Recruiting Coordination Lead

Zipline•South San Francisco, CA

2d•$130,000 - $160,000

About The Position

Zipline is scaling, and every hire depends on coordination that is accurate, responsive, and human. As Recruiting Coordination Lead, you will lead the team responsible for moving candidates and interview teams through the hiring process—from first screen through final onsite—without avoidable friction. You will own the operating rhythm behind high-volume hiring: team capacity, scheduling quality, candidate communication, workflow consistency, and escalation resolution. Your work will help Recruiting Partners and Hiring Managers.

Requirements

4+ years of recruiting coordination or high-volume scheduling experience, including experience mentoring or leading recruiting coordinators.
Experience leading through shifting daily priorities and hiring surges while maintaining accuracy, responsiveness, and sound judgment.
Working knowledge of applicant tracking systems and recruiting scheduling tools.
Clear written and verbal communication with candidates, Recruiters, Hiring Managers, and executive candidates.
Strong attention to detail and the ability to identify process breakdowns, troubleshoot issues, and coach others toward practical solutions.
A hands-on, low-ego approach to ownership, feedback, and continuous improvement.

Nice To Haves

Greenhouse, GoodTime, comparable scheduling-automation tools, or global and multi-time-zone coordination experience is preferred.

Responsibilities

Lead, coach, and develop the Recruiting Coordination team; set expectations, manage capacity, and provide day-to-day support.
Own coordination operations for high-volume hiring pipelines, ensuring interviews progress accurately and without avoidable scheduling delays.
Serve as the escalation owner for complex candidate and scheduling issues, resolving conflicts and protecting a consistent experience through final onsite.
Partner with Recruiting Partners and Hiring Managers to align coordinator coverage, clarify priorities, and anticipate interview-panel needs.
Track scheduling speed, interview-panel health, candidate feedback, and internal service-level performance; use findings to improve execution.
Build onboarding materials and training for new coordinators, including systems guidance, workflows, and operating standards.
Maintain recruiting workflow consistency and data integrity with People Ops, IT, Facilities, and Executive Assistants.