Give the role a reliable starting point.
Share fair hiring procedures, candidate privacy rules, interview formats, and who makes selection decisions.
Recruiting administration
Recruiting administration
Coordinate the practical details around candidate conversations and hiring-team reviews.
Book a free consultationScope, access, and coverage are agreed with your team.
The day-to-day work
A clear queue. A useful handoff.
Define the recurring work and the evidence your team needs to review it. These building blocks become a role-specific operating plan.
- Schedule interviews
- Send reviewed candidate messages
- Collect requested application documents
- Maintain hiring-stage records
What comes back to your team
Work you can see and review.
Interview calendar
A working record with source references, current status, and the person responsible for the next step.
Candidate communication log
A focused view of missing inputs, unanswered questions, and items that need your decision.
Review-ready application pack
A dated handoff that distinguishes completed work from pending review and unresolved exceptions.
Put the role into practice
From the first brief to the final check.
A practical handoff
Two interviewers have different availability. The assistant finds an agreed slot and ensures the candidate receives one clear confirmation.
Illustrative workflow, not a client case study.Check the work before closing the loop.
Check candidate identity, recipient permissions, stage accuracy, and whether messages reflect the hiring team’s actual decision.
Your systems, your permissions
Fit the role to your environment.
Tool familiarity is considered when defining the role. Your team approves every platform, access level, and source of truth.
Your ATSGreenhouse where authorizedCalendarEmail
Platform names describe possible working environments, not endorsements or a promise of certification.
Inside the responsibility
What recruiting administration looks like in practice.
Coordinate the practical details around candidate conversations and hiring-team reviews. The scope below connects each recurring responsibility to its source information and a checkable working record. Your team confirms the exact steps, templates, and approval limits before work starts.
Schedule interviews
Begin with the latest request and its approved source record. Check that the necessary information is present, identify the owner, and clarify conflicting details before making an update.
Working output: Interview calendar. Include the source reference, current status, and next owner when an item remains open.
Send reviewed candidate messages
Use the agreed template or checklist to carry out this task. Record what was checked and the date of the action so another team member can understand the current position.
Working output: Candidate communication log. Include the source reference, current status, and next owner when an item remains open.
Collect requested application documents
Keep this work connected to the wider queue. Note dependencies and unanswered questions, and use the agreed escalation route when the next step requires a decision.
Working output: Review-ready application pack. Include the source reference, current status, and next owner when an item remains open.
Maintain hiring-stage records
Complete the task only when its agreed checks have passed. If an input is missing or an approval is pending, keep that status visible rather than treating the item as finished.
Working output: Interview calendar. Include the source reference, current status, and next owner when an item remains open.
A handoff you can act on
Keep ready work separate from unresolved work.
Two interviewers have different availability. The assistant finds an agreed slot and ensures the candidate receives one clear confirmation.
Ready for review
The agreed task is complete and the supporting information is available in your approved system. Attach or link the relevant record and identify any final reviewer before closing the item.
Review against: Check candidate identity, recipient permissions, stage accuracy, and whether messages reflect the hiring team’s actual decision.
Waiting on an input
Name the missing information, where it was requested, and who is expected to supply it. Keep a follow-up date visible. An unanswered request should not disappear into a completed-work total.
Starting requirements: Share fair hiring procedures, candidate privacy rules, interview formats, and who makes selection decisions.
Needs your decision
Summarize the exception and the information already checked. Ask a specific question and route it to the authorized person. Keep the original source intact while the decision is pending.
Approval boundary: Screening judgments, hiring decisions, compensation offers, and legal employment advice remain with authorized staff.
Set the role up well
Agree what good work means before the first handoff.
Access and examples
Provide individual, approved access to the systems used for this responsibility. Share a completed example, an incomplete example, the relevant template, and a named reviewer. Sensitive working records belong in those systems, not in a public inquiry form.
Possible working environments include Your ATS, Greenhouse where authorized, Calendar, Email. Tool access and familiarity are confirmed as part of the role brief.
Review and workload measures
Agree which measures are useful for this queue: completed items, items awaiting an input, age of unresolved work, and corrections requested by the reviewer. Review these together with actual examples; volume alone does not establish that work is accurate.
Set response expectations from your operating needs. Coverage, turnaround targets, and the amount of work assigned are agreed separately rather than assumed from the service name.
Before you start
A few useful questions.
What should we prepare for recruiting administration?
Share fair hiring procedures, candidate privacy rules, interview formats, and who makes selection decisions.
How will we know what is complete?
Check candidate identity, recipient permissions, stage accuracy, and whether messages reflect the hiring team’s actual decision.
Which decisions remain with us?
Screening judgments, hiring decisions, compensation offers, and legal employment advice remain with authorized staff.
Can the role work in our existing tools?
We scope the role around your approved systems, including environments such as Your ATS, Greenhouse where authorized, Calendar. Access, training, and the final tool requirements are confirmed before the role begins.
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Explore the service ↗A role shaped around your operationStart with the work
Start with the work
you want to hand over.
Tell us where the queue slows down. We’ll discuss the scope, tools, coverage, and review points that belong in your support role.
Book a free consultation
Define the role before making a commitment.