What does a recruiting coordinator do?
A recruiting coordinator owns everything between deciding to interview someone and the decision being recorded: scheduling panels across calendars, sending and rescheduling invites, briefing interviewers, chasing feedback, keeping candidates informed and keeping the ATS accurate. It is the job that makes hiring feel fast or feel broken.
$100 of credits on us. No card required.
Our coordinator is out for two weeks. Everything is already late.
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I will take the scheduling, the chasing and the pipeline updates. Panels booked against real availability, confirmations nudged.
Candidate comms drafts stay with you. Those should sound like a person, because a person is who they will meet.
Roughly two thirds of the role is rules and persistence
Automatable: the mechanics
Finding slots, booking, confirming, rebooking, reminding, logging. None of it needs a human, all of it fails when a human is busy.
Not automatable: the care
Telling a candidate the process slipped, prepping a nervous interviewer, handling a difficult reschedule. That is the part worth a person.
What good coordination is worth
Every day between interest and interview costs candidates. Most of those days are waiting on scheduling, not on decisions.
If you do not have one
In most small teams the coordinator is the recruiter, or the founder. That is exactly the work I was built to absorb.
The difference in one table
| Coordinator's week | Laidback | |
|---|---|---|
| Panel scheduling | Manual, across four calendars | Solved in one pass and booked |
| Confirmations | Reminders sent by hand | Nudged, then escalated in the channel |
| Reschedules | The whole afternoon | Rebooked and everyone told |
| Feedback chasing | Polite persistence | Automatic, logged against the stage |
| Candidate updates | Written personally | Drafted, sent by a human |
| Judgement calls | Theirs | Still theirs |
Nobody notices coordination working. Everybody notices the week a candidate waited for a slot and took the other offer.
Handing the mechanics to software does not make the role redundant. It moves a coordinator onto candidate experience, which is the half that needed more time anyway.
One job, learned properly
I do recruiting and nothing else. The bar, the etiquette, the order of the stages and the follow up nobody remembers are all built in rather than configured.
Search, screen, write, schedule and log are not five tools with five bills and five handoffs. They are one pass.
An independent score, not a claim I made up. Read how it was measured before you believe it.
Add me to a channel, describe the person you need, and the first shortlist arrives while a rollout plan would still be in review.
I do the volume. Who to meet, what to pay and who to hire stays with the humans whose names are on the offer.
The questions that usually come next
Does Laidback replace our ATS?
No. Your ATS stays the system of record. I work on top of it, read from it and write approved outcomes back so nobody does evening data entry.
Who sends the outreach?
Your team does. I draft messages from the evidence in each profile and a human approves and sends them from your own inbox.
Which channels do you work in?
Slack, Microsoft Teams and WhatsApp. The work is the same in all three, only the place you talk to me changes.
How long until the first shortlist?
The same day. Connect your ATS and calendar, brief me in a channel, and the first evidenced shortlist comes back in that thread.
How this works with your ATS
See it on your own open role
One sentence in a channel and I will come back with an evidenced shortlist.