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If you’ve Googled “Recruiting Coordinator job description,” chances are you’ve already seen a dozen lifeless templates.
You know the type—bullet points, buzzwords, and a bland checklist of tasks that could’ve been written by AI.
The problem? Posts like that don’t attract great candidates. They repel them.
Because top applicants aren’t just looking for a job—they’re looking for a mission, a team, and a reason to care.
And when your job post doesn’t offer any of that, they keep scrolling. You’re left with low-effort applications from people who apply to anything that moves.
That’s why, in this article, we’re not just giving you a template—we’re showing you how to write a great job post for a Recruiting Coordinator. One that’s human, specific, and worth applying to.
We’ll cover:
- Two high-quality job description templates (one for experienced hires, one for entry-level)
- A full breakdown of what makes them effective
- An example of a bad job post (and why it doesn’t work)
- Bonus tips for standing out
- And how to use AI the right way (so you don’t end up sounding like everyone else)
👉 If you haven’t already, check out our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/ to understand why most job descriptions fail—and how to fix yours.
Once your post is ready, we’ll also show you how to identify your top candidates using tools like WorkScreen.io, so you’re not wasting time with low-effort applicants.
Let’s get into it.
If your hiring process is stressful, slow, or filled with second-guessing—WorkScreen fixes that. Workscreen helps you quickly identify top talent fast, eliminate low-quality applicants, and make better hires without the headaches.
What Does a Recruiting Coordinator Actually Do?
A Recruiting Coordinator is the person who keeps your entire hiring process running smoothly.
They’re the ones scheduling interviews, communicating with candidates, updating your ATS, supporting hiring managers, and making sure nothing falls through the cracks.
But they’re not just “calendar managers” or admin assistants.
Great Recruiting Coordinators are organized, detail-oriented, and calm under pressure. They’re often the first point of contact for candidates, which means they shape how applicants perceive your company. In a way, they’re the face of your hiring process.
They make sure everyone — from the candidate to the CEO — shows up on time, stays informed, and gets a great experience from start to finish.
So if you want to create a hiring process that’s efficient, human, and well-run, hiring a great Recruiting Coordinator is a smart place to start.
Two Great Recruiting Coordinator Job Description Templates
✅ Option 1: Job Description For Experienced Recruiting Coordinators
📌 Job Title: Recruiting Coordinator at Brightline — Help Us Build a World-Class Team
💼 Location: Remote (U.S. only)
💰 Salary Range: $58,000–$68,000 per year (depending on experience)
🕒 Job Type: Full-Time
A quick word from our team:
Want to help shape the way top talent experiences a hiring process? We’re looking for a detail-oriented Recruiting Coordinator to help us run a fast, human, and organized recruiting operation at Brightline.
🎥 Watch this 1-minute video from our Talent Lead to hear what working at Brightline is all about:
👉 [Insert Loom or YouTube link here]
Who We Are
Brightline is a mental health tech company on a mission to make care more accessible for families everywhere. We partner with health plans, pediatricians, and school systems to provide high-quality behavioral health services for kids, teens, and their caregivers.
We’re growing fast and hiring across multiple teams—and we believe a respectful, streamlined hiring experience is non-negotiable. That’s where you come in.
What You’ll Be Doing
- Own interview scheduling and coordination for roles across multiple departments
- Act as the main point of contact for candidates, keeping them informed at every stage
- Maintain and update our ATS (Greenhouse) and track candidate progress
- Partner with recruiters and hiring managers to ensure a smooth interview process
- Flag inefficiencies and suggest improvements to streamline operations
- Help coordinate pre-boarding steps after offers go out
What We’re Looking For
- 1+ years of experience as a Recruiting Coordinator or in talent operations
- Excellent communication and organizational skills
- Confidence managing calendars and juggling time zones
- Experience using ATS platforms (bonus if it’s Greenhouse)
- Friendly, proactive, and process-oriented mindset
💡 Why This Role Is a Great Fit
You’ll be joining a growing talent team that values speed, kindness, and clear communication. Your work will directly shape how candidates experience our company, and you’ll be a key part of helping us build the best team possible.
You’ll have a clear career path into recruiting or operations, support from experienced teammates, and real opportunities to grow.
🎁 Perks and Benefits
- Competitive salary and annual performance bonus
- Full medical, dental, and vision insurance
- Remote-first culture with flexible work hours
- 15 days PTO + 12 paid holidays + 5 mental health days
- $1,000/year learning & development budget
- Parental leave and family-focused benefits
📥 How to Apply
We use WorkScreen to make our hiring process more fair, efficient, and skills-based.
To apply, just click the link below and complete a short evaluation. No resume required.
👉 [Insert WorkScreen Application Link]
✅ Option 2: Job Description For Entry-Level / Willing-to-Train Candidates
📌 Job Title: Recruiting Assistant at Brightline (No Experience Needed — We’ll Train You)
💼 Location: Remote (U.S. only)
💰 Salary Range: $45,000–$52,000 per year
🕒 Job Type: Full-Time
We’re hiring someone organized, curious, and ready to learn. You don’t need recruiting experience—we’ll teach you everything you need to know.
🎥 Meet our Talent Coordinator, who started in this exact role and grew into a leadership position:
👉 [Insert Loom or YouTube link here]
Who We Are
Brightline is a pediatric mental health startup transforming access to care for kids and families. We’re on a mission to make high-quality behavioral health services available to every family who needs them—starting with fast, friendly, and professional hiring.
When candidates apply to Brightline, we want them to feel seen, respected, and informed at every step—and that starts with you.
What You’ll Be Doing
- Schedule interviews, confirm availability, and send follow-ups to candidates
- Update our ATS (Greenhouse) to reflect real-time candidate progress
- Send friendly, personalized messages to candidates and hiring managers
- Learn recruiting basics from experienced team members
- Help with onboarding tasks and coordination for new hires
What We’re Looking For
- Strong communication and organization skills
- Comfortable using email, Google Calendar, and basic project tools
- A calm, positive presence under pressure
- Willingness to learn fast and ask questions
- Bonus: Any prior admin, customer service, or coordination experience
💡 Why This Role Is a Great Fit
If you’re looking to break into recruiting or operations, this is your chance. You’ll be part of a mission-driven team, trained by people who want to see you grow, and trusted with real responsibilities from day one.
This isn’t just an admin role—it’s a career-building opportunity with mentorship, real impact, and upward mobility.
🎁 Perks and Benefits
- Competitive salary
- Full health, dental, and vision coverage
- Remote-first team and flexible hours
- 13 paid holidays + 15 PTO days + 5 mental health days
- $750/year learning stipend
- Pathways to grow into recruiter or ops roles
📥 How to Apply
We use WorkScreen to evaluate all applicants based on potential—not just past experience.
To apply, click the link below and complete a short evaluation. No resume or cover letter needed.
👉 [Insert WorkScreen Application Link]
Don’t let bad hires slow you down. WorkScreen helps you find the right people—fast, easy, and stress-free.
Why These Recruiting Coordinator Job Posts Actually Work
1. The Job Title Is Clear, Specific, and Intentional
Instead of vague titles like “Coordinator Needed,” these posts use precise language:
- “Recruiting Coordinator at Brightline — Help Us Build a World-Class Team”
- “Recruiting Assistant at Brightline (No Experience Needed — We’ll Train You)”
These titles signal who the role is for, what the mission is, and what level of experience is required. That instantly filters out the wrong candidates while drawing in the right ones.
2. The Video Adds a Human Touch
A short Loom or YouTube video from a real team member (like a hiring manager or peer) adds warmth and builds trust. It shows there are real people behind the company—and helps the candidate imagine themselves on the team.
3. The “Who We Are” Section Reflects a Real Company, Not Filler Text
These posts don’t include vague placeholder text like “Insert your mission here.” Instead, they describe what Brightline does, why it exists, and who it serves. That gives applicants a sense of purpose—and helps them connect emotionally with the role.
4. Responsibilities Show Purpose, Not Just Tasks
Instead of cold bullet points like “Schedule interviews,” the tasks are explained in a way that shows why they matter:
“You’ll be the person ensuring that every candidate feels informed and cared for.”
That gives each responsibility context and weight—which is what great candidates care about.
5. The Requirements Are Calibrated to the Role
For the experienced version, the expectations are clear but realistic:
“1+ years in recruiting coordination or talent ops.”
For the entry-level version, the post explicitly says you’ll be trained—which encourages people with the right mindset (but not the résumé) to apply.
6. “Why This Role Is a Great Fit” Is Its Own Section
Instead of merging this with perks and benefits, the post sets aside space to make the case:
“This isn’t just an admin role—it’s a career-building opportunity.”
This section speaks directly to the candidate’s motivation—and helps them see the long-term potential.
7. Perks and Benefits Are Clear, Specific, and Honest
Rather than just listing “competitive benefits,” the post names exactly what’s offered:
- Paid mental health days
- Learning stipends
- Remote-first flexibility
That builds credibility and sets expectations—without overselling.
8. The Hiring Process Is Transparent and Respectful
Both posts clearly explain how to apply and what happens next.
By using WorkScreen, they signal a modern, fair, and skills-based evaluation process—which makes the company feel forward-thinking and respectful of the candidate’s time.
9. The Tone Is Warm, Clear, and Human
Every section feels like it was written by a real person—not copied from a corporate template. That’s what makes these job descriptions readable and relatable.
And in a sea of generic job posts, tone is one of your biggest advantages.
Example of a Bad Recruiting Coordinator Job Description (And Why It Fails)
Job Title: Recruiting Coordinator
Company: GlobalTech Solutions
Job Type: Full-Time
Location: New York, NY
Salary: Not Disclosed
Job Summary
GlobalTech Solutions is seeking a Recruiting Coordinator to assist in scheduling interviews and managing administrative tasks within the HR department. The successful candidate will be responsible for coordinating candidate communication, maintaining recruiting spreadsheets, and supporting the recruitment team.
Key Responsibilities
- Schedule interviews and send calendar invites
- Maintain recruitment spreadsheets and tracking documents
- Communicate with candidates as needed
- Assist recruiters with administrative tasks
Qualifications
- Bachelor’s degree in Human Resources or related field
- 2–3 years of relevant experience
- Proficiency in Microsoft Office Suite
- Strong organizational and communication skills
How to Apply
Please send your CV and cover letter to hr@globaltechcareers.com by August 30, 2025.
Only shortlisted candidates will be contacted.
🛑 Why This Job Post Falls Flat
1. The Job Title Is Generic and Uninspired
Just “Recruiting Coordinator” with no context, mission, or level of experience. There’s nothing here to make it feel unique or worth clicking on.
2. The Company Description Is Missing Personality
“GlobalTech Solutions” tells you nothing. What do they do? Who do they serve? What’s the culture like? No one wants to apply to a faceless brand.
3. The Responsibilities Are Just Tasks, Not Outcomes
It reads like a checklist—“Schedule interviews, send invites.” There’s no explanation of why the role matters, or how it supports the company’s growth or values.
4. No Mention of Culture, Mission, or Values
Nothing about what it’s like to work at the company. No team dynamics, no growth opportunities, no human touch. It feels cold and transactional.
5. The Compensation Section Is Missing
Leaving out salary or benefits creates distrust and increases the chances of unqualified or misaligned applicants.
6. The Hiring Process Feels Dismissive
“Only shortlisted candidates will be contacted.” That sentence alone signals that the company sees applicants as numbers, not people.
7. No Call to Action — Just a Deadline
There’s no motivating message, no encouragement to apply, no sense of enthusiasm. It’s a job post that reads like a formality.
This is the kind of post that gets skipped over by top candidates—and attracts the kind of applicants who apply to dozens of jobs with no real intention or alignment.
Bonus Tips to Make Your Job Post Stand Out
If you want your Recruiting Coordinator job post to rise above the sea of copy-paste templates, here are a few extra touches that make a huge difference:
🔐 1. Add a Security & Privacy Notice
Job seekers are increasingly wary of scams, especially when applying online. Adding a short statement at the bottom of your job post shows you take their trust seriously.
Example:
We take your privacy seriously. We will never ask for payment, banking information, or personal financial data at any stage of the hiring process. If you ever receive suspicious communication claiming to be from us, please contact us directly.
This kind of notice builds instant credibility and shows that you’re a real, trustworthy employer.
🌴 2. Mention Leave Days or Flex Time
Most job posts mention salary and health benefits—but completely skip time off. Yet this is one of the first things candidates look for.
Example:
Enjoy 15 paid vacation days, 5 mental health days, and 12 holidays per year—because we know rest is part of doing great work.
Adding this helps your post feel balanced, human, and thoughtful.
📈 3. Highlight Training & Growth Opportunities
Especially if you’re hiring entry-level or junior talent, this is a must. Make it clear that this role isn’t a dead-end—it’s a launchpad.
Example:
You’ll receive full training, mentorship from our talent team, and opportunities to move into recruiting or people ops within 12–18 months.
This tells high-potential candidates that you’re investing in them, not just filling a seat.
🎥 4. Add a Loom Video from the Hiring Manager or Teammate
We mentioned this earlier, but it’s worth repeating: a simple 1-minute video gives your post a human face and sets you apart from 99% of companies.
Don’t overthink it. Just have someone say:
- Who they are
- What the team’s like
- Why they’re excited about this hire
Tip: Host the video on Loom, YouTube (unlisted), or Vimeo and embed it right under the job title or intro section.
Here is an example that we used in our master guide on how to write a great job post description , you can check it out here https://www.loom.com/share/ba401b65b7f943b68a91fc6b04a62ad4
✏️ 5. Add a Friendly, Specific Call to Action
Don’t end your post with “Send resume here.” Instead, use language that matches your tone and encourages action.
Example:
If this sounds like a role where you’d thrive, we’d love to hear from you. Click below to complete a short skills-based evaluation—we promise to keep you updated every step of the way.
It feels personal, confident, and aligned with the respectful tone of your hiring process.
Should You Use AI to Write Your Job Description?
Let’s be honest—AI tools are everywhere.
Some job boards and ATS platforms even offer “1-click AI-generated job descriptions.” Sounds tempting, right?
But here’s the problem: those posts all sound the same.
They’re packed with generic phrases like:
“We are seeking a highly motivated team player who thrives in a fast-paced environment.”
That kind of filler might save time, but it also repels high-quality applicants.
Because great candidates?
They don’t get excited by templated fluff.
They want to know: What does this role actually involve? Who will I work with? Why does it matter?
❌ The Wrong Way to Use AI
- Typing: “Write a job description for a Recruiting Coordinator at my company.”
- Getting: a cold, keyword-stuffed post that could apply to 500 companies
- Outcome: a post that attracts low-effort applicants (or gets ignored completely)
✅ The Right Way to Use AI
Use AI to polish, not to replace your voice.
Start by giving it real inputs—the raw ingredients that only you can provide:
- What your company does
- What the role is responsible for
- What your team culture is like
- Who this person will work with
- Why this role matters
- Your salary, perks, growth opportunities
- What makes this role worth someone’s time
Then prompt it like this:
“Help me write a Recruiting Coordinator job post for [Company Name]. We’re hiring someone to [insert role responsibilities]. Our culture is [describe your culture] and we want to attract candidates who are [describe ideal traits]. We offer [list benefits and salary range]. We use WorkScreen to evaluate candidates fairly. Please rewrite this in a warm, human, clear tone that sounds personal and conversational—not corporate.”
Even better:
Paste in a job description you’ve drafted and say,
“Polish this for flow and clarity. Keep the tone warm and human. Don’t change the structure.”
💡 Bonus Tip
If you liked one of the job description examples from earlier in this guide, tell your AI tool:
“Make this sound more like the Brightline job post example I saw in this article. Use that structure and tone.”
🧠 Final Thought on AI
Think of AI like a writing assistant—not a hiring expert.
It can clean up your grammar. It can help you phrase something better.
But only you know your company’s culture, your candidate expectations, and your voice.
So feed it the right inputs—and you’ll get a post that’s sharp, aligned, and worth applying to.
Build a winning team—without the hiring headache. WorkScreen helps you hire fast, confidently, and without second-guessing.
Need a Quick Copy-Paste Job Description?
✅ Option 1: Conversational Job Description Template (Culture-First Style)
📌 Job Title: Recruiting Coordinator at [Company Name] — Help Us Hire With Heart
💼 Location: [Location]
💰 Salary Range: [Salary Range]
🕒 Job Type: [Job Type]
A quick word from our team:
We’re looking for a detail-oriented, people-focused Recruiting Coordinator to help us deliver a hiring experience that’s smooth, respectful, and human.
You’ll be the bridge between candidates, recruiters, and hiring managers—keeping things running and people informed.
🎥 Watch this short video from our team on what it’s like to work here:
👉 [Insert Loom or YouTube link]
Who We Are
[Company Name] is on a mission to [briefly describe your mission]. We’re growing fast and believe every candidate deserves a respectful and organized hiring experience. That’s where you come in.
What You’ll Be Doing
- Schedule interviews across teams and departments
- Keep candidates updated and supported from start to finish
- Collaborate with recruiters and hiring managers daily
- Maintain and organize our ATS
- Suggest improvements that help us move faster and better
What We’re Looking For
- 1+ years of experience in recruiting, coordination, or people ops
- Excellent organization and written communication skills
- Comfortable managing calendars and digital tools (Zoom, Google Calendar, etc.)
- Friendly, solution-oriented attitude
- Bonus: Familiarity with any ATS platform (e.g. Greenhouse, Lever, etc.)
💡 Why This Role Is a Great Fit
You won’t just be checking boxes—you’ll be shaping the way people experience [Company Name].
You’ll work closely with our people team, have room to grow, and make an impact every day.
If you’re someone who thrives on clarity, kindness, and attention to detail—this is the right role for you.
🎁 Perks and Benefits
- Competitive salary
- Remote work flexibility
- Full health, dental, and vision coverage
- PTO days + [X] holidays + [X] flex days
- Learning stipend
- Pathways to grow within the team
📥 How to Apply
We use WorkScreen to evaluate applicants based on real skills—not just résumés.
Click the link below to complete a short, structured evaluation. No resume or cover letter required.
👉 [Insert WorkScreen Application Link]
✅ Option 2: Structured Format (Job Brief + Responsibilities + Requirements)
Job Title: Recruiting Coordinator
Location: [Location]
Job Type: [Job Type]
Salary Range: [Salary Range]
Reports To: [Recruiting Manager / People Team Lead]
Job Summary
We’re looking for a Recruiting Coordinator to help support and streamline the hiring process across the organization. You’ll be responsible for interview scheduling, candidate communication, and updating our applicant tracking system.
🎥 Hear from our hiring team on why this role matters:
👉 [Insert Loom or YouTube link]
Who We Are
[Company Name] is a [brief company description]. We care deeply about hiring the right people—and making sure candidates feel informed, respected, and supported throughout the process. You’ll be an essential part of that experience.
Key Responsibilities
- Schedule and confirm interviews across time zones
- Maintain candidate records in our ATS
- Support communication between candidates, recruiters, and hiring teams
- Prepare candidate logistics (e.g. Zoom links, panel briefs, feedback forms)
- Identify and flag any delays or gaps in the hiring process
Required Qualifications
- 1+ year of administrative, coordination, or people team experience
- Detail-oriented and able to manage multiple moving parts
- Strong written communication
- Tech-savvy and comfortable using scheduling tools and basic project systems
- Professional and warm candidate communication style
Perks and Benefits
- Competitive salary
- Remote-friendly culture
- Health, dental, and vision insurance
- Paid time off and sick days
- Company holidays and mental health days
- Career development budget or training opportunities
How to Apply
We use WorkScreen to streamline and improve our hiring process.
To apply, click the link below and complete a short evaluation. No need to submit a resume—we’ll get to know you based on your skills.
👉 [Insert WorkScreen Application Link]
Let WorkScreen Handle the Rest of The Hiring Process
Once your job post is ready, the next challenge is figuring out who to actually interview.
That’s where WorkScreen.io comes in.
Instead of sorting through hundreds of resumes, hoping to spot the right fit, WorkScreen helps you identify your top candidates automatically—based on performance, not fluff.
Here’s how it helps:
✅ Quickly identify your strongest candidates
WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard—making it easy to spot top talent, save time, and make smarter, data-driven hiring decisions.
✅ Test for real skills with one click
With WorkScreen, you can administer one-click skill tests to assess candidates based on real-world ability—not just credentials like résumés and past experience. This helps you hire more confidently and holistically.
✅ Filter out low-effort and AI-generated applications
WorkScreen automatically eliminates low-effort applicants who use AI Tools to apply, copy-paste answers, or rely on “one-click apply.” This way, you focus only on genuine, committed, and high-quality candidates—helping you avoid costly hiring mistakes.
✅ Give every applicant a fair, human-first experience
No more ghosting. No more guessing. Just a respectful, structured hiring process that helps you avoid costly mistakes and hire smarter—fast.
Ready to hire the right people with confidence?
FAQ
While both roles are administrative and people-focused, their scopes are different:
- Recruiting Coordinators focus specifically on the hiring process. They manage interview scheduling, candidate communication, and recruiting tools.
- HR Coordinators have a broader scope—handling onboarding, employee records, benefits, payroll support, and general HR tasks.
Think of it this way: Recruiting Coordinators handle candidates; HR Coordinators handle employees.
Beyond strong organization and communication skills, look for:
- Calendar management ability across time zones
- Written professionalism (emailing candidates matters more than people realize)
- Tool fluency (familiarity with ATS platforms and G-Suite tools)
- Calm under pressure — this role involves juggling multiple moving parts daily
- Discretion with candidate data and hiring decisions
Bonus: Look for candidates who are proactive, solutions-oriented, and emotionally intelligent—they’ll elevate your hiring process.
As of 2025, the average salary for a Recruiting Coordinator in the U.S. typically falls between $50,000 and $65,000 per year, depending on location, experience, and company size.
Remote roles, tech companies, or fast-growing startups may offer salaries on the higher end, along with additional perks like equity or L&D budgets.
Absolutely. Recruiting Coordinators often move into:
- Talent Acquisition Specialist or Recruiter roles
- People Operations or HR Generalist positions
- Project or Program Management (especially in fast-paced environments)
It’s an excellent entry point into the People function, especially for those who are organized, tech-savvy, and enjoy working with others.
