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If you just Googled “Team Coordinator job description template,” you probably found a dozen copy-and-paste lists that look like they were written by a robot:
- Bullet points.
- Zero personality.
Here’s the problem: generic lists don’t attract high-performing coordinators. They attract anyone who can CTRL-C a résumé and hit “Apply.” The right candidates—the proactive planners who keep projects on track and morale high—scroll right past bland posts because they can’t see the story, mission, or human impact behind the role.
Before we get into examples, 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/. It walks through everything you need to know—from structure to tone to candidate psychology.
Ready to turn your Team Coordinator job ad into a magnet for organized, people-smart problem-solvers? Let’s start by defining what the role really is (in plain English).
Hiring doesn’t have to be hard.
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 A Team Coordinator Actually Does - Their Roles
A Team Coordinator is the glue that holds everything (and everyone) together.
They’re the ones who keep the trains running on time—managing schedules, organizing team communication, handling logistics, and making sure projects don’t fall through the cracks.
But they’re more than task managers. A great Team Coordinator also brings emotional intelligence, attention to detail, and calm under pressure. They know how to support a busy team, keep people accountable without being overbearing, and make chaos feel organized.
In many ways, they’re a behind-the-scenes leader—creating structure, clearing bottlenecks, and helping the team move faster and work better.
That’s why hiring the right one isn’t just about years of admin experience—it’s about ownership, proactivity, and strong communication.
What A Team Coordinator Actually Does - Their Roles
A Team Coordinator is the glue that holds everything (and everyone) together.
They’re the ones who keep the trains running on time—managing schedules, organizing team communication, handling logistics, and making sure projects don’t fall through the cracks.
But they’re more than task managers. A great Team Coordinator also brings emotional intelligence, attention to detail, and calm under pressure. They know how to support a busy team, keep people accountable without being overbearing, and make chaos feel organized.
In many ways, they’re a behind-the-scenes leader—creating structure, clearing bottlenecks, and helping the team move faster and work better.
That’s why hiring the right one isn’t just about years of admin experience—it’s about ownership, proactivity, and strong communication.
Two Great Team Coordinator Job Description Templates
We’ll provide two tailored job description options:
1.✅ Option 1: For employers looking to hire an experienced Line Cook with prior experience.
2.Option 2: For employers open to hiring entry-level candidates or those willing to train someone with potential.”
✅ Option 1: Experienced Team Coordinator (Culture-First Style)
📌 Job Title: Team Coordinator for BrightSide Studio (Remote, Full-Time)
💼 Type: Full-Time | Remote | $50,000 – $60,000 USD (based on experience)
🕒 Schedule: Monday – Friday | Flexible start between 8 – 10 AM ET
🎥 Watch a 2-minute intro from our Creative Director: [Loom link]
Who We Are
BrightSide Studio is a Sydney-born, fully-remote creative agency launched in 2018. Our 18-person team helps SaaS and e-commerce startups punch above their weight with brand strategy, design, and motion graphics. Clients include Canva, Airwallex, and a dozen Y-Combinator alumni. We value curiosity, clarity, and follow-through—and we’re growing fast.
What You’ll Be Doing
- Own team calendars and meeting agendas
- Chase action items, keep Asana boards up-to-date
- Schedule client reviews and internal stand-ups
- Maintain a tidy Notion wiki of briefs, files, and SOPs
- Prep onboarding checklists for new hires and freelancers
Who We’re Looking For
- 2+ yrs in team coordination / project support
- Fluent in Google Workspace, Slack, Asana (or similar)
- Writes crisp messages and follows up respectfully
- Thrives in fast-moving, creative environments
- Loves turning chaos into clear next steps
Perks & Benefits
- Remote-first & flexible hours
- 20 days PTO + 5 company recharge days
- $1,200 annual learning stipend
- $750 home-office grant (year 1)
- Paid parental leave (12 weeks primary / 4 weeks secondary)
- Quarterly virtual off-sites with surprise gift boxes
Why This Role Is a Great Fit
You’ll be the organizational backbone of a high-trust, low-ego team that actually values your input. As we double headcount over the next 18 months, you’ll have room to grow into Operations Lead or Project Manager—owning processes you helped design.
How We Hire
We use WorkScreen to assess real-world skills first. Apply, complete a 30-minute async coordination test, and hear from us within 7 days. Finalists tackle a paid mini-project and reference check.
📥 Apply via WorkScreen: [Application link]
✅ Option 2: Entry-Level Team Coordinator (Willing to Train)
📌 Job Title: Team Coordinator – Mission-Driven Logistics Startup (No Experience Needed)
📍 Location: FieldBridge Africa HQ, Nairobi (Hybrid: 3 days in office)
💼 Type: Full-Time | Entry-Level | 115,000 – 160,000 KES per month
🕒 Schedule: Monday – Friday | 9 AM – 5 PM
🎥 Meet your future Team Lead in 90 seconds: [Loom link]
About FieldBridge Africa
Founded in 2021, FieldBridge digitizes last-mile delivery across East Africa. Our platform coordinates drivers, hubs, and merchants so packages arrive faster and cheaper. From a five-person pilot, we’ve grown to 70 employees and 1,200 active couriers. We win by executing quickly, learning relentlessly, and keeping customers at the center of every decision.
What You’ll Be Doing
- Coordinate weekly project timelines and task lists
- Book meetings, capture notes, and follow up on action items
- Update Notion dashboards and daily status reports
- Liaise with finance, ops, and tech to unblock issues
- Assist with vendor onboarding, travel bookings, and team events
What We’re Looking For
- Natural organizer who loves checklists
- Quick to learn digital tools (Slack, Notion, Google Sheets)
- Reliable communicator—proactive, courteous follow-ups
- Diploma/degree helpful but not a must
- Positive attitude, low ego, and hunger to grow
Perks & Benefits
- Hybrid schedule + monthly transport allowance
- Comprehensive medical cover (inpatient & outpatient)
- Daily lunch stipend at HQ café
- 15 days paid leave + public holidays
- 7,500 KES annual learning credit after 6 months
- Annual off-site retreat at the coast
Why This Role Is a Great Fit
You’ll gain hands-on ops experience inside one of Nairobi’s fastest-scaling tech startups—learning directly from leaders who’ve built logistics networks across the region. If you’re organized, curious, and ready to level up fast, this is your launchpad.
What to Expect in the Hiring Process
We respect your time. After you apply via WorkScreen, you’ll complete a short, paid, job-relevant task. We update every candidate within two weeks. Finalists join us for a 30-minute video chat and a two-week paid trial (10 hrs/week) to ensure mutual fit.
📥 Apply via WorkScreen: [Application link]
Build a winning team—without the hiring headache.
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.
Breakdown of Why These Team Coordinator Job Posts Work
Let’s break down why each of the two Team Coordinator job descriptions you just read is effective—and how they go far beyond the average, copy-paste job post you’ll find online.
✅ 1. The Job Titles Are Clear, Specific, and Purpose-Driven
Instead of vague labels like “Team Assistant” or “Operations Support,” these posts use full, human-readable titles:
- “Team Coordinator for BrightSide Studio (Remote, Full-Time)”
- “Team Coordinator – Mission-Driven Logistics Startup (No Experience Needed)”
Why it works: The titles immediately tell the candidate what the role is, who it’s for, and why it matters. This helps the right candidates self-select and improves both relevance and click-throughs.
✅ 2. The Intros Build Connection—Not Just Information
The openings speak directly to the reader—calling out the kind of person you’re looking for, describing what a good day in the role might feel like, and using language that’s warm and real.
Why it works: This approach hooks mission-driven candidates who want to know they’ll do meaningful work with a supportive team.
✅ 3. Each Company’s “About Us” Section Is Clear and Credible
Rather than generic blurbs, each post tells a brief but vivid story:
- BrightSide Studio: A remote creative agency with global clients and a culture built on curiosity and clarity.
- FieldBridge Africa: A logistics tech startup solving real-world challenges in last-mile delivery.
Why it works: Strong candidates want to know who they’re working with. These descriptions build trust, add mission clarity, and help the role feel real—not fictional.
✅ 4. Responsibilities Are Framed Around Impact
Tasks are presented with context and ownership, not just checklists. Instead of saying “Take meeting notes,” the post says “Capture notes and follow up on action items”—showing how the task helps move the team forward.
Why it works: High-performing candidates want to know how their role contributes to progress, not just what to do.
✅ 5. The Qualifications Are Inclusive, Not Limiting
Especially in the entry-level version, the post calls out that certain qualifications are “nice to have”—and welcomes those who are eager to learn and grow.
Why it works: This widens the pool of applicants without lowering the bar, attracting driven but less traditional candidates who may have been overlooked elsewhere.
✅ 6. Perks & Benefits Are Clear, Concrete, and Candid
Instead of vague claims like “competitive compensation” or “great culture,” the posts list:
- Specific PTO policies
- Learning stipends
- Wellness programs
- Remote/hybrid flexibility
- Real growth paths
Why it works: Transparency builds trust. These benefits show the company respects its people, which attracts applicants who care about both performance and balance.
✅ 7. Each Post Has a Strong “Why This Role Is a Great Fit” Section
This section frames the opportunity from the candidate’s POV—highlighting how the role fits into the company’s growth and how the person hired can evolve in it.
Why it works: You’re not just offering a job. You’re offering a pathway—and that motivates better talent.
✅ 8. The Hiring Process Is Transparent and Respectful
Instead of saying “Only shortlisted candidates will be contacted,” both posts walk through:
- What happens after applying
- What kind of test is expected
- How and when feedback will be given
- That every candidate will be acknowledged
Why it works: The tone is human and considerate, which immediately sets you apart in a hiring landscape full of ghosting and vague instructions.
✅ 9. WorkScreen Is Introduced as a Modern, Fair Screening Tool
Rather than saying “Send us your résumé,” the post walks the applicant through how WorkScreen:
- Prioritizes skill over credentials
- Gives applicants a fair shot
- Helps employers avoid AI-padded applications
Why it works: It differentiates your process, sets expectations early, and builds confidence with serious applicants.
Example of a Bad Job Description (and Why It Fails)
Let’s take a look at a typical Team Coordinator job description you’ll find on most job boards—and break down exactly where it goes wrong.
❌ Bad Job Description Example:
📌 Job Title: Team Coordinator
📍 Location: Nairobi
💼 Type: Full-Time
Job Summary:
We are seeking a Team Coordinator to manage scheduling, team communication, and administrative functions. The candidate will be responsible for supporting day-to-day operations across departments.
Responsibilities:
- Schedule meetings and take notes
- Maintain files and documents
- Assist with coordination between departments
- Handle administrative tasks as needed
Requirements:
- Bachelor’s degree in Business Administration or related field
- Minimum 3 years’ experience in a similar role
- Excellent written and verbal communication skills
- Strong organizational skills
How to Apply:
Interested candidates should send their CV and cover letter to hr@companyname.com. Only shortlisted candidates will be contacted.
❌ Why This Job Description Doesn’t Work
1. The Job Title Is Vague and Uninspiring
“Team Coordinator” without any context doesn’t tell the candidate what kind of team they’re joining, what industry it’s in, or why the role matters.
✅ Fix: Add specificity like: “Team Coordinator for Fast-Growing Health Startup (Remote, Full-Time)”
2. The Company Is Invisible
There’s no mention of what the company does, what team the person will support, or what the mission is. It reads like it was copy-pasted from a template—and that instantly reduces trust.
✅ Fix: Include a clear, authentic “About Us” section that highlights what you do and why it matters.
3. The Responsibilities Are Generic and Unmotivating
Every admin role includes “scheduling meetings” and “maintaining files.” This list offers no context, no sense of impact, and no clarity on how the coordinator contributes to success.
✅ Fix: Frame tasks with outcomes. Example: “Coordinate weekly team syncs and follow up on deliverables to ensure deadlines are met.”
4. It’s Over-Filtered by Credentials, Not Ability
The post requires a bachelor’s degree and 3 years of experience—but gives no reason why. This unnecessarily filters out capable candidates who may have practical experience but not formal credentials.
✅ Fix: Clearly distinguish must-haves vs. nice-to-haves. Open the door to skilled learners, not just résumé box-checkers.
5. No Mention of Culture or Values
There’s nothing about the kind of work environment, team dynamics, or what it feels like to work there. It assumes the candidate is desperate—not selective.
✅ Fix: Candidates today want to align with values. Include a section on culture, how people are treated, and why people stay.
6. No Salary, No Benefits, No Transparency
Leaving out pay, perks, or time off is a red flag. It suggests either low compensation or a lack of care for employee wellbeing.
✅ Fix: Always include salary ranges, PTO, benefits, and professional growth opportunities. It builds trust and saves time.
7. The Hiring Process Feels Cold and Dismissive
“Only shortlisted candidates will be contacted” is impersonal and outdated. It sends the message: we don’t value your time.
✅ Fix: Communicate your process clearly. Let candidates know what to expect and when they’ll hear from you.
8. No Personality, No Story, No Hook
This post reads like an obligation—not an opportunity. There’s no sense of mission, momentum, or excitement. It fails to inspire action.
✅ Fix: Use a conversational tone, write like a human, and tell a story. You’re not just filling a role—you’re inviting someone to join your team.
Bonus Tips That Make Your Job Post Stand Out
Once you’ve nailed the essentials—clear title, human tone, transparent perks—these bonus tips can elevate your job post from “good” to “unforgettable.” These are the small but powerful touches that show candidates you actually care and that your company runs a thoughtful, people-first hiring process.
✅ Tip 1: Add a Security & Privacy Notice
Show applicants that you take their personal data seriously. This builds trust—especially in regions where job scams are common.
📢 Example:
“We take the security and privacy of job applicants seriously. We’ll never ask for payment, bank details, or personal information unrelated to the application. If you ever doubt the legitimacy of a message from us, email us directly at [company@email.com].”
✅ Tip 2: Mention Time Off or Flex Days
Time off is one of the top things candidates care about—yet most companies forget to include it in their posts. Even if you can’t offer unlimited PTO, be clear and upfront.
📢 Example:
“Enjoy 20 days of paid leave per year—including 5 company-wide flex days where the whole team logs off together.”
✅ Tip 3: Highlight Training & Career Growth
Especially for entry-level roles, this is a major hook. Ambitious candidates want to know they won’t be stuck—they’ll learn, grow, and advance.
📢 Example:
“We invest in your growth. You’ll have access to mentorship, workshops, and an annual learning credit to help you level up your skills.”
✅ Tip 4: Add a Video from the Hiring Manager or CEO
A short Loom or YouTube video creates a human connection fast. It shows candidates you’re serious, approachable, and transparent. And it helps you stand out in a sea of static job posts.
🎥 Example Ideas:
- A 90-second welcome from the hiring manager about the role and team
- A quick culture tour or “Why I love working here” from the CEO
- A walkthrough of what the first 30 days in the role look like
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
✅ Tip 5: Explain the Hiring Process Step-by-Step
Candidates hate applying into a black hole. When you show what comes next, they feel respected and reassured. You’ll also reduce back-and-forth emails.
📢 Example:
“Once you apply, you’ll complete a short, job-specific WorkScreen evaluation. If it’s a fit, we’ll reach out for a 30-minute intro call. Final candidates complete a paid mini-project and reference check before we make an offer.”
✅ Tip 6: Use a Warm, Encouraging CTA
Don’t end your job post with a cold “Send your CV.” You’re not hiring robots—you’re inviting someone into your mission. Speak like it.
📢 Example:
“If you’re organized, proactive, and excited about joining a team that moves fast and values trust—hit the apply button. We’d love to meet you.”
Should You Use AI to Write Job Descriptions?
Let’s talk about something that’s both powerful and dangerous: AI-generated job descriptions.
On the surface, tools like ChatGPT, Workable’s AI assist, or Manatal’s one-click job generators seem like a dream. You type in a title, hit enter, and get a full job post in seconds. But here’s the problem:
⚠️ If you let AI write your job post without any input or context, you’re not saving time—you’re losing top talent.
❌ Why You Shouldn’t Rely on AI Alone
Here’s what happens when you let AI do all the work without direction:
- You get generic, soulless content. The same lifeless bullet points that appear in every other post online.
- It attracts low-effort applicants. If your post reads like it was written by AI, it’ll attract people who apply like robots too.
- You miss your voice. Your values, tone, team culture—all lost in a sea of “assist with” and “coordinate tasks.”
Remember: your job post is a first impression. It reflects your brand, your team, and the kind of standards you set. So don’t outsource that first impression to a bot.
✅ The Right Way to Use AI for Job Posts
AI is a great tool—but only when you lead and AI supports.
Here’s how to get great results using AI as a co-writer:
Step 1: Gather Your Raw Ingredients
Before you use AI, have these ready:
- A short paragraph about your company (what you do, why you matter)
- The actual tasks the hire will do
- The tone you want (e.g., casual, energetic, mission-driven)
- The ideal candidate (experience level, traits, team fit)
- Your benefits and salary range
- Your hiring process
Step 2: Give AI a Specific Prompt
Here’s an example of a great prompt:
“Write me a job description for a Team Coordinator at BrightSide Studio, a remote creative agency that works with SaaS startups. The person will handle team scheduling, project task tracking, and internal communication. Our culture is high-trust and low-ego. We want a warm, culture-first tone. We offer $50K–$60K, remote work, 20 PTO days, and learning stipends. Include a clear hiring process and a section on company values. Here are a few bullet points to guide you [paste notes here]…”
Step 3: Edit It Like a Human
Once AI gives you a draft:
- Personalize the intro
- Add company-specific details
- Break up long paragraphs
- Inject warmth, clarity, and your voice
Let AI handle the structure or polish—but don’t let it replace your insight.
🧠 Bottom Line
AI can help you move faster. But it can’t replace the human element—your values, your culture, your mission. If you want to attract great humans, you still need to write like one.
Smart Hiring Starts Here
WorkScreen simplifies the hiring process, helping you quickly identify top talent while eliminating low-quality applications. By saving you countless hours and reducing the risk of bad hires, it empowers you to build a team that delivers results
Copy-Paste Job Description Templates for Quick Use
We get it—sometimes you just need something fast.
Maybe you’ve already read the full guide, understand what a great job post looks like, and just want a strong starting point to customize and post today. That’s exactly what these templates are for.
✏️ Important Reminder:
Don’t copy this word-for-word and expect magic.
This is a foundation, not a final draft.
Add a Loom video, inject your team culture, and edit the details to reflect your actual kitchen.
In this section, you’ll find two ready-to-use job description templates for quick copy-paste use — but please remember, like we mentioned above, don’t just copy them word-for-word and expect results.
Think of these as starting points, not final drafts.
- Option 1: A more conversational, culture-first job description that highlights personality and team fit.
- Option 2: A more structured format, including a Job Brief, Responsibilities, and Requirements for a traditional approach.
✅ Template 1 — Culture-First (Conversational Style)
📌 Job Title: Team Coordinator at [Company Name]
📍 Location: [Remote / Hybrid / On-site – Location]
💼 Type & Pay: Full-Time | $[Salary Range]
🎥 Watch a quick intro from our Team Lead: [Insert Loom link]
Who We Are
[Company Name] is a [brief description – e.g., “remote-first SaaS startup helping small businesses automate finances”]. We value clarity, kindness, and reliable execution. As we grow, we need a Team Coordinator to keep projects aligned, communication flowing, and the chaos under control.
What You’ll Be Doing
- Manage calendars, coordinate meetings, and follow up on action items
- Keep project boards (Asana, Trello, Notion, etc.) updated
- Own documentation and internal comms across Slack & email
- Assist with hiring logistics, onboarding, and team operations
- Solve small problems before they become big blockers
What We’re Looking For
- 1 – 3 years in coordination, ops, or admin support
- Strong organizational and written-communication skills
- Tech-savvy with Google Workspace, Slack, and task tools
- Proactive, low-ego, and genuinely reliable
- Experience is great, but mindset and ownership matter more
Perks & Benefits
- days PTO + local public holidays
- Remote or hybrid flexibility (choose your setup)
- Health benefits (medical / dental / vision)
- $[Learning Budget] annual learning credit
- Annual team off-site / retreat
Why This Role Is a Great Fit
You’ll be the organizational backbone of a fast-moving, high-trust team. We skip micromanagement and give you ownership. Want to grow into Ops Lead or Project Manager? We’ll help you chart that path.
How to Apply
We use WorkScreen to keep hiring fair and skills-first. Apply below, complete a short async exercise, and hear back from us within 7–10 days.
📥 Apply via WorkScreen: [Insert application link]
✅ Template 2 — Structured (“Job Brief + Responsibilities + Requirements”)
📌 Job Title: Team Coordinator
📍 Location: [Location or Remote]
💼 Job Type & Pay: Full-Time | $[Salary Range]
🎥 Meet your future manager in 60 seconds: [Insert Loom link]
Job Brief
[Company Name] seeks a Team Coordinator to streamline scheduling, communications, and project tracking. You’ll support multiple departments, ensuring deadlines are met and processes stay efficient.
Responsibilities
- Maintain team calendars and meeting agendas
- Coordinate cross-functional follow-ups on deliverables
- Track project progress and document updates in Notion / Asana
- Communicate status and blockers to stakeholders
- Handle administrative logistics (travel, vendor bookings, etc.)
Requirements
- 1 – 3 years in coordination, operations, or admin support
- Comfortable with digital tools (Google Workspace, Slack, task managers)
- Strong time-management and organizational abilities
- Clear written / verbal communication
- Bonus: experience in a remote or hybrid environment
Perks & Benefits
- Competitive salary + performance bonus opportunity
- PTO + local public holidays
- Health and wellness coverage
- Remote-friendly setup with home-office stipend
- Professional-development allowance
How to Apply
Ready to keep us organized? Submit your application via WorkScreen. You’ll complete a brief skills-based task, and every applicant receives an update within two weeks.
📥 Apply via WorkScreen: [Insert application link]
CTA for WorkScreen.io – The Smarter Way to Evaluate Candidates
Writing a great job post is step one. But here’s the truth: even the best-written job description can’t guarantee great hires—not unless your screening process is just as thoughtful.
That’s where WorkScreen.io comes in.
Let WorkScreen Handle the Rest After Publishing Your Job Post
Once candidates start applying, WorkScreen helps you cut through the noise and focus only on the people who can actually do the job.
Here’s how:
✅ Spot Top Talent—Fast
WorkScreen automatically evaluates, scores, and ranks applicants based on how they perform on real-world tasks—not just what they claim on their résumé.
You’ll get a ranked leaderboard of candidates who’ve shown they can think clearly, follow through, and solve the kinds of problems your role actually requires.
✅ Replace Guesswork With Clarity
Instead of sorting through résumés manually, you get structured, skill-based signals that let you make better hiring decisions.
No more being wowed by polished résumés only to find out they can’t deliver once hired.
✅ Eliminate Low-Effort Applicants
One-click applies and AI-generated cover letters are everywhere. WorkScreen filters out candidates who aren’t serious—so you only spend time with those who are genuinely interested, thoughtful, and qualified.
✅ Test What Matters Most
From coordination exercises to communication tests, WorkScreen lets you assess real ability tied to the role—without relying on guesswork, degrees, or job titles.
✅ Improve Candidate Experience
Your hiring process is often a reflection of your company culture. WorkScreen makes it structured, respectful, and transparent for everyone—especially top performers who appreciate clarity.
👇 Ready to Hire Smarter?
After you’ve posted your job, head to WorkScreen.io to:
- Create a skill-based evaluation in minutes
- Get a custom link to include in your job post
- Start screening for talent—not just keywords
🔗 Start your next hire the smart way at www.workscreen.io
Team Coordinator Job Description - FAQ
A strong Team Coordinator needs more than just admin skills. Here are the key skills to prioritize:
- Organizational skills – They should be able to juggle schedules, documents, and deliverables without dropping the ball.
- Clear communication – Especially in fast-moving teams, coordinators must relay updates and follow up with precision.
- Follow-through – Great coordinators don’t just plan—they ensure things actually get done.
- Digital fluency – Comfort with tools like Google Workspace, Notion, Slack, or project boards like Asana is a big plus.
- Emotional intelligence – Coordinators often act as the connective tissue of the team. They need to read the room, resolve friction, and keep morale high.
- Discretion & professionalism – They may handle sensitive information and should represent the team or leadership with maturity.
Salaries vary widely depending on location, industry, and experience level. That said, here’s a general benchmark:
- United States (Remote / Hybrid): $48,000 – $65,000/year
- UK: £28,000 – £38,000/year
- Kenya (Nairobi-based): KES 90,000 – 150,000/month
- Entry-level roles (willing to train): Typically start 15–25% below experienced rates, with room to grow in 6–12 months.
Keep in mind: transparent salary ranges not only increase trust—they also improve your chances of attracting serious, qualified candidates.
While both roles involve planning and organizing, they differ in scope:
- A Team Coordinator focuses on internal support: schedules, communication, and operational flow.
- A Project Manager is more client- or outcome-focused: timelines, milestones, budgets, and stakeholder reporting.
In many growing teams, a strong coordinator can evolve into a junior project manager over time.
❓What are red flags to watch for in candidates?
- “I just like organizing things” with no examples. Coordination is about execution, not just neat calendars.
- Over-dependence on tools. The best coordinators use tools to think, not just to track.
- Vagueness when describing past challenges. Look for specificity, accountability, and resilience in their stories.
Great question—this is where WorkScreen’s skill assessments shine. You can:
- Give them a real-world scenario (e.g., “Carrier cancels last minute—what do you do?”)
- Ask for specific KPIs they’ve improved—and how
- Request they walk you through their weekly shipping schedule and responsibilities
- Look for depth, not just polished buzzwords
And of course, use WorkScreen’s evaluation system to verify skills objectively.
