Torchora
Back to Home

Key Responsibilities and Required Skills for Talent Acquisition Coordinator

💰 $ - $

Human ResourcesRecruitingTalent Acquisition

🎯 Role Definition

The Talent Acquisition Coordinator is a highly organized, candidate-centric recruitment professional who supports the full recruiting lifecycle by managing scheduling, maintaining applicant tracking systems (ATS), executing sourcing and outreach activities, coordinating interviews and offers, and delivering a best-in-class candidate and hiring manager experience. This role acts as a central point of contact for candidates, recruiters, and hiring managers, ensuring timely communication, accurate data and reporting, adherence to compliance and background checks, and continuous improvement of recruitment processes and employer brand.

📈 Career Progression

Typical Career Path

Entry Point From:

  • HR Assistant or HR Administrative Coordinator
  • Recruiting Coordinator or Talent Acquisition Intern
  • Administrative Assistant with recruitment support experience

Advancement To:

  • Talent Acquisition Specialist / Recruiter
  • Senior Recruiting Coordinator or Recruitment Operations Specialist
  • Talent Acquisition Manager or Recruiting Lead

Lateral Moves:

  • HR Generalist or HR Coordinator
  • Employer Branding / Recruitment Marketing Specialist
  • People Operations / HRIS Analyst

Core Responsibilities

Primary Functions

  • Coordinate and manage the full interview scheduling process across multiple calendars and time zones, including coordination of panel interviews, video conference logistics, travel arrangements for on-site interviews, and timely confirmation and reminders for candidates and interviewers to minimize delays and no-shows.
  • Maintain and administer the applicant tracking system (ATS) with impeccable data integrity — create and update job requisitions, post jobs to multiple job boards and social channels, manage candidate pipelines, and ensure accurate status changes and recordkeeping for audit readiness.
  • Execute candidate outreach and sourcing activities including targeted Boolean searches, LinkedIn Recruiter campaigns, email and phone outreach, and screening to build and maintain active pipelines of qualified talent for current and future openings.
  • Conduct initial phone screens to assess candidate qualifications, cultural fit, salary expectations, and availability, providing detailed candidate summaries and recommendations to recruiting partners and hiring managers.
  • Draft, format, and extend offers in partnership with hiring managers and HR business partners, prepare offer letters, collect necessary approvals, manage offer negotiations, and ensure timely acceptance and accurate onboarding documentation.
  • Manage the end-to-end onboarding handoff by coordinating pre-boarding paperwork, background check and employment verification processes, equipment and system access requests, and new-hire orientation logistics to deliver a seamless first-day experience.
  • Build strong partnerships with hiring managers: consult on job descriptions, role expectations, hiring timelines, interview panel selection, and best practices for diverse and inclusive hiring to reduce time-to-fill and improve hiring outcomes.
  • Track and report recruitment metrics (time-to-fill, time-to-hire, offer acceptance rate, source-of-hire, pipeline conversion) and produce weekly and monthly dashboards for Talent Acquisition leadership to inform strategy and continuous improvement.
  • Ensure compliance with local, state, and federal employment regulations and internal policies, maintain accurate candidate records for EEO/OFCCP reporting where applicable, and support audit requests with timely documentation.
  • Support campus and external recruiting events, career fairs, and hiring outreach programs by scheduling activity logistics, capturing candidate leads, and following up to convert high-potential contacts into applicants.
  • Coordinate pre-employment background checks, drug screens, reference checks, and credential verifications in partnership with external vendors, monitor status and escalate issues to HR and hiring managers as needed.
  • Maintain and continually improve recruitment process documentation and standard operating procedures (SOPs), including interview guides, candidate communications templates, offer checklists, and escalation paths to drive consistent and scalable practices.
  • Manage candidate experience communications across all touchpoints — timely application acknowledgements, interview instructions, feedback collection, and post-offer follow-up — to protect employer brand and increase referral likelihood.
  • Assist with compensation benchmarking and offer package preparation by collecting market data and collaborating with Talent Acquisition and People Ops to ensure competitive and equitable offers.
  • Facilitate and coordinate hiring manager and interviewer training sessions on structured interviewing, unconscious bias mitigation, and scorecard use to improve quality of hire and hiring consistency.
  • Triages inbound recruitment inquiries from candidates and internal stakeholders, prioritizes actions for recruiters, and resolves routine issues independently to keep requisitions moving forward.
  • Support diversity, equity, and inclusion (DEI) hiring initiatives by partnering on targeted outreach, maintaining diverse candidate slates, and tracking DEI recruitment metrics to help meet organizational goals.
  • Optimize job postings for SEO and candidate conversion by writing clear, inclusive, and keyword-optimized job descriptions and collaborating with recruiting marketing to amplify employer brand on social and professional networks.
  • Manage vendor relationships with recruitment agencies, job boards, and sourcing partners: negotiate contract terms, monitor SLAs and spend, and ensure compliance with internal vendor policies.
  • Participate in continuous improvement projects for recruitment technology and automation (e.g., interview scheduling tools, recruitment CRMs, AI sourcing tools) by testing new tools, documenting change requirements, and providing feedback on usability and impact.
  • Provide administrative and operational support to the Talent Acquisition team including calendar management, meeting preparation, expense reconciliation, and coordination of team events and training sessions.
  • Handle confidential and sensitive HR and candidate information with discretion and professionalism, maintaining strict adherence to privacy and data protection policies.

Secondary Functions

  • Support employer branding and recruitment marketing efforts by creating content for careers pages, job postings, social media, and targeted email campaigns to increase candidate engagement and inbound applications.
  • Assist with short-term workforce planning and contingent labor coordination by liaising with hiring managers and staffing agencies to fill contract or temporary roles quickly.
  • Participate in cross-functional initiatives to improve employee referral programs, campus recruiting pipelines, and diversity sourcing partnerships to increase quality and volume of candidates.
  • Provide light HRIS and data entry support for People Operations during peak periods, ensuring accurate new-hire data entry and status updates across HR systems.
  • Field ad-hoc reporting requests from People Ops and Talent Acquisition leadership, execute data pulls from ATS/HRIS, and provide analysis or visualizations to support strategic decisions.
  • Support internal mobility process by coordinating interviews for internal candidates, updating internal job boards, and communicating transfer policies and timelines to employees and managers.
  • Assist with special projects such as recruitment process audits, candidate experience surveys, and process mapping to identify and implement efficiencies across the recruitment lifecycle.
  • Serve as backup support for recruiter teammates during high-volume hiring periods, including taking on candidate screens or managing a small requisition load to meet hiring targets.

Required Skills & Competencies

Hard Skills (Technical)

  • Proficient with Applicant Tracking Systems (ATS) such as Greenhouse, Lever, iCIMS, Workday Recruiting, or Breezy HR; ability to maintain data integrity, configure workflows, and generate reports.
  • Strong sourcing skills including Boolean search, X-ray search, and hands-on experience with LinkedIn Recruiter, Indeed, Glassdoor, GitHub (for technical roles), and other sourcing channels.
  • Familiarity with HRIS platforms (Workday, BambooHR, ADP) and the ability to manage onboarding and new hire data across systems.
  • Advanced Microsoft Excel skills (VLOOKUP, pivot tables, basic formulas) and Google Sheets proficiency for recruitment analytics and reporting.
  • Experience using scheduling and video interview tools such as Calendly, Microsoft Teams, Zoom, HireVue, Greenhouse Scheduler, or GoodTime.
  • Knowledge of pre-employment screening processes, including background checks, drug screenings, employment/verifications, and vendor coordination.
  • Ability to create and maintain recruitment dashboards and KPI reports (time-to-fill, source of hire, offer acceptance rate, pipeline conversion) using tools like Tableau, Power BI, or Google Data Studio.
  • Experience with job posting and job board management, including SEO-optimized writing for job descriptions and understanding of target keywords to drive applicant flow.
  • Familiarity with basic employment law and compliance requirements (EEO, OFCCP where applicable, GDPR considerations for candidate data).
  • Competence in CRM and candidate nurturing platforms for passive candidate engagement and pipeline building.

Soft Skills

  • Exceptional written and verbal communication skills with the ability to craft clear, engaging, and timely candidate and hiring manager communications.
  • High level of organization and project management skills; able to manage multiple requisitions and competing priorities simultaneously while meeting deadlines.
  • Strong stakeholder management and consultative approach when partnering with hiring managers and cross-functional teams.
  • Customer-service orientation with a focus on creating a differentiated and positive candidate experience.
  • Attention to detail and accuracy in data entry, offer documentation, and compliance-related records.
  • Problem-solving mindset and ability to escalate and remove blockers to keep hiring processes moving.
  • Adaptability and resilience in fast-paced, high-volume hiring environments with changing priorities.
  • Confidentiality and professionalism in handling sensitive candidate and employee information.
  • Collaborative team player who contributes to continuous improvement and supports a positive team culture.
  • Negotiation and influencing skills to help close offers and align expectations between candidates and hiring managers.

Education & Experience

Educational Background

Minimum Education:

  • Bachelor's degree preferred; OR equivalent experience in HR, recruitment, or related administrative roles.

Preferred Education:

  • Bachelor's degree in Human Resources, Business Administration, Psychology, Communications, or a related field.

Relevant Fields of Study:

  • Human Resources Management
  • Business Administration
  • Psychology
  • Communications
  • Organizational Development

Experience Requirements

Typical Experience Range: 1–3 years of recruitment or HR support experience, ideally in fast-paced or high-volume hiring environments.

Preferred: 2–4+ years as a Recruiting/Recruitment Coordinator, Talent Acquisition Coordinator, or similar role supporting full-cycle recruitment, with hands-on experience in ATS administration, candidate sourcing, interview coordination, and onboarding processes. Experience supporting technical or niche hiring functions is a plus.

Explore More Careers