Talent Coordinator

Sharp Performance

8d•$50,000 - $60,000•Remote

About The Position

Sharp is hiring a Talent Coordinator to manage the logistics of its hiring process and help deliver a fast, organized, and considerate candidate experience. The role reports to the Senior Recruiter and works closely with Recruiting, People Ops, and hiring managers across Sales, Product, Coaching, and Engineering. It is remote, with occasional travel to Carlsbad, California as work requires. The coordinator owns interview scheduling and panels, candidate communications, offer-letter administration, applicant tracking system accuracy, and the handoff of new hires to onboarding. The role also identifies opportunities to improve hiring processes through templates, automations, and workflow changes. Success is measured through candidate speed—including scheduling, feedback turnaround, and offer signing—and candidate experience and data quality. Targets will be set with the manager during the first 90 days. The role tracks performance weekly by role and aims for interview feedback within 48 hours, candidate updates within two business days, and accurate ATS data that supports reliable pipeline reporting.

Requirements

2–3 years of experience in recruiting coordination, talent operations, HR, or a similar high-volume scheduling role.
Hands-on experience with Rippling, including candidate stages, scheduling, offer workflows, or reporting.
Strong command of Google Workspace, especially calendars and shared documents.
Excellent organization and ability to manage 20+ active candidates and several open roles without losing details.
Clear, warm, and professional writing for candidates, interviewers, and executives.
Sound judgment when handling confidential information such as compensation and offer terms.

Nice To Haves

Preference for ownership over supervision.
Deep care for serving those who serve others.

Responsibilities

Coordinate phone screens, interview loops, and final-round interviews across time zones and busy calendars, including rescheduling when needed.
Build balanced interview panels, provide interviewers with preparation materials and scorecards, and follow up on feedback so decisions are made within 48 hours.
Serve as the main point of contact for candidates in process by sending confirmations, reminders, and status updates.
Draft and send offer letters using approved templates, route them for approval, and track signatures through completion.
Maintain accurate requisitions, candidate stages, dispositions, and notes in the ATS.
Transfer complete and accurate new-hire records to People Ops after offer acceptance to support onboarding, equipment, accounts, and a welcoming first day.
Identify hiring-process friction and suggest templates, automations, or workflow improvements.
Track candidate speed, experience, and data-quality metrics, with targets set alongside the manager in the first 90 days.