Role & responsibilities

Recruiting Coordinator supporting volume-based non-tech hiring, particularly in a high-volume Customer Service / Contact Center setting, 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.

Role: Recruitment & Talent Acquisition - Other, Industry Type: Internet (E-Commerce), Department: Human Resources, Employment Type: Full Time, Temporary/Contractual Role Category: Recruitment & Talent Acquisition Education UG: Any Graduate PG: MBA/PGDM in Any Specialization, M.A in Any Specialization, Master of Social Work in Any Specialization, Master of Human Resource Development in Any Specialization read more

Key Skills Skills highlighted with ‘‘ are preferred keyskills HiringTAInterview Coordination Talent AcquisitionEnd to End Recruitment

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