, schedules, and hiring activities simultaneously in a fast-paced environment.
• Willingness to work from the office five days a week.
• Flexibility to support weekend hiring drives/events based on business and hiring requirements.
• Flexible to coordinate interviews across US time zones when required.
• Strong verbal and written communication skills, with the ability to drive effective candidate engagement and provide a positive candidate experience.