6 templates by type: standard, recruitment, talent acquisition, high-volume, scaling startup, and entry-level, with the FLSA non-exempt classification guidance generic templates skip. Download as DOCX.
A recruiting coordinator keeps the hiring process organized: scheduling interviews, coordinating candidate communication, maintaining the applicant tracking system, and supporting recruiters and hiring managers. Writing the job description well starts with two decisions generic templates skip: which version of the role you are hiring, since the title spans recruiting, recruitment, and talent acquisition coordinator, and how to classify it, since a coordinator is a non-exempt, hourly, overtime-eligible role rather than a salaried one.
At FirstHR, we build for small businesses, so it is worth saying plainly: a dedicated recruiting coordinator is usually a role for companies with an ongoing hiring function, often past about fifty employees. The realistic small-company case is a fast-scaling startup making its first recruiting hire, which one of the six templates below is written for. Each template carries the FLSA and pay guidance built in.
For the fundamentals behind any posting, the guide to writing a job description is a useful companion, and the related recruiter template fits the more senior role that owns sourcing and decisions.
TL;DR
A recruiting coordinator runs hiring logistics: scheduling interviews, coordinating candidates, and maintaining the ATS. The role is usually non-exempt and hourly, sits a rung below a recruiter, and is paid below the broad HR-specialist median of $72,910. Recruiting, recruitment, and talent acquisition coordinator are mostly the same role. Six templates by type, downloadable as DOCX.
What a Recruiting Coordinator Does
A recruiting coordinator runs the operational side of hiring: scheduling interviews across calendars, coordinating candidate communication, maintaining the applicant tracking system, posting jobs, and supporting recruiters and hiring managers through the process. The role is coordination and logistics rather than decision-making, recruiters own sourcing and evaluation, while the coordinator keeps the process moving and the candidate experience smooth.
The federal occupation that covers recruiting work is human resources specialists (13-1071), which BLS defines as recruiting, screening, interviewing, or placing individuals within an organization, and O*NET lists corporate recruiter, HR coordinator, and recruiter among its sample titles. The coordinator handles the operational layer of that broad function, which is why its pay and classification differ from a recruiter's.
Recruiting Coordinator Duties and Responsibilities
Recruiting coordinator duties cluster into four areas: scheduling and logistics, candidate communication, ATS and records, and process support. A strong job description picks the specific responsibilities from each area that match your hiring process and the version of the role.
Scheduling and logistics
Schedule phone, video, and onsite interviews
Coordinate calendars across interviewers
Arrange candidate travel where needed
Candidate communication
Send timely candidate updates
Answer candidate questions on process
Protect a professional candidate experience
ATS and records
Maintain accurate applicant tracking records
Post and update job openings
Track pipeline and hiring metrics
Process support
Support recruiters and hiring managers
Coordinate offer paperwork
Hand off to onboarding
The weighting shifts by version: a high-volume role leans into scheduling at scale, a scaling-startup role into building process, an entry-level role into learning the tools. For a structured way to scope the role, the guide to defining job responsibilities walks through the process.
Which Template Should You Use?
Pick the template by the version of the role you need. The coordination core, keeping the hiring process organized, runs through all six, but the label and context differ enough that the matched version reads more credibly to the right candidate. Use this guide to choose.
Recruiting Coordinator (Standard)
Any hiring team
The universal base: interview scheduling, candidate communication, ATS records, and support for recruiters and hiring managers. The starting point for most roles.
Recruitment Coordinator
Spelling variant
The same role under the recruitment label. Use this version if your company and candidates use recruitment rather than recruiting.
Talent Acquisition Coordinator
TA-team label
Often the same role with a different title, used more in larger or process-driven hiring teams that brand the function as talent acquisition.
High-Volume Coordinator
Speed-focused
For high-volume hiring where speed and consistency matter: scheduling at scale, an active pipeline, and ATS data under heavy throughput.
Scaling Startup (First Hire)
Owner-run, building
For a growing company making its first dedicated recruiting hire: a broad, high-ownership role that builds the hiring process from scratch.
Entry-Level
Early-career
For a first recruiting job: scheduling and coordination with a path into recruiting or HR. No prior recruiting experience required.
Match the Template to the Role
A general hiring-team role: Standard. The recruitment label: Recruitment Coordinator. A talent-acquisition team: TA Coordinator. Fast, high-volume hiring: High-Volume. A growing company's first recruiting hire: Scaling Startup. A first recruiting job with a growth path: Entry-Level.
Download all six as a single Word document or copy individual templates. Each follows the same structure: company and job summary, key responsibilities, required and preferred qualifications, an FLSA note, compensation, and how to apply, with an EEO statement, and the version and pay carried as fill-in fields. Fill in the brackets and post.
Download All 6 Job Description Templates
Standard, recruitment, talent acquisition, high-volume, scaling startup, and entry-level recruiting coordinator. All in one DOCX.
Template 1: Recruiting Coordinator (Standard)
The universal base for any hiring team: interview scheduling, candidate communication, ATS records, and support for recruiters and hiring managers.
Recruiting Coordinator Job Description (Standard)
RECRUITING COORDINATOR JOB DESCRIPTION
Company: __ ([City, State])
Reports to: __ (Recruiter / Talent Acquisition Lead / HR Manager)
Employment type: [ ] Full-time
FLSA status: Non-exempt (hourly, overtime-eligible) in most cases; confirm by duties and salary
Pay range: $_ to $_ per [hour / year]
ABOUT [COMPANY NAME]
[One or two sentences about your company and the recruiting or talent team the
coordinator will support.]
JOB SUMMARY
[Company Name] is hiring a Recruiting Coordinator to keep our hiring process running
smoothly. You will schedule interviews, coordinate candidate communication, manage
our applicant tracking system, and support recruiters and hiring managers through
every step of the hiring process. A highly organized, detail-focused person who
keeps candidates and interviewers on track is ideal.
KEY RESPONSIBILITIES
•Schedule phone, video, and onsite interviews across calendars
•Coordinate candidate communication and travel where needed
•Maintain accurate records in the applicant tracking system (ATS)
•Post jobs to boards and the careers page
•Support recruiters and hiring managers through the hiring process
•Prepare offer letters and coordinate onboarding handoff
•Track hiring metrics and keep the pipeline up to date
•Ensure a positive, professional candidate experience
REQUIRED QUALIFICATIONS
•High school diploma or equivalent; associate or bachelor's a plus
•Strong organization, scheduling, and communication skills
•Comfortable with an ATS, calendars, and spreadsheets
•Detail-oriented and able to juggle multiple openings
•Discreet with confidential candidate information
PREFERRED
•[1-2] years in recruiting, HR, or administrative coordination
•Experience with [your ATS: ____________]
FLSA NOTE (read before posting)
A recruiting coordinator who primarily schedules, coordinates logistics, and
maintains ATS records is typically NON-EXEMPT (hourly, overtime-eligible), because
that routine work does not involve the discretion and independent judgment on
matters of significance the administrative exemption requires. Classify by actual
duties and salary, not the title. This is general information, not legal advice.
COMPENSATION AND HOW TO APPLY
Pay range: $_ to $_ per [hour / year]
To apply, send your resume to __.
[Company Name] is an equal opportunity employer.
Template 2: Recruitment Coordinator
The same role under the recruitment label, for companies and candidates who use recruitment rather than recruiting.
Recruitment Coordinator Job Description
RECRUITMENT COORDINATOR JOB DESCRIPTION
Company: __ ([City, State])
Reports to: __ (Recruitment Lead / HR Manager)
Employment type: [ ] Full-time
FLSA status: Non-exempt (hourly, overtime-eligible) in most cases; confirm by duties
Pay range: $_ to $_ per [hour / year]
JOB SUMMARY
[Company Name] is hiring a Recruitment Coordinator to support our recruitment
process end to end. Recruitment coordinator and recruiting coordinator describe the
same role; this version uses the recruitment label. You will schedule interviews,
manage candidate communication and records, post openings, and keep the recruitment
process organized and on schedule for recruiters and hiring managers.
KEY RESPONSIBILITIES
•Schedule and coordinate interviews across the recruitment process
•Manage candidate communication and status updates
•Maintain accurate applicant tracking system records
•Post and update job openings across channels
•Support recruiters with logistics and pipeline tracking
•Coordinate offer paperwork and onboarding handoff
•Report on recruitment activity and timelines
•Deliver a consistent, professional candidate experience
REQUIRED QUALIFICATIONS
•High school diploma or equivalent; associate or bachelor's a plus
•Strong organization, scheduling, and written communication
•Comfortable with an ATS and standard office tools
•Detail-oriented across multiple open roles
•Discreet with confidential candidate data
PREFERRED
•[1-2] years in recruitment, HR, or coordination
•Familiarity with [your ATS / job boards: ____________]
FLSA NOTE (read before posting)
A recruitment coordinator focused on scheduling, logistics, and recordkeeping is
typically NON-EXEMPT (hourly, overtime-eligible). Classify by actual duties and
salary, not the title. This is general information, not legal advice.
COMPENSATION AND HOW TO APPLY
Pay range: $_ to $_ per [hour / year]
To apply, send your resume to __.
[Company Name] is an equal opportunity employer.
Still Using Spreadsheets for Onboarding?
Automate documents, training assignments, task management, and track onboarding progress in real time.
[Company Name] is hiring an Entry-Level Recruiting Coordinator to support our hiring
process and start a career in recruiting and HR. You will schedule interviews, help
manage candidate communication and ATS records, and learn how our hiring process
works from the inside. A motivated, organized person who wants to grow into a
recruiting or HR career is ideal. No prior recruiting experience required.
KEY RESPONSIBILITIES
•Schedule interviews and coordinate calendars
•Help manage candidate communication and follow-up
•Maintain records in the applicant tracking system
•Post jobs and update the careers page
•Support recruiters with day-to-day logistics
•Help prepare offer and onboarding paperwork
•Keep the pipeline organized and current
•Learn the full hiring process and tools
REQUIRED QUALIFICATIONS
•High school diploma or equivalent
•Strong organization and communication skills
•Comfortable with calendars, email, and spreadsheets
•Detail-oriented and eager to learn
•Reliable and professional with candidates
PREFERRED
•Coursework or interest in HR or recruiting
•Any administrative or customer-facing experience
FLSA NOTE (read before posting)
An entry-level recruiting coordinator is non-exempt, hourly, and overtime-eligible.
The role is routine coordination and recordkeeping that does not meet the
administrative exemption. This is general information, not legal advice.
COMPENSATION AND HOW TO APPLY
Pay range: $_ to $_ per hour
Growth: clear path to recruiter or HR coordinator with experience
To apply, send your resume to __.
[Company Name] is an equal opportunity employer.
Coordinator vs Recruiter, and the Title Variants
The single most useful thing a recruiting coordinator job description gets right is naming the role correctly, because the coordinator is easily confused with the recruiter above it, and three near-identical titles describe the same job. Getting this right attracts the right candidates and sets the right pay and classification. Here is how they relate.
Recruiting coordinator vs recruiter: logistics versus ownership
The clearest distinction in the hiring team is between the coordinator and the recruiter. A recruiting coordinator runs the logistics of hiring: scheduling interviews, coordinating candidates, maintaining the applicant tracking system, and keeping the process moving. A recruiter owns the substance: sourcing candidates, screening and evaluating them, advising hiring managers, and driving the decisions about who advances. The coordinator sits a rung below the recruiter and supports several of them. This difference also drives pay and classification, since the coordinator's routine work is typically non-exempt while a senior recruiter's role may be evaluated differently. Name the role accurately so candidates know whether they are owning sourcing or supporting it. This is general information, not legal advice.
Recruiting, recruitment, and talent acquisition coordinator: mostly the same role
These three titles describe substantially the same job with different labels. Recruiting coordinator and recruitment coordinator are spelling and regional variants of one role and share the same duties. Talent acquisition coordinator is usually the same role under a label that larger or more process-driven teams prefer, where the hiring function is branded as talent acquisition. Startups and smaller teams lean toward recruiting coordinator; bigger teams lean toward talent acquisition coordinator. The work, scheduling, coordination, ATS records, and candidate experience, is the same across all three. Pick the label your company and candidates actually use, and use the matching template here. This is general information, not legal advice.
Recruiting coordinators are usually non-exempt, and the title does not change that
A recruiting coordinator is typically non-exempt, hourly, and overtime-eligible. The administrative exemption requires that an employee's primary duty include the exercise of discretion and independent judgment on matters of significance, and federal regulations are explicit that routine, recurrent work, including scheduling, recording data, and clerical coordination, does not qualify. A coordinator who primarily schedules interviews, manages logistics, and maintains ATS records is doing exactly that kind of routine work, executed within a process set by recruiters and managers, so the role is owed overtime. Calling the role a coordinator or attaching it to the HR function does not make it exempt; the actual duties and salary decide. Classify carefully and track hours. This is general information, not legal advice.
When a small or scaling company actually needs this role
A dedicated recruiting coordinator usually emerges once a company is large enough to have an ongoing recruiting function, often in the range above fifty employees, where the volume of interviews and candidates justifies a role focused purely on hiring logistics. Below that, hiring is typically handled by founders, an office manager, or a generalist HR person rather than a dedicated coordinator. The realistic small-company scenario is a fast-scaling startup making its first recruiting hire during a rapid growth phase, which is what the scaling-startup template here is written for. If you are a smaller company hiring occasionally, an HR coordinator or office manager who also handles recruiting logistics may fit better than a dedicated recruiting coordinator. This is general information, not legal advice.
For the related roles, the recruiter template fits the role that owns sourcing and decisions, and the HR coordinator template fits a broader administrative HR role that a smaller company may prefer over a dedicated recruiting coordinator.
Skills and Requirements
Recruiting coordinator requirements weight organization, communication, and ATS comfort over formal credentials, since the role is coordination rather than decision-making. The difference between a weak and a strong requirement is specificity.
Weak requirement
Strong requirement
Recruiting experience required
High school diploma; 1+ years in recruiting, HR, or coordination preferred
Organized
Schedules interviews across many calendars and keeps the pipeline current
Knows recruiting software
Comfortable maintaining accurate records in an ATS and reporting tools
Good communicator
Sends timely candidate updates and protects a professional experience
Competitive pay
$22 to $28 per hour, depending on experience and hiring volume
Keep every requirement job-related and neutral, since the EEOC prohibits job advertisements that show a preference based on a protected characteristic, and the SHRM guide covers the standard sections of a job description. Because the role is learned largely on the job, framing experience as preferred keeps strong entry-level candidates in the pool.
Recruiting Coordinator Pay and FLSA Status
A recruiting coordinator is a junior, usually hourly, non-exempt role, paid below the broad HR-specialist average. Use federal data as a ceiling reference and adjust down for the coordinator level.
Broad HR-Specialist Median $72,910 (BLS, May 2024)
The federal occupation that includes recruiting work, human resources specialists, had a median annual wage of $72,910 as of May 2024, with the lowest tenth under $45,440. That bucket spans senior HR specialists and recruiters, so a dedicated coordinator typically sits well below it, commonly in the low-to-mid forties to mid-fifties thousand range, and is often paid hourly.
A recruiting coordinator is non-exempt and hourly: routine scheduling, coordination, and ATS recordkeeping does not meet the discretion-and-independent-judgment test of the administrative exemption (DOL Fact Sheet 17C), even though HR is a qualifying functional area. That means the role is owed overtime beyond 40 hours in a week under the Fair Labor Standards Act, which matters during hiring pushes when hours run long. Classify by actual duties and salary, and post a range, expressed hourly where appropriate.
Do You Actually Need a Recruiting Coordinator?
This is the honest question for a small business, and it is one most templates avoid. A dedicated recruiting coordinator is a role that pays off at companies with an ongoing, higher-volume hiring function. For a smaller company, the adjacent roles, an HR coordinator or an office manager who also handles recruiting logistics, are often the better fit. Here is what that means before you post.
Most small companies do not hire a recruiting coordinator at all, and that is fine
A dedicated recruiting coordinator is a role that appears once a company has an ongoing, high-volume hiring function, usually past fifty employees. Below that, recruiting is normally handled by the founders, an office manager, or a generalist HR person, and a separate coordinator would sit idle between hiring sprees. The honest guidance for a small business is to be sure you actually need the role before posting it. The one realistic small-company case is a fast-scaling startup in a rapid growth phase making its first dedicated recruiting hire, which is exactly what the scaling-startup template here is written for. If your hiring is occasional, fold recruiting logistics into an HR coordinator or office manager role instead.
If you do hire one, it is almost certainly non-exempt and hourly
The single most useful thing this page gets right, and most generic templates skip, is the classification. A recruiting coordinator whose primary duty is scheduling interviews, coordinating candidates, and maintaining applicant tracking records is doing routine work that does not meet the administrative exemption, so the role is non-exempt, hourly, and owed overtime beyond forty hours in a week. This matters most during hiring pushes, when coordinators often work long hours and overtime adds up fast. Misclassifying the role as salaried-exempt to avoid overtime is a real wage-and-hour risk. Pay at least the applicable minimum wage, pay overtime, track hours, and post a pay range where your state requires it.
However you hire, the offer and onboarding still have to get done
Once a recruiting coordinator accepts, the work is ordinary people operations: a signed offer with the correct non-exempt classification and pay, Form I-9 and tax forms, state new-hire reporting, and a structured first week. FirstHR fits this for a small or scaling company without an HR department: e-signature for the offer and acknowledgments, an AI onboarding wizard and task workflows to run the new hire, document management for I-9s and records, and an HRIS and self-service portal that keep employee data organized. There is a useful symmetry here, since the coordinator you hire will run hiring logistics, and FirstHR handles the onboarding that begins where their work ends. To be clear about scope, FirstHR is an onboarding and HR platform, not an applicant tracking system, and it does not run payroll or administer benefits, so pair it with those tools. Applicant tracking is coming soon.
From Hiring to Onboarding
The job description is step one. Because a recruiting coordinator is an hourly, non-exempt hire, the onboarding that follows should record the classification correctly from the start. Begin with the paperwork spine: a signed offer with the pay and non-exempt status, Form I-9 and tax forms, state new-hire reporting, and policy acknowledgments. Then run a structured first week so a new coordinator learns your hiring process and tools fast.
Send the offer
Confirm the role, pay, schedule, and the non-exempt classification in writing, based on actual duties. An offer letter template makes this fast.
Collect the paperwork
Form I-9, tax forms, state new-hire reporting, and policy acknowledgments, signed electronically in one place.
Run a structured first week
ATS and systems access, the hiring process and tools, the team, and clear early tasks, so a coordinator is useful fast.
Store the records
Keep signed forms, the classification basis, and employee records organized for compliance.
Once your offer is ready, the offer letter template handles the next step, and an onboarding template gives the new coordinator a structured start. There is a neat symmetry here: the coordinator runs hiring logistics, and FirstHR runs the onboarding that begins where their work ends, connecting the offer, paperwork, e-signatures, document storage, and workflow in one place, with the coordinator's non-exempt classification recorded from day one. FirstHR is an onboarding and HR platform, not an applicant tracking system, and it does not run payroll or administer benefits, so pair it with those tools. Applicant tracking is coming soon to FirstHR.
Key Takeaways
A recruiting coordinator runs hiring logistics: scheduling, candidate communication, ATS records, and support for recruiters and hiring managers.
Use the template that matches the version: standard, recruitment, talent acquisition, high-volume, scaling startup, or entry-level.
The role is usually non-exempt and hourly, because routine scheduling and recordkeeping does not meet the FLSA administrative exemption.
It sits a rung below a recruiter, who owns sourcing and decisions; recruiting, recruitment, and talent acquisition coordinator are mostly the same role.
Pay sits below the broad HR-specialist median of $72,910, commonly in the low-to-mid forties to mid-fifties thousand range, often hourly.
A dedicated coordinator usually fits companies past about fifty employees; for a small business, the realistic case is a scaling startup's first recruiting hire.
Frequently Asked Questions
What does a recruiting coordinator do?
A recruiting coordinator keeps the hiring process organized and running. The core work is consistent: scheduling phone, video, and onsite interviews across calendars, coordinating candidate communication and travel, maintaining accurate records in the applicant tracking system, posting jobs, supporting recruiters and hiring managers through the process, preparing offer paperwork, and handing off to onboarding. The role is logistics and coordination rather than decision-making; recruiters own sourcing and candidate evaluation, while the coordinator makes sure the process moves smoothly and candidates have a good experience. The federal occupation that covers recruiting work, human resources specialists, describes the broad function as recruiting, screening, interviewing, and placing individuals, with the coordinator handling the operational side of that work. This is general information, not legal advice.
Is a recruiting coordinator exempt or non-exempt under the FLSA?
A recruiting coordinator is usually non-exempt, hourly, and overtime-eligible. The administrative exemption requires that an employee's primary duty include the exercise of discretion and independent judgment on matters of significance, and federal regulations are explicit that routine, recurrent work, including scheduling, recording data, and clerical coordination, does not meet that standard. A coordinator whose primary duty is scheduling interviews, coordinating logistics, and maintaining ATS records is doing exactly that kind of routine work within a process set by recruiters and managers, so the role is owed overtime beyond forty hours in a workweek. Attaching the role to the HR function or calling it a coordinator does not make it exempt; the actual duties and salary decide. This matters during hiring pushes, when coordinators work long hours. Classify by duties, not title. This is general information, not legal advice.
How much does a recruiting coordinator make?
A recruiting coordinator is a junior, typically hourly role, paid below the broad HR-specialist average. The federal occupation that includes recruiting work, human resources specialists, had a median annual wage of $72,910 as of the May 2024 data, but that bucket spans senior HR specialists and recruiters, so it overstates the coordinator role. A dedicated recruiting coordinator generally sits well below that median, commonly in the low-to-mid forties to mid-fifties thousand range per year depending on region, industry, and whether the role is high-volume or senior. Pay is often expressed hourly because the role is non-exempt. Benchmark to the level and scope you are actually hiring and your local market, express it hourly where appropriate, and post a range where your state or city requires one. This is general information, not legal advice.
What is the difference between a recruiting coordinator and a recruiter?
The difference is logistics versus ownership. A recruiting coordinator runs the operational side of hiring: scheduling interviews, coordinating candidate communication, maintaining the applicant tracking system, posting jobs, and keeping the process moving. A recruiter owns the substance: sourcing candidates, screening and evaluating them, advising hiring managers, and driving the decisions about who advances. The coordinator sits a rung below the recruiter and typically supports several of them, which is why the coordinator role is more junior and usually non-exempt while a recruiter's role carries more independent judgment. In a small or scaling company one person sometimes does both, but as hiring volume grows the roles separate. When writing the posting, decide whether you need someone to own sourcing and decisions, a recruiter, or to run hiring logistics, a coordinator. This is general information, not legal advice.
Is a talent acquisition coordinator the same as a recruiting coordinator?
In most cases, yes. Talent acquisition coordinator and recruiting coordinator describe substantially the same role, scheduling interviews, coordinating candidates, maintaining ATS records, and supporting the hiring team, under different labels. The talent acquisition label is more common at larger or more process-driven companies that brand the hiring function as talent acquisition, while smaller and scaling companies tend to use recruiting coordinator. Recruitment coordinator is simply another spelling and regional variant of the same role. The duties, the seniority, and the typical non-exempt classification are the same across all three titles. Choose the label your company and your candidates actually use, since people search by the specific title, and use the matching template. This is general information, not legal advice.
Does a small business need a recruiting coordinator?
Usually not, and it is worth being honest about that before posting the role. A dedicated recruiting coordinator typically emerges once a company has an ongoing, higher-volume hiring function, often past about fifty employees, where the volume of interviews and candidates justifies a role focused purely on hiring logistics. Below that, hiring is normally handled by founders, an office manager, or a generalist HR person, and a separate coordinator would have little to do between hiring sprees. The one realistic small-company scenario is a fast-scaling startup in a rapid growth phase making its first dedicated recruiting hire, which the scaling-startup template here is written for. If your hiring is occasional, an HR coordinator or office manager who also handles recruiting logistics is usually a better fit than a dedicated recruiting coordinator. This is general information, not legal advice.
What qualifications does a recruiting coordinator need?
Most recruiting coordinator roles ask for a high school diploma or equivalent, with an associate or bachelor's degree preferred by some employers, plus strong organization, scheduling, and communication skills and comfort with an applicant tracking system, calendars, and spreadsheets. Because the role is coordination rather than decision-making, employers weight reliability, attention to detail, and the ability to juggle multiple open roles over formal credentials, and entry-level versions of the role often require no prior recruiting experience. Discretion with confidential candidate information matters, since coordinators handle applications and personal data. Senior or high-volume versions ask for a year or two of recruiting, HR, or coordination experience and fluency with a specific ATS. Keep requirements job-related and neutral, and frame experience as preferred to keep capable entry-level candidates in the pool. This is general information, not legal advice.
What should a recruiting coordinator job description include?
A strong recruiting coordinator job description names the version of the role up front, whether standard, recruitment, talent acquisition, high-volume, scaling-startup, or entry-level, since the label and context shape who applies. Include a job summary that frames the role around keeping the hiring process organized, and group responsibilities into scheduling and logistics, candidate communication, ATS and records, and process support. State the required skills, usually organization, communication, and ATS comfort rather than heavy credentials. The most valuable additions that generic templates skip are the FLSA non-exempt classification with its overtime implication, an honest pay range expressed hourly where appropriate, and a clear distinction from the recruiter role so candidates know whether they own sourcing or support it. Post a range where your state requires one, and close with an equal opportunity statement and clear apply instructions. This is general information, not legal advice.
